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COLLECTIVE BARGAINING AS A STRATEGY FOR IMPLEMENTING SOUND LABOR MANAGEMENT RELATIONSHIPS (A CASE STUDY OF EDO STATE WATER CORPORATION)

COLLECTIVE BARGAINING AS A Y FOR IMPLEMENTING SOUND LABOR MANAGEMENT RELATIONSHIPS ( CORPORATION)

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Abstract

Using Edo State Water Corporation as a case y, this y was done to find out how well collective bargaining works as a way to build good relationships between workers and managers in an organization. The goal of the y is to figure out how much collective bargaining affects an organization’s productivity. After looking at relevant textbooks, materials, and journals, three hypotheses were made to test. The goal of the work was to fix some problems and improve the performance of the employees in the organization by using a good collective bargaining strategy. The data for this work came from both primary and secondary sources and was properly analyzed. The y was able to show that collective bargaining has made a big difference in how well employees do their jobs and how productive organizations are as a whole. The researcher found that if you want to get the best out of your employees, you need to have good collective bargaining in place. The researcher suggested that the use collective bargaining to the fullest extent possible. It was decided, though, that collective bargaining strategies are the best way to build good working relationships and get things done.

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CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND TO THE STUDY
This y is focused on COLLECTIVE BARGAINING AS A Y FOR IMPLEMENTING SOUND LABOR MANAGEMENT RELATIONSHIPS ( CORPORATION). Like in other states, the Edo state water corporation was set up to give people clean, portable water. To reach this goal, there needs to be good labor-management relations in this sector, which can be done with the help of a strategy called “collective bargaining.”

Adamolekun (1987) says that “collective bargaining can be defined as negotiations about working conditions and terms of employment between an employer, a group of employers, one or more employers’ organizations, and one or more representative workers’ organizations with the goal of reaching an agreement.”

Records show that in the past, the industrial environment was unhealthy and hard to deal with, especially because of the Civil War. In 1969, Emergency Provision Amendment Decree No. 53 was passed to stop the situation, but nothing changed in the public sector.

The military leader of Nigeria at the time, Gen. Ibrahim Babangida, realized how important collective bargaining was in the sector. In 1991, he said in the budget document that it was time for collective bargaining to take root in the country and that, just like with private employers, the different levels of government agencies will negotiate directly with their own industrial unions. This showed that, even though collective bargaining was seen as the normal way to set wages and other work conditions, successive governments after independence had not followed it, especially when it came to setting wages.

Based on the above definition, the term “collective bargaining” suggests that both employers and employees act as a group instead of as individuals, each bringing their own experience and knowledge. , then, is only possible if employers are willing to talk with trade unions about working conditions and wages.

The goal of the researcher is to find out if the idea of collective bargaining is fully used in the public sector, especially in the Edo state water corporation. What is the relationship between the people who work in the sector and the people who hire them? And what problems do the people who work for the have?

1.2 A Brief Description of the Problem
The goal of setting up the Edo state water corporation is to run the program that the now-defunct Bendel state water corporation of Nigeria used to run.

Unfortunately, in recent years, there has been low productivity in some areas because there aren’t enough incentives to keep people going. The growing number of work stoppages by public employees is a sign that public servants and public employers don’t have a good relationship with each other.

Recent research shows that the corporation doesn’t have enough logistics and data on the water needs of the people in Edo state. Also, the staff’s training needs aren’t being met well enough. This shows that the relationship between workers and managers in the is not good.

Given these facts, the researcher wants to find out:

i. The way the handles collective bargaining.

ii. The problems with the way workers and managers work together in the .

iii. How the workers feel about the conditions where they work.

iv. What the gets out of using a collective bargaining strategy.

1.3 Goals of the Research
The main goal of this y is to figure out the role of collective bargaining as a way to build good relationships between workers and their bosses in the Edo state water corporation, with the following specific goals in mind:

i. To look at how the Edo State water corporation handles collective bargaining.

ii. To find out how workers feel about the conditions where they work.

iii. To figure out what the benefits of collective bargaining are for the .

1.4 Hypothesis Statement
Hornby (2000) says that a hypothesis is an idea or explanation of something that is based on a few known facts but has not been proven to be true or right. The type of hypothesis depends on the problem being ied, as well as the depth and accuracy of the y that the researcher wants.

