EFFECT OF COLLECTIVE BARGAINING ON INDUSTRIAL HARMONY

A CASE STUDY OF OFFA LOCAL GOVERNMENT KWARA STATE

TABLE OF CONTENTS

Title Page

Declaration

Certification

Dedication

Acknowledgement

Abstract

Table of contents

CHAPTER ONE: INTRODUCTION

1.1 Background to the Study

1.2 Statement of the Problems
1.3 Research Questions
1.4 Objective of the Study
1.5 Statement of Hypothesis
1.6 Significance of the Study
1.7 Scope of the Study
1.8 Definition of Terms
1.9 Historical Background of International Breweries Ilesha, Osun State

CHAPTER TWO: LITERATURE REVIEW

2.0 Introduction

2.1 Conceptual Framework

2.1.1 Concept of Industrial Harmony

2.1.2 Concept of Collective Bargaining

2.1.3 Measurement of Industrial Harmony
2.1.4 Factors that Lead to Poor Performance at Industrial Harmony
2.1.5 How to Improved Employee on Industrial Harmony
2.1.6 Types of collective bargaining
2.1.7 Characteristics of collective bargaining

2.1.8 Problems of collective bargaining

2.1.9 Measurement of collective bargaining
2.1.10 Discussion on the relationship between the independent variables constructs
dependent variables constructs in chronological order of research objectives
collective bargaining.
2.1.11 Suggest solution of the problem of collective bargaining
2.2 Theoretical Framework
2.2.1 Conflict Management Theory
2.2.2 Relevant Theory
2.2.3 Integration Approach Theory
2.2.4 Theories of collective bargaining
2.3 Empirical Review
CHAPTER THREE: METHODOLOGY

3.1 Introduction

3.2 Research Design

3.3 Population of the Study

3.4 Sampling Design

3.5 Research Instrument

3.6 Validity and Reliability of Research Instruments

3.7 Data Collection Procedure

3.8 Method of Data Analysis

CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION

4.1 Introduction

4.2 Response Rate

4.3 Demographic Characteristics of the Respondents

4.4 Data Presentation and Analysis of Respondent

4.5 Test of Hypothesis

4.5 Discussion of Findings

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 Summary of the Study

5.2 Conclusion

5.3 Limitation of the Study

5.4 Recommendation to the Study

5.5 Suggestions for Further studies

Reference

Appendix /Questionnaire

CHAPTER ONE

1.1 INTRODUCTION BACKGROUND TO THE STUDY

Nigerian has recently witnessed a hug increase in the number of industrial actions. No

day passes in Nigeria without strikes or treat in one form or another. What was one thought to

be British diseases seem to have become a Nigeria disease. Infact, strikes have become so

endemic in Nigeria that even our courts would be prepared judicial notice of them. These

developments however, is not very healthy. In the first place, it destroys the desired growth

and development in the economy and secondly Nigeria’s desire to encourage foreign

investment would be hindered as no serious foreign investor will be willing to put down

investment in a country bedeviled by better industrial disputes and strikes over wages and
condition of service (Blain, 2007). The implication of withdrawal of foreign investments may

appear as another indication of a nose-diving economy. There is affirm international

consensus that the right to freedom of association enable the workers to aggregate join and

form trade unions for the protection of their economic and other interests.

It’s already a known fact that no social system such as industrial organizations can

function optionally without some degree of harmonious relationship among its members. This

is perhaps why human have always made conscious attempts at ensuring some degree of

harmonious co-existence over the years.

However, the historical trajectory associated with the different social epochs has

shown that the need for mutual co-existence became more necessary with the emergency of

industrial age and the growing reliance on paid employment which gave raise to the capitalist

economy

The justification for bargaining in society literally stands on the clear fact that conflict

is an inevitable part of human existence and whenever it occurs, people need to find best

possible way r ways of selling such conflicts, interestingly nowhere else is the above

assertion more correct and prevalent than the workplace.

1.2 STATEMENT OF THE PROBLEM

The experience of Nigeria in employment relations reveal a clear reluctance by

successive government to adhere to the principle of collective bargaining. One major feature

of government Labour policies is the absolute power given to the government to either

restructure or merge and even sometimes prescribe the trade unions in the country, Akanji

(2006) reports that the state has employed a wide range of actions in regulating employment

relations, some were conceive while some were through various legislations. He posits that

the history of state intervention has been characterized by various strategies that has usually

undermined efforts at collective bargaining and agreement.

 Consequently, the government has seriously infringed on the rights of the average

Nigeria worker, Adebo (2000) noted that the machineries for collective bargaining in Nigeria

is inundated by money problems the implementation of agreement on wages reached through

the machinery of collective bargaining has often chastie, attended by controversy, agitations

and wide spread strikes that cost the country enormous resources. This crisis has been further

undermine by weak legal remedy for addressing defaults to collective agreement in Nigeria.

Its on record that many labour union leaders conceive with the government to sabotage or

compromise the collective interests of the workers for their personal interest.

Therelity however in Nigeria is such that the principle of collective bargaining is

hardly followed no implemented in trade negotiation. Fashoyin (2008) noted that the role of

the government in the Nigerian industrial relations system and the functioning of the labour

management relationship can be better understood within the framework of its position as the

simple largest employer which matches its power and control in industrial relations. In

Nigeria collective bargaining hardly comes to play as the government depended upon the

philosophy of the doctrine of “sovereight” that is the absolute authority to determinant of

wages and other conditions of services especially in the public sector.

1.3 RESEARCH QUESTIONS

In order to arrive at precise answer to the effective of collective bargaining on

industrial harmony the following research questions shall be formulated.

1. Does collective bargaining have an effect on industrial harmony in Offa Local

Government?

2. Does strikes have any effect on industrial harmony in Offa Local Government?

3. Is there any significant relationship between industrial harmony and collective

bargaining in Offa Local Government?

 4. Does Labour union have any influence on the collective bargaining in Offa Local

Government?

1.4 OBJECTIVE OF THE STUDY

The main objective of the study is the examine collective bargaining an industrial

Harmony in Offa Local Government, using Offa Local Government as a case study the

specific objective however include:

1. To examine weather collective bargaining have effect on Industrial harmony in Offa

Local Government

2. To determine weather strikes have any effect on Industrial harmony in Offa Local

Government

3. To examine weather there is any significant relationship between Industrial harmony

and collective in Offa Local Government

4. To determine weather Labour union have any influence on the collective bargaining

in Offa Local Government.

1.5 STATEMENT OF HYPOTHESIS

The following formulated hypothesis would be tested to provide answer to the

research questions.

HO1: Collective bargaining does not have significant impact on industrial harmony in Offa

Local government

HO2: Strike does not have significant impact on Industrial Harmony in Offa Local

Government.

HO3: Industrial harmony does not have significant impact on collective bargaining in Offa

Local Government.

HO4: Labour have no significant impact on collective bargaining in Offa Local Government
1.6 SIGNIFICANT OF STUDY

The principal purpose of collective bargaining is to settle and determine terms are

conditions of employment. Improvements in the terms and condition of workers employment

is the chief task of trade unions and collective bargaining is the major means whereby trade-

union can ensure that terms and conditions of employment given to their member are

adequate the primary aim of workers engaging in collective bargaining has been expose

(Chidi, 2008 : 98) thus:

By bargaining collectively with management organized labour seeks to give effect to it

legitimate expectations that wages and other condition of work should be such as to guarantee

a stable and adequate form of existence and as to compatible with the physical integrity and

moral dignity of individual and also jobs imbalance of power between the employees and

employer that has necessitated that desire of workers to come together. Workers appreciate

that bargaining will give them near equal relationship with their employer they realize that

against the power of employers the individual workers has almost no bargaining power and

chances of improving conditions of work is slim. Workers can best strengthen their

negotiating positions by waiting and bargaining collectively with employers. Workers have

resorted to collective action because by banding together they are able to consolidate their

strength for more effectively than they could as individuals. As miller commission (1947)

noted properly conducted collective bargaining is the most effective means of giving workers

the right to representation in decision affecting their working lives.

