Role Of Trade Union On Manpower Development (A Case Study Of Unilever Nigeria Plc)
ABSTRACT
This subject of labour unrest has been a characteristic feature in Nigeria. “The question often asked is whether trade Unions are necessities of another colonial legacy which length to be retrained out of expediency. This research work therefore focused on the effect of trade union act ivies on organizational objectives. A case of Unilever Nigeria PLC.
To justify the topic, the researcher consulted relevant textbooks on the topic as well as researches conducted by other researchers. Again, to be abreast of relevant event or development, the Internet was explored, and newspapers were consulted.
The size of the population is drawn from all employee of the organization. A careful look is taken in all sectors of the organization e.g. the employees and the directors . In order to get the accurate population size of the organization. For the purpose of this research work, the researcher will base on 100. In this research work, the sample size used is 50 out of the population of 100
The researcher found out that trade unions are necessary for harmonious working relationship and industrial peaces in organizations and the society at large and achievement of organizational objectives .
This is to say where industrial Union exists; it may not at all be possible for the employer to always turn down employers’ interest and request.
Keyword: organization, objectives, trade union, emancipation, activities.
TABLE OF CONTENTS
Title page
Certification
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE:
INTRODUCTION
1.0. Introduction.
1.1 Statement of Research problem.
1.2 Objectives of the study.
1.3 Research Questions.
1.4 Research Hypothesis.
1.5 Significant of the study.
1.6 Scope and limitation of the study.
1.7 Organization of the study.
1.8 Definitions of terms.
CHAPTER TWO:
LITERATURE REVIEW
2.0. Introduction
2.1 The definition of corporate social responsibility
2.2 Conceptual frameworks.
2.3 Theoretical framework.
2.4 Empirical framework
vi
CHAPTER THREE:
RESEARCH METHODOLOGY
3.0 Research methodology
3.1 Area of study
3.2 Method of data collection
3.3 Sample size
3.4 Instrument used for data collection
3.5 Method of data analysis
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.0 Introductions.
4.1 Distribution and collection of questionnaire
4.2 Testing of Hypothesis
CHAPTER FIVE:
SUMMARY OF FINDINGS, RECOMMENDATION AND CONCLUSION
5.0 Introduction.
5.1 Summary of the findings.
5.2 Recommendation.
5.3 Conclusion.
Appendix II.
Reference.
Questionnaire.
CHAPTER ONE
1.1 Background of the Study
Manpower development has been one of the fundamental issues that have consistently attracted the interest and concern of succeeding government in Nigeria since independence. The Federal Government of Nigeria (1981) realised that if independence was to have meaningful impact on the general well being of its citizen, it must be complemented promptly and definitely by a rapid transformation of the economy to achieve self-reliance. The initial effort of achieving rapid national development were concentrated on the expansion of formal education institution at all levels, and the product were expected to have acquired the skills, knowledge attitude to meet the needs of the vital sector of the economy. It has been established that the greatest assets of a nation are its human resources (men and women, old and young) who are capable of participating in productive labour, capable, natural resources, international trade etc. It become increasingly clear, in government, industry and commerce that economic growth and economic advancement of the country required the services of trained workers and professionals who possesses technological skills and or executive capacity to provide specialized services of all sorts. Most nations today are development conscious. The less developed countries are in a state of war against poverty, ill health, ignorance and dominance by stronger nations. They are no longer willing to entrust their future exclusively to the forces of colonial masters. Even the advance nations are committed to growth, and the more rapid the better. These advance nations are reaching the greater achievement like exploring the outer space and other plants. This universal quest for growth is motivated by rising aspirations for economic, social and political progress and it is based upon the optimistic conviction than man, in this age science can move forward by leaps instead of steps. In essence, the difference in levels of economic development of countries is largely a reflection of the difference in the quality of human resource. The key element in this proposition is that the values, attitudes, general orientation and quality of the people of a country determine its economic development. The shift from manufacturing to service and the increasing pace of technological change are making human resources the crucial ingredient top the nations well being and growth. And in service-oriented industries like banks and railways, the quality, quantity and utilization of human resource become more important. A nation with abundance of physical resources will not benefit unless human resources make use of them. Hence, human resources are solely responsible of making use of natural resources and for the
Transformation of traditional economies into the modern and industrial economies. Lack of organization of human resources is largely responsible in the backwardness of a nation.
Countries are underdeveloped because their people are underdeveloped. Doubtlessly, the most significant resource of any organization is often said to be the people. Such claims appear in organizational annual report mission statement.
1.2 Statement of Problem
The cruel nature of Nigerian entrepreneurs have over the years reflected on their emphasis on high profitability without due consideration of the training of the employee that will make this possible. This is readily noticed in the Nigeria banking industry where the employees’ private lives are jeopardized in the course of trying to meet the high demands and targets of the management. Young university graduates who are ignorant of what is happening in the industry often fall in this trap and the economy is not helping matters in any way. This study is designed to evaluate the activities of the trade union as an alternative avenue for manpower development in the country. It’s high time the problem of poor manpower development is visited and a lasting solution provided.
1.3 Objective Of The Study
- evaluate the role played by trade union and how it affect organizational objectives
- To determine how poor leadership and non availability of working amenities affect organizational profitability
- To identify the relationship between trade union activities on organizational productivity
1.4 Research Question
- Do you agree that the role played by trade union affect organization objectives?
- Do poor leadership and non availability of working amenities affect organizational profitability?
- Is there any relationship between trade union activities on organizational profitability?
1.5 Statement Of Hypothesis
- Ho: That there is no role played by trade union to organizational objectives.
H1: That there are role played by trade union to organizational objective.
- Ho: That poor leadership and non availability of working amenities does not affect organizational profitability.
H1: That poor leadership and non availability of working amenities does not affect organizational profitability.
- Ho: That trade union activities does not contribute to organizational Productivity.
H1: That trade union activities contribute to organizational Productivity.
1.7 Scope Of The Study
The scope of this study will be limited to the role, which the Labour union plays in manpower development in Nigeria. The research work will be so limited because of the limited availability of data and time. It will also cover some of the publications of the Nigerian Labour Congress.
1.9 Operation Definition Of Terms
- trade union: A trade unionis an organisation with members who are usually workers or employees. It looks after their interests at work by doing things like: negotiating agreements with employers on pay and conditions
- organization: A social unitof people that is structuredand managed to meet a need or to pursue collective goals.
- Training: Training is teaching, or developing in oneself or others, any skillsand knowledgethat relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity and performance.
- motivation: Motivation is a theoretical constructused to explain behavior. It represents the reasons for people’s actions, desires, and needs. Motivation can also be defined as one’s direction to behavior, or what causes a person to want to repeat a behavior and vice versa
- effectiveness: Effectiveness is the capability of producing a desired result. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression
- efficiency: Efficiency is the (often measurable) ability to avoid wasting materials, energy, efforts, money, and time in doing something or in producing a desired result. In a more general sense, it is the ability to do things well, successfully, and without waste
- profitability: Profitability is the ability of a business to earn a profit. A profitis what is left of the revenue a business generates after it pays all expenses directly related to the generation of the revenue, such as producing a product, and other expenses related to the conduct of the business activities.
- productivity: productivity is an average measure of the efficiency of production. It can be expressed as the ratio of output to inputs used in the production process, i.e. output per unit of input. When all outputs and inputs are included in the productivity measure it is called total productivity
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