According to Odigbo (1991), a hypothesis is a testable, tentative explanation of the relationship between two or more reliable things that create a state of affairs.

The researcher will use both null and alternative hypotheses when coming up with hypotheses. Ho will be used to show the , and Hi will be used to show the alternative hypothesis.

1. Ho: Edo State Water corporation does not use collective bargaining.

Hi: Edo State Water Corporation is a place where collective bargaining is done.

2. Ho: The conditions at Edo State Water Corporation aren’t good for the people who work there.

Hi: The people who work for Edo State Water Corporation are happy with their jobs.

3. Ho: Edo State Water Corporation can reach its goals even if it doesn’t care about its workers.

Hi: Edo State Water Corporation can reach its goals if it takes care of its employees.

1.5 Why the Study Is
This y will be a wake-up call for the Edo State Water Corporation. It will help her see that she needs to do more to meet the needs of her employees through good labor-management relations, which will increase her output.

The government, which employs the most people, will also benefit from this y because its only new idea has to do with labor relations in the civil service. This y will help a lot to fill in the protective gaps that are always left out of an employee’s employment contract. It also wanted to raise the living standards of the people in the state by making sure they had enough clean water to drink.

Lastly, this research will be very useful as a reference for ents, faculty, and staff at this institution, as well as for people who want to do more research.

1.6 What the y is about and what it can’t do
1.6.1 The Study’s Purpose

Only Edo state water corporation will be looked at. The project will focus on collective bargaining as a way to help Edo State Water Corporation get back to having good relationships between workers and managers.

1.6.2 What the Study Can’t Tell Us

The y will only look at Edo State Water Corporation for the following reasons:

i. The researcher won’t be able to go to other public places in the state because of money.

ii. Due to lack of time, the researcher won’t be able to do the y on a large group of people.

iii. One of the biggest problems is that there isn’t enough reference text.

1.7 Terms That Mean Something in the World
Here are some terms from the research that need to be explained clearly so they can be easily understood. These chosen words are

is when an employer, a group of employers, or one or more employer organizations, on the one hand, and one or more representative worker organizations, on the other hand, talk about working conditions and terms of employment with the goal of coming to an agreement.

Labour-Management Relations: This is the internal agreement between employers and the union in a two-way relationship within an organization, with the goal of regulating their relationship as it affects employment and pay. But in this y, the terms labor relations, industrial relations, and labor management relations are all used interchangeably.

Labor: This refers to a group of people who work together to help the organization reach its goals. In this piece, “labor” does not include the small group of people who run an organization.

Management: For the purposes of this y, “management” means the people who set the organization’s goals and objectives. They are groups of senior staff and managers in an organization who are in charge of planning, organizing, directing, controlling, staffing, and paying the people who work there. They are both in charge of bringing the physical and human resources together to help the reach its goals.

In this y, “public sector” means the part of the economy that is run by the government. It means the services and businesses run by the federal, state, and local governments. In this project, the terms public sector, public service, and civil service are all used the same way.

In this y, “corporation” means the Edo state water corporation, while “defunct corporation” means the Bendel State water corporation of Nigeria, which is no longer in business.

1.8 Getting the Work Done
This is about collective bargaining as a way to build good relationships between workers and managers in the Edo state water corporation. This work is divided into five chapters so that it can be read in a reasonable amount of time.

Chapter one gives an overview of the rest of the work, including the background of the y, a statement of the problem, the goals of the y, a statement of the hypotheses, the importance of the y, its scope and limitations, and a list of key terms.

But chapter two is an overview of the place being ied. The introduction and other related subheadings will be looked at, such as the scope of collective bargaining, how workers and managers interact, how to prepare for negotiations, how industrial disputes are settled in Nigeria, the conditions for effective collective bargaining, and the benefits of collective bargaining.

In Chapter 3, the focus is on the research design, the area of the y, the sources and methods of data collection, the population of the y, the sample and sampling technique, the validation of the instrument, and the methods of data .

In Chapter 4, the data and how they are presented and analyzed are the main topics.

The summary of the y, how the results can be used by managers, the conclusion, suggestions for more research, recommendations, a bibliography, and a questionnaire are all covered in Chapter 5.

COLLECTIVE BARGAINING AS A Y FOR IMPLEMENTING SOUND LABOR MANAGEMENT RELATIONSHIPS ( CORPORATION)

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