1.7 SCOPE OF THE STUDY

The scope of this research worker covers Offa Local Government which is one of the

best Local Government with Standard of moral and best performance in Nigeria. The

research intends to study the effect of collective bargaining on Industrial harmony with a
particular reference of Local Government (Offa Local Government, Kwara State) which the

secretariat is located at Atan-Oba along fire service Kwara State Nigeria.

The entire promise on which the study is based is that Industrial harmony would be

greatly depended on collective bargaining. It also covers how Industrial harmony are

measured the type of collective bargaining and Industrial harmony types of industry and how

collective bargaining and Labour union are interrelated.

The idea of collective bargaining arose along with trade unions in the nineteenth

century continues to be an issues of great importance to workers because what takes place in

the workplace affect their status. Wealth and health of workers general the case for collective

bargaining resets on a number of argument each of which falls into the class of either moral,

economic or political spheres.

The right of collective bargaining has recognition in international human rights

conventions. Article 23 of the universal Declaration of human rights identifies that the ability

to recognize trade union as a fundamental human right UNGA, 1948.

1.8 DEFINITION OF TERMS

Collective bargaining describe the process of agreeing terms and conditions of

employment in representatives of employers (and possibly their association) and employee

representatives (probably their unions). Collective bargaining in the view of Rose (2008) is

the process whereby representatives of employee and employers determine and regulate

decisions concerning both substantive and procedural issues within the employment

relationship. The collective agreement is enrishrined in Article of the Right to organize and

collective bargaining convention of 1998. In terms of the act collective agreement means any
agreement in writing for the settlement of dispute relating to terms of employment and

physical conditions of work concluded.

Industrial harmony flander (1970) defined it as a social process that continually turns

disagreements into agreement in an orderly fashion. Agree rules and decisions on matters of

mutual interest to employer and union as well as the methods of regulating the conditions and

terms of employment are by negotiation and discussion. It is form of workers participation

because bargaining allow employers via their union to influence the wages and conditions

and terms of employment.

Bargaining power. Power ability of one individual to influence others and affect

behaviours. It refers to the industrial capacity to influence the behavior of another individual

so that can act an agreement with as directive when this takes place behavior is changed is

changed unilaterally. Bargaining power is therefore defined as the ability to influence the

other side to take a decision that would not have made power is crucial variable which

determines the outcome of collective bargaining.

Labour union is an association of earning wages and seeking for the purposed of

increase the terms and conditions of employment in an organization. the represent the interest

of their worker to enhancing lives of labour increase to the standard level

Types of Agreement

1. Procedural

1.9 HISTORICAL BACKGROUND OF OFFA LOCAL GOVERNMENT KWARA

STATE

Offa Local Government Areas covers a land mass of about 14.922 square kilometers,

with population density of 75000 and above subject to 1991 census the growth in the

population from 1991 to the current time has increased in the population of the Locality to

100,000 and above.

 Offa Local Government is situated in the middle belt of Nigeria under the supervision

of Kwara State. It was the splitting of the defunct Oyun Local Government Area. It has

Adeleke and some of its major towns.

The Offa Local Government Areas of Kwara State under the Chairmanship of Alh.

Hassan Oyeleke its first Chairman came into being in August, 1991 with the splitting of the

defunct Oyun Local Government into two councils Offa town in the council Headquarters.

The Administration of Offa Local Government is based on the principle of oneness

progress and legacies. This has help in small way to guide the governance of the Local

Government since its inception in January, 1991, the legislative Aim has 65 DP councilor and

NRC% while chairman is NRC to function us a family therefore the council charged

themselves to operate within the confines of the philosophy of politics without bitterness

being at earn of young men who are virtually of development of the town, manifestoes of

either of the two political parties correspond with their drawn up programmes those on the

executive arm of council include Alhaji Hassan Opeyemi Chaiman, Mr. Nasir Femi Olagunju

Vice Chairman, prince Samuel Sunday Soladoye Secretary, Mallam Abdulfatai Yusuf

Supervisor for works, Mr. Isiak Shittu Supervisor for Education, Mr. Mufutau Shittu

Supervisor for finance and Mr. Mukail Lamidi Supervisor for health a dynamic approach has

been made by the Oyeleke’s administration in setting backlog of teacher’s salames and leave

bonus running to the tune of N 35,700.00 six free exercise book were also distributed per

child in all primary schools in addition to other school materials which has gulped so far the

sum N 200,000.00 for now, arrangements have been made to settle 1992 leave bonus teacher.

In addition, woman education centre, Offa has been standardized to cater for complete

educational curricula in the centre, for now confidential secretaries. Copy typists and home

economists are taught in the center and the ministry of education upgraded the centre to a

certification awarding one.

 Furthermore, mechanical section is responsible for dealing with land matters such as

issuing out land farm, processing land matters before the land allocation advisory committee

collection of Local Government fees in land matters settlement of land disputes. Setting aside

and allocation of Offa Local Government residential industry layout settling of any other

matter relating to compensation for maintenance of all motor vehicles including bulldozer

and grader that belong to Offa Local Government the section is also full responsible for the

control of the Local Government drivers.

In addition, works department serves as a golden mine of Offa Local Government

because of its general development programme in Offa town and her neighbouring villages.

The department has on H. O. N in person of Mr. J.A Abolarinwa, Principal work

superintendent and its divided into four sections:

 Building section such as plumbring, Electricity and Road Section

 Sub-Sector such as Administration and Mechanical Section

Building section: its responsibility for carrying out various projects that need to be executed

within Local Government area section sees to the general administration of works department

i.e. co-coordinating of work department affairs setting of any administrative matter within the

department staff, dealing with staff promotion exercise and any other administrative matters.

CHAPTER TWO

LITERATUREREVIEW

2.0 INTRODUCTION

This chapter focused on explicit literature review on collective bargaining and

industrial harmony converges on the notion that the farmer creates the necessary credit ion

that that enable the later especially in the Nigeria work environment. As a process collective

bargaining is known to be very dynamic interms of producing the required path ways to

conflict resolution and harmony in the workplace. In 2.1.1 and2.1.2 the concept of collective
bargaining and industrial harmony respectively. Moreover, in 2.2 and 2.3 the theoretical

framework and empirical review were lightghted.

2.1 CONCEPTUAL FRAMEWORK

As a former British Colonial territory, Nigeria inherited certain social economic and

political values and institutions. Nigeria’s industrial relations system is one of such British

Colonial legacies. It was fashioned in line with the British industrial relations system whose

main feature is the voluntary machinery which has grown up over a wide area of employment

from industry-wide collective bargaining and discussion between employers’ associations

and trade unions overtimes and conditions of employment (Eniola, 2008). It was this basic

characteristics of British industrial relations system that is, the doctrine of voluntarism that

entrenched in Nigeria’s industrial relations.

Okotieboh, 1960,it was against this background that the principle of free and

voluntary collective bargaining was pursed. Thus, non-interventionsm and collective

bargaining prevailed to a great extent as the main method of regulating labour relations in

Nigeria (Bembe and shelder, 2002). However, it must be noted that statutory intervention his

taken place principally to strengthen the process of collective bargaining and industrial

harmony or to serve as substitutes for non-existent or non-functioning collective barga8ining

under Nigeria Labour law, the most important step in the collective bargaining procedure is

for the employees within the bargaining units.

2.1.1 CONCEPT OF INDUSTRIAL HARMONY

Industrial harmony has been defined as a friendly and cooperative agreement on

working relationship between employers and employees for their mutual benefit (Otobo,

2005: Osad and Osas, 2013). According to Puttapah and Vuram (2012), industrial harmony is

concerned with respect to the terms and conditions of employment and the work place. In
effect, it is a situation where employees and management cooperate willingly in pursuit of the

organization’s aims and objectives.

On the other hand, Hason (2006) opines that industrial harmony represents absence of

strike by industrial unions in organization which is bound to result in effective and efficiency

organization.

2.1.1.1 CONCEPT OF INDUSTRIAL HARMONY

Industrial harmony thus covers four broad areas of cooperation, responsibilities,

employment policy, collective bargaining communication and consultation.

Industrial harmony can only come out of what is known as industrial democracy” is a

situation in organization where a larger extent, the participation of worker is adequately

sought in the process of making decisions that will determine the conditions of their working

lives. It involves joint participation in decisions process between the two major actors to

labour relations. It encompasses such concepts as joint consultation, co-ownership or co-

partnership, determination and whitlenism.

2.1.1.1 MEASUREMENT OF INDUSTRIAL HARMONY

Harmony in industrial enhances productivity of labour and in turn improves joint

participation and improved performance in organization achieving economic growth, and

enhancing living standard and quality of life.

i. It creates a peaceful working environment conductive to tolerance.

ii. Mutual communication and dialogue and other alternative to strike; means resolving

industrial or labour dispute in Nigeria

iii. It enhances a high level of employee satisfaction.

2.1.1.3 FACTORS THAT LEAD TO POOR PEFORMANCE AT INDUSTRIAL

HARMONY
 Employee differs in their personalities and these differences influence the way they

react to the external and internal pressures that exist in any industrial harmony. It’s important

for industrial harmony to identify the fact or that have a crippling effect n performance o

employees at the industrial harmony. Factors that lead to poor performance of employees in

industrial workplace:

1. Poor Leadership from the top management: A leader motivates his employees instill

confidence, and evokes enthusiasm with regard to their work but if the same leader

engages in aggressive and punitive behavior, it result to harassment at the workplace

2. Lack of role clarity: This happens when two different workers are given

incompatible roles at the same time and this can results to conflict among the

employees.

3. Lack of Transparency: When employee is not informed about decisions, they will

make their own assumptions which can spread rumors this can hurt the image of the

industry in a workplace.

4. Poor Internal Communion: Poor flow of information between the management and

employees or union is one of the best ways of depriving employers from matter

concerned the industrial.

5. Injustice: Injustice among the members of organization can also lead to industrial

harmony which blackmails the existence of the industry.

.1.1.1 HOW TO IMPROVED EMPLOYEE ON INDUSTRIAL HARMONY

There is always room for improvement especially in an organization that want to

study visible and maintain its competitive edge. The following will improve employee

organization harmony.

 There must be leaders and followers in work organization however, it is the

management and labour and as related to power flow from the super-ordinates to the
 subordinate. Laosebikan (1995) said all as being used to refers to both employee

never means equality in status and power but simply in formulation and designing can

execution of policies which has been jointly agreed upon.

 Employee Performance: The most importance dependent variable is the employees

performance (Borman, 2004). According to Sinha (2001) employees performance is

dependent on the willingness and openness of the employee in doing their job. For the

hesitated that having this willingness and openness of the employees in doing their

job.

 Employee Loyalty: Loyalty as a general term signifies a person devotion or sentiment

of attachment to a particular object which may be another person or group of persons,

an ideal, aducty or cause. It expenses itself in both through and action and strives for

the identification of the interests of the loyalty person with those object “employee

loyalty could be defined as a psychological inclination a feeling” of identification

with an attachment or a commitment to the organization.

 Trade Union: The composition, aim and objectives membership structure, orientation,

coverage categories of membership, dissolution function affiliation role and

responsibility of officer among others are what this policy will cover to ensure social

unionism.

 Procedures: To reduce classes in the work relationship among the stakeholders

procedure on how to manage complaints grievances

2.2 THEORETICAL FRAMEWORK

2.2.1 CONFLICT MANAGEMENT THEORY

According to conflict management theory propounded by many parker Follett (1933)

she hold the view that conflict is inevitable in all organizations or societies where two or

more people are bought together to achieve a pre-determined end. She explains that conflict
is simply an exhibition of differences in ideas or opinions on given situations conflict could

also be a display of different methodology of interpreting phenomena. Conflict to her arises

as a result of different approaches to issues different approaches to existing conflict

resolutions. She opined on the manners it is interpreted understand and resolved by the

affected parties.

2.2.2 RELEVANT THEORY

This theory is based on the fact that food and beverages firms consist of people who

come together with the aim of achieving a given objective as such conflict is inevitable in

such a situation h party would want to achieve its individual or group objective in such given

situation conflict interest.

2.2.3 INTEGRATION APPROACH THEORY

This theory would based on the expected harmony in these organizations. This is

because the divergent interest or demands of these actors are critically analyzed put forward

for discussion; usually in a round table conference with the aim coming out with lasting

solution conflict resolved in this fashion integration method is in line with collective

bargaining principle which is the process negotiations between employers and the

representatives of a unit of employees aimed at reaching agreement that regulate working

conditions. This will create room for employee commitment, employment loyalty and

employee innovativeness in organization.

2.1.2 CONCEPT OF COLLECTIVE BARGAINING

Collective bargaining: the concept of collective bargaining is derived from

combination of towards. Collective and bargaining refers” to group action through

representative from management perspective. The concept demotes the management’s

delegates at the bargaining table while from the angle of workers. It connotes a local firm
membership which represent the union. Bargaining as term is synonymous with negotiation.

There is element of flexibility in the place of fixed position.

Rose (2008) is the process of representatives of employee and employers

determine and regulate decision concerning both substantive and procedural issues within the

employment relationship collective agreement is enriched in Article 2 of the Right to

organize and collective bargaining convention 1948. Interm of the act, collective agreement

means any agreement in writing for the settlement of dispute relating to terms of employment

and physical conditions of work concluded between a group of employers organizations

representing workers or the duly appointed representative of anybody or workers.

According to Nigeria Employer consultative Association defined collective

bargaining as process of making decision.

Bargaining power is the ability to influence the other side to take a decision that

would not have made.

Two basic form of collective bargaining were identify by Chamberlain and Kuhn

1996.

Conjunctive bargaining. It arises from the absolute requirement that some Agreement

or many agreement maybe reached so that the operation on which both are dependent may

continue.

Cooperative bargaining is where there is recognition that both parties cooperate with

each other and that each party can attain its objectives more effectively the support of other is

won effectively.

2.1.2.1 TYPES OF COLLECTIVE BARGAINING

Parties often determine the types of bargaining to be adopted to reach their goals there

are more than ten (10) different types of bargaining but six are discussed below:
  Distributive Bargaining: This refers to bargaining that aim at determining how to spit

issues in the joint effort of the parties that is parties bargain over the shaming of

output in their working relationship and the gain of one party is the loss of the other.

It is often attached to substantive issues wages hour of work e. t. c.

 Integrative bargaining: This is the matured bargaining in which the parties are not in

fundamental disagreement with each other. Other parties are trying to reach a

common ground with both parties gaining and at least neither party less.

 Joint Consultative Council (JCC): is the form of integrative bargaining through which

parties the to work out or work together to clarify the workings of their relationship

in order to avoid despites.

 Productivity Bargaining: this is more specific type of integrative bargaining which

aimed at increasing productivity. It is a technical term applied to agreements which

are to serve increased productivity in work relationship. It include substantive issue

like increase from the number from the employment.

 Attitudinal Structuring: This s promised in the behavior of he

bargaining or negotiators which can determine the behavioral table. it is often

directed towards supporting the earlier discussed types.

 Intra- Organizational Bargaining: This is more of informal process of bargaining

within each parties to a negotiation for each party to present a solid front. It is an

effort towards some form of organization and prepare toward bargaining.

 Concessionary Bargaining: This is an understanding or give back “bargaining which

do involve some form of trade off for what need to be in the face of uncontrollable

influence.

2.1.2.2 CHARACTERISTICS OF COLLECTIVE BARGAINING

 It’s industrial democracy at workplace. it has to do with worker. commitment to

organizational goals collective bargaining is fluid, mobile and flexible, not static. It involves

series of check and on the side of statute and comparsion. Since then, the government has

seriously undermined the working of free voluntary bargaining in Nigeria, despite the baking

given to free voluntary bargaining by the law.

The government has been able to do this through the following means:

Restriction of individual strike, lookout e. t. c.

Provision of wages regulations and settlement guidelines.

2.1.2.4 THEORIES OF COLLECTIVE BARGAINING

Chumbelin and Kuhn (1965) put forward explanation to explain the concept

bargaining, they view bargain from different three perspective- means of contracting for the

sole of labour (Marketing Concept), Rule making process (government concept) and

functional relationship between the actors (Industrial management theory).

The marketing concept of bargaining is nearest to the web analysis. it assumes

correctly that bargaining begin in the labour market. This view of bargaining is based on the

belief that if provides the means to remedy the fundamental inequalities existing between the

strong positions of the employer, on the one hand the weak position of the individual

employee on the other in the buying and selling of labour.

The government concept established the view of constitutional system or rule making

institution of bargaining in determining relationship between employer and employee. In this

case, bargaining is seen as a political and power relationship between the parties as regard the

showing of Industrial jurisprudence. It is based on partnership in progress between the

employer and the employee in reaching discussion matters in which both parties have equal

opportunities rather than competing interests. At collective level, the trade union represents
employees in the determination of those policies that have beaming on their members

working lives.

2.1.2.5 PROBLEMS OF COLLECTIVE BARGAINING

i. The nature of the state affect collective bargaining: The nature of the state determines

the role of government can play in any state because government as an institution of

the state is an apparatus of the alling elites. The interest of ruling class is always

protected by the government.

ii. Success of Collective Bargaining must be honored by the parties involved by the

government; the government plays the piper and must dictate the tune. A case in point

is the implementation of increases in the price of petroleum product in 1999 from N

28, 000 that it was in 1986 to N 30 million naira.

iii. Nonpayment of Salary and Wages: this is one of the problem in our nation the issue of

non compliance with method and decision of payment of wages and salary which has

lead to issues of strike in industry.

iv. The using of Coercive Power to make Collective Bargaining Ineffective: This implies

that government has to avoid commitment to collective bargaining is not an effective

mechanism for resolving conflict in an Organization.

v. The Issue of Bargaining Itself is another problem facing collective bargaining. In

Nigeria many of the substantive issue which are within the domain of NPSNL are

declared either by executive or legislative act.

vi. No settle Dispute: another central problem of bargaining is in the area of dispute

settlement. This is the most discussed problems of bargaining in due literature.

vii. Poor Internal Communication: This is another problem of collective bargaining non or

poor communication network among their representative and employee in an

organization is another vital problem in an organization.

viii. Inadequate Good faith: This is another big problems of bargain non compliance with

both party and balances. Collective bargaining is hindered by sentiments both parties

are tensed up in the process of negotiation.

 It is an interdisplinary approach to issue for negotiation. Must be intelligent and vast

different disciplines to enable them articulate facts before them and use them as a

weapon against their opponents during bargaining.

 Collective Bargaining is a complex. It is a group of action where employee and their

union leaders meet with representatives of management to negotiate and agreement on

issue at hand and communication is a ventable tool in bargaining.

 It is not equivalent to the outcome, that is bargaining is different from agreement –it is

a means to an end.

 It is a method used to improved the terms and conditions of employment.

 It seeks to restore the power disparity between the employer and employee.

 It leads to an agreement;

The process is bipartite, but in some countries the state plays a role; and covers broad

safety training and personal development, construction on participative arrangement and

equality of opportunities.

2.1.2.3 MEASUREMENT OF COLLECTIVE BARGAINING

In Nigeria two methods have been operated before 1968. Free and voluntary method

of bargaining prevails in the industrial relation system. It was a sort of laissez faire system

whereby the government then did not bother to interfere in negotiation that took place

between the industrial parties.

However, from 1968 as a result of civil war, the government started to interfere

primarily to ensure industrial peace and harmony. It was since then that various law,
enactment and decrees hold emerged to regulate the process of bargaining. Thus the

system since the Nigeria civil was learned more positively substantive agreement.

Procedural agreement these constitute formal within procedure which at as a

voluntary code of conduct for the management on the one hand and employer and

employee representative on other.

 Substantive Agreement: formal written agreements which contains the terms

under which employee are to be employed for the time being. The substantive

terms regulates the working conditions and wage of other employment

relationship. The period to which such agreement exists for a limited period of

at most two (2) years details of the following are always found in a typical

substantive agreement.

 Dispute (Arbitration and inquiry ordinance of 1914) made position for the

conciliation and arbitration services although it was derived of stipulation for

irresistible wage on the parties to adopt any particular procedure to the

bargaining relation Yesuf (1982).

 Conflict is seen as the expression of works dissatisfaction and differences with

management are regarded as an unreasonableness activity. Conflict according to

this prospective is seen as “bad” for the organization and should be suppressed

in cohesive means (Rose, 2014) cited in essay U.K (2014). The unity

perspective can be used to identify the industrial relations climate within

particular type of organizations.

 Population: this is the total number of conservable elements subject and

observations that are of primary interest to a resheaver.

 Sample: this is the part of the population understudy selected by some processes

for the purpose of statistics analysis.

2.1.3 DISCUSSION ON THE RELATIONSHIP BETWEEN THE INDEPENDENT

VARIABLES CONSTRUCTS DEPENDENT VARIABLES CONSTRUCTS IN

CHRONOLOGICAL ORDER OF RESEARCH OBJECTIVES COLLECTIVE

BARGAINING.

This study was specifically carried out to examine the extent to which industrial

harmony influences on collective bargaining. To this end, collective bargaining was used as

the independent variable while industrial harmony serves as the dependent variable.

According to Markinde (2013), collective bargaining as a kind of industry democracy

believing that democratic process provides the best possible window for social inclusion and

harmony in any system including the industrial setting.

Collective bargaining and industrial harmony coverage on the notion that the farmer

create the necessary conditions that enable the later especially in the Nigeria work

environment.

According to Onah (2008) opines that collective bargaining is the foundation for

peace in any organization. However, the scholar further argued that unilateral regulation or

primary of wage commissions has become a norm in the Nigeria public sector vitiate the idea

of collective bargaining.

The study made use of primary data sources from 220 respondents thought

administering of questionnaire, their responses were tested using appropriate statistical tools

like simple percentage and Chisquare research techniques.

Nwokocha (2015) conducted a conceptual study on the tittle employers are

enhancement of industrial harmony in private sector organization in Nigeria. The study

examines the role of employers in enhancing industrial harmony in organization with a focus

on private sector.
2.1.2.6 SUGGEST SOLUTION OF THE PROBLEM OF COLLECTIVE

BARGAINING

Generally, we have examined the challenges of collective bargaining at the Offa

Local Government. The study posits that there is no alternative to industrial harmony order

than ensuring the principle of collective bargaining.

1. Building of cooperative spirit in other to maintain a stable and sustainable economic,

social and political development of the country. Although there has been records of

misdirection and misplaced priority by some of the unionists.

2. Labour union should promote the principle of collective bargaining instead of

embarking on incessant strike that would develop the economy and inadvertently

affect productivity.

3. Integrity of Labour union members needs to br examined critically so that they donnot

compromise or betray the trust of the union members.

4. Union leaders should try as much as possible to separate their personal interest and

ambition from the collective interest of the union members.

5. Union leader should undergo training to sharpen their negotiating skills in order to

ensure that they are able to wrestle positive from collective bargaining process.

6. Government should learn to respect the honour collective agreement in order to build

trust, confidence in industrial relation process.

7. Develop a monitoring procedure or machinery that will ensure the active and actual

practice of collective bargaining in all organizqations.

2.3 EMPERICAL REVIEW

Antigh (2012) carried out a study to determine the impact of inter-union conflict on

industrial harmony Offa Local Government is one of the Local Government In Kwara state

and 100 staff strength of the two organizations was the study populations. A total of 70 staff
was randomly sample person and product moment correlation test was conducted to test the

null hypothesis and it was established that there was significant influence of inter-union

conflict on industrial harmony in the case.

Moorthy (2005) carried out a study on I ndustrial relations scenario in individual

harmony. The attempted to identify the changes that have occurred in industrial relations,

scenario in collective bargaining after the economic reforms introduced during the ninths.

The study concluded that economic reforms have affected industrial relations on collective

bargaining as there is a declining tendency in industrial disputes.

Mojaye and Dedekuma (2015) conducted a study in the influence of communication

on industrial harmony in the Local Government in Kwara State. The study tries to establish a

link between communication and good industrial relations and industrial peace. The

questionnaires were administered to so civil servant out of which only were useful, one of the

research questions was whether there is any relationship between industrial harmony and

collective bargaining.

CHAPTER THREE

METHODOLOGY

3.1 INTRODUCTION

Methodology is a program that guides the researchers in the process of collecting,

analysis and interpretation data. It’s a model of proves that allows the researchers to draw

valid conclusion concerning casual relationship among the variable under investigation.

3.2 RESEARCH DESIGN

 According to Ibraheem (2012) research design is the master plan upon which a

research is based.

Research design can take several forms and there is no best research design. thee type

of research depends on the nature of the researchable problems.

Research design can also be describe as the act of identifying and explaining the techniques

and procedures of acquiring information to solve a specific problem.

However, for the purpose of this study a descriptive research design was this nature of

researchable problem. This will ensure that required data are collected at a very accurate and

economically rate.

3.3 POPULATION OF THE STUDY

According to Aboaba, Oyerinde and Yussuf (2012) population is described as all

conceivable element subjects or observations that are of primary interest to a study. it is the

total number of inhabitant that share common characteristics in a particular place.

However, what constitute the population in this research work is the management and

staff of offa local government, kwara state. the total population of the staff is 1043 in which

they have 100 academics staffs and 20 non academic staffs.

3.4 SAMPLING AND SAMPLING DESIGN

According to Aboaba, Oyerinde and Yusuf (2012) in sample is the part or portion of

the population under study choosing or selected by some process for the purpose of statistical

analysis.

According to Ibrahim (2012), sampling is a process used in statistical analysis in

which a predetermined number of a large number of a large number or population and the
result obtained would be generalized in others. it is also a method of studying from a few

selected items instead of the entered bid number of unit the small selected is called

“population”.

In this study the researcher employed a simple random sampling technique this is a

method of sampling in which each possible sampling combination has an equal chance of

being include in the sampling process the researcher chooses a sample size of 100.

3.5 RESEARCH INSTRUMENT

According to abode (2012) data collection instruments are those which are used to

collect data for the purpose of testing hypotheses or answering research question. This is an

instrument used by a researcher to carry out a research on a particular problem in order to

arrive to a conclusion. in this study questionnaire was used to collect information from the

sampled population of (100)

According to Aboaba, Oyennde and Yusuf (2012), a questionnaire is on instrument

for collection information of data beyond the ordinary reach of the researcher it contains a set

of questions designed to get the model information or data for analysis where the result so

reach is used to answer questions and test the relevant hypotheses.

In the study 100 questionnaires were distributed to the sample population of offa local

government kwara state to collect the needed information on effect of collective bargaining in

an industrial harmony.

3.6 VALIDITY AND RELIABILITY OF RESEARCH INSTRUMENT

Validity: according to handy (2006) validity is the characteristics used to described

research which quality what is claims to measure it is the characteristics of research

methodology which allow researcher to the be reported by the same and even different
research but always are out with same result for the sake to validity of this study the

researcher used questionnaire to collect information from the sampling population and also

consulted textbooks and journal of previous authors.

Reliability: according to Osuola (2006) reliability refer’s to the consistency of a

measurement: it is defined us anything that maybe trusted and dependable. it is the stability

dependability and practicability of a measurement instruments that is to say’s reliability is

any data collection that is trusted to be accurate and dependable.

Nevertheless the best techniques is the practical approach in this research work to

establish the reliability of the questionnaire this is done by asking the respondents to

cooperate and complete the question with the primary choice for consistency reliability and

standardization of the design of the questionnaire.

3.7 DATA COLLECTION PROCEDURE

According to Aboaba (2012) data collection instruments are those which are used for

the purpose of testing hypothesis or answering research questions.

This is an instrument used by a researcher to carry out a research on a particular

problem in order to arrive at a conclusion. in this study, questionnaire was used to collect

information from the sampled population of (100).

According to Aboaba, Oyrinde and Yusuf (2010), a questionnaire is an instrument for

collection of information or data beyond the ordinary reach of the researcher. this is an

instrument used by a researcher. it contains a set of questions designed to get the model

information or data for analysis where the result so reach is used to answer question and test

the relevant hypotheses.

 In this study 100 questionnaires were distributed to the sample population of offa

local government, kwara state, out of which 96 were filled and returned to collect the needed

information on effect of collective bargaining on industrial harmony.

3.8 METHODS OF DATA ANALYSIS

In order to ensure the simplicity and clarity to the research work. the researcher used

the sample percentage as a statistical technique to analysis and interrupt the data collected;

however, the reason for the use of this kind of techniques was a result of the type of

questionnaire used that called for complex questions.

For the propose of simplicity and clarity of the research work, each question will be

analyzed in statistical form, the analytical procedure deal with the population of statistical

formula. These formulas are :

Mean: this is a measure of central tendency and it is obtained by adding the scores of all

subjects together and divided it by the number of subject.

Formula X = FX

Where X= Mean

f= Frequency
x= Value
E= Summation
Standard deviation: this tells how widely the score in distribution are spread out and the mean

of the score.

Formula: d= X-X or X X
n
Where F= standard deviation
n= number of sample
x= mean of X
In calculating the population standard deviation foam, from a given sample, the

denominator in above formula is replaced

by (n-1) and [f-1]

Formula Z = x-x2
n-1
Where Z= Statistical score
X= population mean
X= Sample mean
n= Sample size
The hypothesis would be tested under the level of confidence of 95% and significant level of

5%

CHAPTER FOUR

DATA PRESENTATION ANALSIS AND PRESENATION

4.1 INTRODUCTION

This chapter with the presentation as well the analysis of data collected through

questionnaires. This study was carried out in order to find out the impact of effect of

collected bargaining on industrial harmony with particular reference to offa local

government, offa kwara state which is the case study, However the study was carried out with
a population of 200 comprising the employee both senior and junior out of which all were

drawn us sample size.

4.2 RESPONSE RATE

Total number of 100 questionnaires was administered to respondent out of which so

were duly filled and returned. The responses rate is summarized in the table below.

TABLE 4.2.1 RESPONSE RATE

RESPONSE FREQUENCY PERCENTAGE%

Returned 80 80

Unreturned 20 20

Total 100 100

Source; Field Survey, 2020

Table 4.2.1 above revealed that out of the targeted 100.80 respondent dull filled and returned

the therefore the response rate of this study is 80%.

TABLE 4.4.2 does strive ave any effect on industrial harmony in Offa Local

Government?

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 35 43.75%

Agreed 15 18.75.%

Undecided 17 21.25%

Disagreed 9 11.25%

Strongly Disagreed 4 5%
Total 80 100

Source; Survey, 2020

Table 4.4.2 shows that 35 respondents representing 43.75% were strongly agreed

respondent of presenting 18.71=5% we =re agreed and 17 respondent representing 21.25%

were undecided and 9 respondents representing 11.25 were disagreed and 4 respondents

representing 4. Were strongly disagreed. This implies that only 35 respondent representing

43.75% were strongly is greater than the other in the table.

Table 4.4.3. is there any significant relationship between industrial harmony and

collecting bargaining in offa Local Govt.

ALTERNATIVE FREQUENCY PERCENTAGE

STRONGLY AGREED 10` 12.5%

AGREED 50 62,5%

UNDECIDED 5 6.25%

DISAGREED 7 8,75%

STRONGLY DISAGREED 8 10%

TOTAL 80 100

Source; Survey, 2020

Table 4.4.3 show that 10 respondent representing 12.5% were strongly agree, 50

respondent representing 6.25% were undecided will 7 respondents representing 875% were

disagreed and 8 respondent representing 10% were strongly. This implies that only 50

respondent representing 62,5 were than other in the table.

ALTERNATIVES FREQUENCY PERCENTAGE%

1-5 Years 10 12.5

6-9 Years 10 12.5

10-13 Years 15 18.75

14.17 Years 30 37.75

18 and above 15 18.75

Total 80 100

Source Field Survey, 2020.

Table 4.4.2 show that 10 respondent representing 12.5% were between 1-5years, 10

respondent representing 12.50% were between 6-9years, while 15 respondent representing

and 15 18.75% were between 10-13years while 30 respondent were representing 37.5% were

14-17 year respondent between the age of 14-17 years were mere than other respondent.

4.4. DATA PRESENTATION AND ANALYSIS OF RESEACH QUESTION.

Table 4.4.1 Does collective bargaining have effect on industrial harmony in Offa Local

Government

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly agreed 30t 30 37.5

Agreed 10 12.5

Undecided 10 12.5

Disagreed 20 25

Strongly disagreed 10 12.5

Total 80 100

Source; Survey, 2020

 Table 4.4.1 show the 30 respondents representing 37.5% were strongly agreed, 20

respondent representing 25% of agreed while 10 respondent representing 12.5% were

undecided 20 respondent representing 25% were disagree while 10 respondent representing

12.5% were strongly disagree this implies that 37.5% strongly agrees. Were more tan other in

rhe table.

4.3 DEMOGRAPHIC CHARACTERISTIC OF RESPONDENTS

4.3.1 GENDER

ALTERNATIVE FREQUENCY PERCENTAGE

Male 50 62.%

Female 30 37.5

Total 80 100

Source Field Work 2020

As depicted in table 4.3.1 it was realized that 62.5% respondent sample were males,

while 37.5 were female. This implies that the males respondent were than female respondent.

4.3.2 Age of respondents

ALTERNATIVES FREQUENCY PERCENTAGE%

20-25 Years 20 25

26-32 Years 20 25

33-38 Years 15 18.75

39.44 Years 10 12.5

45 and above 15 18.75

Total 80 100

And above this implied that the resp SOURCE; FIELD SURVEY 2020.
 Table 4.3.2 shows that 20 respondent presenting 25% were between 20-25%, 20

respondent representing 25% were between 26-32 years, 15 respondent presenting 18.78%

were between age of 33-38 years, 20 respondent representing 25% were between the age of

45 and above this implied that the respondents between the age 20-25years and 26-32years

are more than other respondents.

TABLE 4.3.3 MANFAL STATUS

ALTERNATIVE FREQUENCY PERCENTAGE

Single 30 37.5

Married 30 37.5

Divorce 10 12.5

Widow 5 6.25

Widower 5 6.25

Total 80 100

Source Field Work 2020

Table 4.3.3 show that 30 respondents representing 37.5% were single, 30

respondenting 37.5% were maimed, while 10 respondents representing 12.5% were divorce

while 5 respondent representing 6.25% were widow, 5 respondent representing this implies

that single and married are more than divorced respondents.

TABLE 4.3.4 EDUCATIONAL QUALIFICATION

ALTERNATIVE FREQUENCY PERCENTAGE

WAEC/SSCE 5 6.25

OND/NCE 10 12.5

B.SC/HND 50 62.5
M.SC/MBA 15 18.75

Total 80 100

Source Field Work 2020

Table 4.3.4 shows that 5 respondents representing 6.25% were school certificate,10

respondents representing 12.5 were ND/NCE,50 respondent representing were HND/B.sc

holder were 62.5% and 15 respondents representing 18.75% were M.sc/MBA/ this implies

that HND and BSC were than other respondent. Representing strongly disagreed. This

implies that 50 respondent representing 62.5% chose strongly agreed.

TABLE 4.3.3 WORKING EXPENIENCE

Table 4.4.4: Does labour Union have any influence on the collection barganing in Offa

Local Government

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly agreed 35 43.75%

Agreed 16 20%

Undecided 14 17.5%

Disagreed 5 6.25%

Strongly disagreed 10 12.5

Total 80 100

Sources; Field Survey,2020

Table 4.4.4 above revealed that out of 35 respondents representing 43.75% were

strongly agreed, 16 respondents representing 20 were agreed 14 respondents representing

17.5% were undecided and 5 respondents representing 6.25 were disagrees and 10
respondents representing 12.5 were strongly disagreed. This implies that only respondents

representing 43.75 were strongly agreed is greater than other respondents

TABLE 4.4.5 Collective bargaining structure is a veritable means of promoting

industrial harmony.

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 20 25%

Agreed 30 37.5%

Undecided - 0%

Disagreed 18 22.5%

Strongly Disagreed 12 15%

Total 80 100

Sources; Field Survey, 2020

Table 4.4.5 above revealed that out 20 respondent representing 25% were strongly

agreed, and 30 respondent representing 37.5% were agreed and 18 respondent representing

22.5% and 12 respondent representing 15% were strongly disagrees in the case 30 out of all

respondent representing only representing only agreed is greeted than other in the table.

TABLE 4.4.6 COLLECTIVE BARGANING IS SERIUSLY UNDERMINES BY

CORRUPT PRACTICES IN OFFA LOCAL GOVERNMENT

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 45 56.25%

Agreed 12 15%

Undecided 8 10%

Disagreed 15 18.75%
Strongly Disagreed - 0%

Sources; Field Work 2020

The presentation above reveals that 45 respondents constituting 56.35% of sampled

population strongly agreed with the assertion that collective bargaining is seriously

undermine by corrupt practices in offa local Government. another 12 respondent constituting

approximately 15% equall agreed, on other hand, 8 and 15 respondent constituting

approximately 10% mad 18.75% respectively undecided and disagreed while 0 constituting

approximately zero percentage.

TABLE 4.4.7 IN OFFA LOCAL GOVERNMENT COLLECTIVE BARGANING

STRUCTURE IS UNDERMINE BY LEADERSHIP TUSSLES

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 50 62.5%

Agreed 10 12.5%

Undecided 8 10%

Disagreed 9 11.25 %

Strongly Disagreed 3 3.75%

Sources; Field Work 2020

The table above reveals that 50 respondents constituting approximately 62.5% of the

sample population strongly agreed with assertion, collective bargaining structure is

undermine by leadership tussle that in Offa Local government. Another respondents

constituting approximately 12.5% equal agreed. On the other, 8 respondents constituting

approximately 10% were undecided. While 9 respondents constituting approximately 11.25%

disagreed with assertion that the political interest and affiliation of union leader has

undermine the collective bang.

TABLE 4.4.8 The Political Interest And Affiliation Of Union Leaders Has Undermine

The Collective Bargaining Structure In Offa Local Government

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 38 47.5%

Agreed 12 5%

Undecided 10 12.5%

Disagreed 15 18.75 %

Strongly Disagreed 5 6.25%

Total 80 100

Sources; Field Work 2020

From the above table it was reveals that 38 respondent constituting approximately

47.5% of the sample population strongly agreed with the assertion that political interest and

affiliation of union leaders has undermine the collection bargaining structure in offa Local

government while another 12 respondent constituting approximately 15% also agreed yet, 10

respondent constituting approximately 12.5% undecided with another 15 respondent

constituting approximately 18.75% strongly disagreed with the ascertain that the politician

interest and affiliation of union leaders has underling the collective bargaining structure in

offa local government. This position was also supported by 5 respondents constituting

approximately 6.25%.

TABLE 4.4.9 Weak Legal Framework Is A Major Obstacle To The Succesful

Implemtation Of Collective Bargaining In Offa Local Government.

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 44 55%

Agreed 7 8.75%
Undecided 8 10%

Disagreed 11 1.75%

Strongly Disagreed 10 12.5%

Source; field work 2020.

It was reveals that 44 respondents constituting approximately 55% of the sampled

population strongly agreed with the ascertain that weak framework is a major obstacle to the

successful implementation of collective agreement in offa local government. While another

respondents constituting 8.75% agreed. Yet 8 respondents 100% 11 respondents constituting

approximately 13.75% strongly decided another 10 respondents constituting approximately

( 2.5%) also disagreed with assertion that weak legal framework is a major obstacle to the

successful implantation of collection in offa local government.

TABLE 4.4.10 The undermining activities of offa Government management greatly

affects collective bargaining system in offa Local Government.

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 25 31.25%

Agreed 16 20%

Undecided 17 21.25%

Disagreed 12 15%

Strongly Disagreed 10 12.5%

Total 80 100

Source; field work 2020.

From the above table it was reveals that 25 respondents constituting approximately

31.25% of the sampled population strongly with the ascertain that the undermining activities
of the offa local government while another 16 respondents constituting 20% also agreed.

However 10 respondents 12.5% strongly disagreed with the ascertain that the interning

activities of the Offa Local Government.

TABLE 4.4.11 Industrial Harmony Is Seriously Affected By Lack Of Respect For

Collective Agreement In Offa Local Government

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 50 62.5%

Agreed 9 11.25%

Undecided 2 2.5%

Disagreed 9 11.25%

Strongly Disagreed 10 12.5%

Total 80 100

SOURCES; FIELD WORK 2020

It was reveals with 50 respondent, constituting 62.5% of the sampled population

strongly agreed with the assertion that industrial harmony is affected by lack of respect

collective agreement in offa local government, while another 9 constituting approximately

11.25% also agreed yet a constituting 11.25% strongly disagree. Another 10 respondents

approximately 12.5% also disagree that industrial harmony is seriously affected by lack of

respect for collective agreement in Offa Local Government

Table 4.4.12 Zero Sum Nature of Government is a critical factor affecting the effectiveness

of the principle of collective bargaining in Offa Local Government

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 43 53.73%

Agreed 17 21.25%

Undecided - 0%

Strongly Disagreed 10 12.5%

Disagreed 10 12.5%

Total 80 100

Source; Field Work 2020

From the above it was reveals that 43 respondent constituting 53.75% of the sample

population strongly agreed with the assertion that zero sum nature of Government is critical

factor affecting the effectiveness of the collective bargaining in Offa Local Government. This

position was supported by 17 respondent constituting approximately 21.25% on the other

hand 10 respondent constituting approximately 12.5% were strongly disagreed zero sum

nature of governance factor affecting the effectiveness of the principle of collective

bargaining in Offa Local Government 10 respondent 12.5% also disagreed.

TABLE 4.4. 13; THE POLITICAL INTEREST OF LABOUR LLEADERS AS OFTEN

UNDERMINE THE COLLECTIVE BARGAINING PROCESS IN OFFA LOCAL

GOVERNMENT

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 37 46.25%

Agreed 13 16.25%

Undecided - 0%

Strongly Disagreed 15 31.5%

Disagreed 5 6.25%
Total 80 100

Source; Field Work 2020

The presentation reveals that 37 respondent constituting 46.25% of the sampled

population strongly agreed with the assertion that political interest of labour has often

undermine the collective bargaining process in Offa local government, while 13 respondent

constituting approximately 16,25% also agreed with the ascertain that the political interest of

labour leaders interning the collective bargaining process in Offa local government 25

respondent constituting approximately 31.25% strongly disagreed. while the remaining 5

respondent constituting approximately 6.25% also disagreed.

TABLE 4.4.14 Poor Negotiation Skill Is A Problem Affecting Collecting Agreement

Process In Offa Local Government

ALTERNATIVE FREQUENCY PERCENTAGE

Strongly Agreed 42 52.5%

Agreed 19 23.75%

Undecided - 0%

Strongly Disagreed 8 10%

Disagreed 11 13.75%

Total 80 100

Source; Field Work 2020

The above reveals that 42 respondents constituting 52. 50% of the sample population

strongly that poor negotiating skill is a problem affecting collective agreement process in

offa local government while 19 respondents constituting approximately 23.75% also agreed

with the assertion that poor negotiating skills is a problem affecting collection agreement

process in Offa local government, 8 respondents constituting approximately 10% strongly

disagree the remaining 11 respondents approximately 13.75% also disagree that pair

negotiation skill is a problem affecting collective bargaining in offa local government.

4.4.15 COLLECTIVE BARGAINING SYSTEM IN OFFA LOCAL GOVERNMENT

IS OFTEN DOMINATED BY THE IDIOSYNCRASIES OF KEY LABOUR

LEADERS.

Alternative Frequency Percentage

Strongly Agreed 47 58.75%

Agreed 15 18.75%

Undecided -

Strongly Disagree 8 10%

Disagreed 10 12.5%

Total 80 100%

Source Field work, 2020.

The above result reveals that 47 respondents constituting 58.75% of the sampled

population strongly agreed that collective bargaining system in Offa Local Government is

often denominated by the idiosyncrasies of the key labour leaders. While 15 respondents

constituting approximately 18.75% also agreed with the assertion that collective bargaining

system in Offa Local Government is often dominated by the idiosyncrasies of the key labour

leaders on the other hand 8 respondents constituting 10% were strongly disagreed while the

remaining 10 constituting approximately 12.5% disagreed

4.5 TEST OF HYPOTHESIS

HYPOTHESIS
HO: Collective bargaining does not have significant impact on industrial harmony in Offa

Local Government

HI:: Collective bargaining have significant impact on industrial harmony in Offa LOcal

Government.

Level of Significant a = 0.05

Degree of Freedom (df) k-1 = 5-1 =4

Critical Value (x2t) = 9.488

Decision rule: reject HO if x2, < is greater than x, 2t otherwise donot reject

X, 2C = (fo-fe)2
fe
FO = observed frequency (see table 4.4.1)
FE= expected frequency i.e. total number of respondents
number of alternative provided

Table 4.5.1 Chi-square test on effect of collective bargaining on industrial harmony.

SN FO FE FO-FE (FO-FE)2 (FO-FE)2

FE

1 30 16 14 196 12.25

2 10 16 -6 36 2.25

3 10 16 -6 36 2.25

4 20 16 4 16 1
5 10 16 -6 36 2.25

Source Field Survey 2020

Decision rule; from above analysis since x, 2c (20) is greater than x, 2C (9.488),

therefore the null hypothesis (ho) is rejected. This implies that collective bargaining have

significant implicit on industrial harmony

4.5.2 HYPOTHESIS

Ho; strike does not have significant impact on industrial harmony in Offa Local Government.

H1; strike have significant impact on industrial harmony in Offa Local government

Level of significant 9= 0.05

Degree of freedom (df) k-y = 5-1 = 4

Critical value (x2t) = 9.488

Decision rule; reject Ho if x2,c is greater than x, 2t otherwise do not reject

X,2c= E (fo-fe)2
Fe
Fo= Observed frequency ( see table 4.4.2)

Fe= Expected frequency i.e total number of respondent

Number of alternative provided
E=80= 16

Table 4.5.2 chi square test on effect of strike on industrial harmony in Offa government

Kwara state.

SN FO FE FO-FE (FO-FE)2 (FO-FE)2

 FE

1 35 16 19 361 22.5625

2 15 16 -1 1 0.0625

3 17 16 1 1 0.0625

4 9 16 -7 49 3.0625

5 4 16 -12 144 9

Source field survey, 2020

Decision; from above analysis since x,x( 34.75) is greater than x,2t ( null hypothesis

is ( ho) is rejected. (9.488) therefore the null hypothesis (ho) is rejected. This implies that

srrike have significant impact on industrial harmony

4.5.3 HYPOTHESIS

Ho; industrial harmony does not have significant impact on collective bargaining in Offa

Local Government

Hi; Industrial harmony has significant impact on collective bargaining in Offa Local

government

Level of significant a = 0.05

Degree of freedom ( df) k-I =5-1=4

Critical value (x2t ) = 9.488

Decision rule; reject Ho if x2 greater thanx,ct otherwise do not reject

X,2c = E (fo-fe)2
fe
Fo= observed frequency c see table ( 4.4.3)

Fe= expected frequency i.e. total number of respondent

number of alternative provided
E= 80= 16
16
Table 4.5.3 chi square test on effect of industrial harmony on collective bargaining

SN FO FE FO-FE (FO-FE)2 (FO-FE)2

FE

1 10 16 -6 36 2.25

2 50 16 34 1156 72.25

3 5 16 -11 121 7.5625

4 7 16 -9 81 5.0625

5 8 16 -8 64 4

Sauces field survey,2020

Decision; from above analysis since x,2c( 91.125) is greater than x. 2t( 9.488) therefore the

null hypotheses is (ho) is rejected. This implies that industrial harmony have significant

impact on collective bargaining

4.5.4 HYPOTHESES

HO; Labour has no significant impact on collective bargaining in Offa local government.

Hi; Labour union has significant impact on collective bargaining in Offa Local government

Level of Significant 1 = 0.05

Degree of freedom ( df) k-1=5-1=4

Critical Volume (x2t) = 9.488

Decision rule; reject Ho if x2, c is greater than x,2f otherwise do not reject

X,2c =E (fo-fe)2
fe
FO= Observed frequency ( see table 4.4.4)
FE=Expected frequency i. total number of respondent
number of alternative pounded
E=80 = 16
15

Table 4.5.4 chi- square test on effect of labour union on collective bargaining

SN FO FE FO-FE (FO-FE)2 (FO-FE)2

FE

1 35 16 19 361 22.5625

2 16 16 0 0 0

3 14 16 -2 4 0.5

4 5 16 -11 121 7.5625

5 10 16 -6 36 2.25

Source Field Survey 2020. 2C= 32.625

Decision; from above analysis since x,x, ( 32.625) is greater than x, x (9.488). Therefore the

null hypothesis (ho) is rejected; this implies labour union have significant impartation

industry harmony.

4.6 DISCUSSION OF FINDINGS

 The study has examined collective bargaining and industrial harmony in offa local

government. from the analysis carried out. it was established that collective bargaining

process on offa local government. is in demine by many factors while many of the

respondents assert that collective bargaining process is avertable means of ensuing industrial

harmony, many of the respondents contents that in offa local government, collective

bargaining is seriously undermine corrupt practices, leadership tissue political

interest/affiliation of union leaders and weak legal frame work successful implementation of

collective agreement.

Furthermore, collective bargaining has significant impact on industrial harmony

because it would improved the coordinal relationship between worker and labour union to

bargaining for the interest of their people. the implementation of agreements on ways reached

through the machinery of collective bargaining has often been chaotic, attended by improvers

agitation and wide spread strikes that cost the country enormous resources This on sis has

been further undermine by weak legal remedy for addressing defaults to collective

agreement in offa local government.

more so the strike have significant impact on industrial harmony which happens when

collective bargaining has often been undermine by corrupt tendencies and infighting among

labour union leader in Nigeria it is un record that many labour union leaders active with

government to sabotage or compromise the collective interest of the workers for their

personal interest.

CHAPTER FIVE
SUMMARY CONCLUSIONS AND RECOMMENDATIONS
5.1 SUMMARY
 collective bargaining is intended to be a mutual give and take between representative

of two organization for mutual benefits of both in collective bargaining negotiation about the

working conditions of term of employment between on employer or one more employer

association on the one hand and one or more representation of works organization on the

other hand. the reality in Nigeria however is that the principle of collective bargaining is

hardly adhere to due to a plethora of factors in case of offa local government, it was agreed

that collective bargaining is a veritable instrument for ensuring industrial harmony. the

collective bargaining process as a tool for promoting industrial harmony has been inundated

by problems such as corrupt practices leadership tussle political interest/ affiliations of union

leaders and weak legal framework for successful implementation of collective agreement. the

study further revealed that collective bargaining in offa local government is serious

undermined by the acturities of the management of offa local government.

5.2 CONCLUSIONS

The study therefore concludes that the effective practice of collective bargaining

process and machinery holds the promise of achieving stability and regularity in offa local

government through procedural and substantive miles with the objective of ensuing credible

me chamois for peaceful resolution of labour conflicts which would in viably lead to

harmony in offa local government.

it is also the conclusion of this study that there can be no doubt that the real cause of

most strikes in offa local government is either the non-payment of wages or enforcement of

collective agreement even on agreement has been duly entered between the unions after

bargaining the workers may be constrained to embark on industrial action by the very fact of

the failure on the part of offa local government management to honor and or keep to the

teems of the agreement.

 Furthermore, the study concludes that industrial harmony plays a crucial role in

determining employee performance in selected the staffs in offa local government. it also tells

how satisfied employees will be with their jobs and their engagement to the organization and

their innovativeness in the industry could also be predated from in an harmonious work

environment.

5.3 LIMITATION OF THE STUDY

in the course of carrying out this research work, the following problem were

encountered

i. the human resources department are not willing to divulge all information pertaining

to the methods they employed in their personnel recruitment selection process which

they attributed to some logistics reason they emphasize that management will frown

against such practice.

ii. also the personnel (staff) do not co-operate whenever the interview is about to be

carried out and inaccessibility to some of rank staff act as hinderance in collecting

data.

iii. another problem encountered in accomplishing the research work was that of financial

constraint which did not allow extensive research.

5.4 RECOMMENDATIONS

Generally, we have examined the challenges of collective bargaining at offa local

government level. the study posits that there is no alternative to industrial harmony order than

ensuning the principle of collective bargaining

 i. the study therefore recommended the building of co-operative spirit in other maintain

a stable and sustainable economic social and population development of the country.

ii. labour union should promote the principal of collective bargaining instead of

embarking on incessant strike that would disrupt the economy

iii. the integrity of labour union members needs to be examined critically so that they do

not compromise or betray the trust of union members.

iv. union leaders should try as much as possible to separate their personal interest and

ambition from the collective interest of union members

APPENDIX
QUESTIONNAIRE
Federal Polytechnic Offa
Faculty of Business and Management
 Department of Business Administration
Offa, Kwara state.

REQUEST FOR THE COMPLETION OF RESPOND QUESTIONNAIRE

I humbly request for your kind assistance and concern in competing this

questionnaire.

I AZEEZ ABASS ADEKUNLE (BA/HND/F18/5017) of the above institutions. I am

currently conducting a research on “effect of collective bargaining on industrial harmony” for

the award of higher national diploma (HND) in business administration.

I am assuming you that any information provided would be fretted with strict

confident and shall be used for the purpose of this research only. thanks for your mature co-

operation.

Yours Faithfully,

Azeez Abass Adekunle

BA/HND/F18/5017

SECTION A

Questionnaire on performance appraisal on collective bargaining

1. Gender
Male [ ]
 Female [ ]

2. Age
20-25years
26-32years
33-38years
39-44years
45 and above

3. Marital Status
Single` [ ]
Married [ ]
Divorce [ ]
Widow [ ]
Widower [ ]

4. Educational qualification
School Certificate/WAEC [ ]
ND/NCE [ ]
HND/BSC [ ]
M.SC/MBA [ ]

5. Working Experience
1-5years [ ]

6-9years [ ]

10-13years [ ]

14-17years [ ]

18 and above [ ]

6. Collective bargaining structure is a veritable means of promoting industrial harmony

Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]
7. Collective Bargaining is Seriously Undermine by Corrupt Practices in Offa Local
Government

Strongly Agreed [ ]

Agreed [ ]

Undecided [ ]

Disagreed [ ]

Strongly Disagreed [ ]

8. In Offa local government, collective bargaining structure is undermine by leadership

tussle

Strongly Agreed [ ]

Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]

9. The Political Interest and Affiliation of Union Leaders has Undermine the Collective
bargaining structure in Offa Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]
10. Weak Legal Framework is a Major Obstacle to the Successful Implementation of
Collective Agreement in Offa Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]
11. The undermining Activities of the Local Government Management Greatly Affects
Collective bargaining System in Offa Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]

12. Industrials Harmony is Seriously Affected by lack of Respect for Collective

Agreement in Offa Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]

13. Zero Sum Nature of Governance is a Critical Factor Affecting the Effectiveness of the
Principle of Collective Bargaining in Offa Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]
14. The Political Interest of Labor leaders has often undermine the collective bargaining
process in Offa Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]

15. Poor Negotiating skills is a problem Affecting Collective Agreement Process in Offa
Local Government
Strongly Agreed [ ]
 Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]

16. Collective Bargaining System in Offa Local Government in Often Dominated by the
Idiosyncrasies of the Key Labor Leaders
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]
17. Collective bargaining make me have more knowledge on bargaining power in Offa
Local Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]

18. Collective bargaining Settle Dispute and Rift Among the Staff in Offa Local
Government
Strongly Agreed [ ]
Agreed [ ]
Undecided [ ]
Disagreed [ ]
Strongly Disagreed [ ]
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