CHAPTER ONE

INTRODUCTION

1.1      BACKGROUND OF THE STUDY

The repeated occurrence of conflict in our various business organizations both in the public and private sector should not be mildly treated. Following the nature and structures of the various establishment, it is believed that human being are very different in their doings and undertaking and to a very large extent could prompt conflicts between workers and their employers in an organization as differences in family background and educational background could often times lead to misunderstanding, as this is always the case in public places, were people of different background and understandings for one reason or the other.

According to Anugwom (2002), conflicts are consuming so much organizational time and attention that organizations are starting to look as though conflict is their primary business. Conflict is very much needed because they are among some of the requirement that enhances proper growth. Conflict by nature is a constant phenomenon in any human organization.

Paula (2001) states that, the endemic nature of conflict  in human grouping  has been traced to the pursuit  of divergent interest, goals and aspirations by individuals in defined social and physical environment.

Fajana (2005) states conflicts remain the most permanent feature that makes humanity convinced that growth and development are predicted on conflict.

It is therefore my intention in this project work to embark on a thorough research (analysis) to conflict and conflict resolution with the context of an individual workplace through a case of the roles of union leaders and leadership principles.

Leadership industrial organization emerged essentially out of the dual purpose in the mutual expectation of the task accomplishment, organizational objection and membership through organization. But opinion differs as to its causes and usefulness.

1.2      STATEMENT OF THE PROBLEMS

The Nigeria economic scene has in recent time or years witnessed an increasing rise in industrial disputes and labour militancy which has been expressed in incessant strike lockouts, riot work to rule, dismissal, expensive and length legal tussles and court actions etc between the union and the government.

Some years back, with one labor dispute and a stand – off by workers, the country recorded a greater loss because of this magnitude that involved 83, 126, workers, 2, 257 main days with a proportional or total loss of access and productivity.

We have the cases of academic and non-academic staff union of universities, the association of legal practitioners  (ALP), National Union of Local Government Employees (NULGE), radio and television and arts workers association (RATAWA) and a host of others formidable units, strong enough to combat the stiff – neck attitude  of some employees and giving them peanuts in return.

The case of employees of life flour mill, Ogorode Sapele is not an exemption when in 1999 – 2001, a staff strength of 1, 400 was reduced sequel to the inhuman and the intolerable attitude of their employers and this did not go down well with the management as the board of directors and other concerned parties has to be consulted to handle the resolution of the impending crises. Most persons lost their jobs in the process. After the strike a lot of workers were relieves of their job and some were deployed to casual workers.

However, giving a history of disunity and particularly of intra union squabbles over leadership, corruption and embezzlement of this finance, inaptitude and accusation of executives sell out within the various unions, even the central organization, leading government interference and even proscription of unions and detention of union executives has warranted the need for a research on the efficacy of leadership.

1.3      OBJECTIVES OF THE STUDY

1          To identify the relationship between trade union and employers / management of the organization.

2          To identify methods of resolving dispute in the organization

3          To identify the roles of trade union executives and their members in the statement of industrial dispute

4          To know how management react to industrial actions.

1.4      RESEARCH QUESTIONS

1          Is there a significant relationship between trade union and management of the organization?

2.        Is there any method of resolving disputes in an organization?

3.        Does trade union executives and their members play any role to settle           industrial disputes?

4          Dos management has any reaction to industrial actions?

RESEARCH HYPOHESES

1          Hi: There is s significant relationship between trade union and management of an organization.

Ho: There is no significant relationship between trade union and management of an organization?

2          Hi: There are methods of resolving disputes in an organization?

            Ho: There are no methods of resolving disputes in an organization?

3          Hi: Trade union executives and their members play significant roles in the settlement of industrial disputes.

Ho: Trade union executives and their members play no significant roles in the settlement of industrial disputes.

4          Hi: Management has many reactions to industrial actions.

            Ho: Management has many reactions to industrial actions.

1.5      SIGNIFICANCE OF THE STUDY

The relevance of this study cannot be undermined as it intends to buttress some basic fact on those things that can hinder the effectiveness of trade union in the resolution of industrial conflicts. This study will no doubt produce a standing format for training and improving the communications link between the trade union in order that a better platform be attained, which will ensure an easy way of resolving conflict for the growth and development of an organization. This research work will avail them the access of gaining information to enhance the growth and development of talents within the various union to be able to cope with the present day system of thing within their operational base.

1.6      SCOPE OF THE STUDY

            This study is restricted on the impact of trade union and conflict resolution on organizational growth, a case of Life Flour Mill, Ogorode – Sapele.

1.7      LIMITATION OF THE STUDY

            The study is not without constraint, man made constraint such as the uncompromising attitude of many respondents. Some of the top management staff recited refused to grant the audience, saying that they were very busy to accommodate me while some of those interviewed believed that the exercise was in connection with taxation and some of the questionnaire sent out to the respondents was not received.

Again, there is also financially constraint which is the most important in the course of visiting the respondent. There is equally time constraint at the disposal of the researcher as the time giving for this research is short due to the short academic semester.

1.8      OPERATIONAL DEFINITION OF KEY TERMS

Trade Union: This is a configuration of workers to be able to project their interest while discharging their duties.

Industrial Conflict: This is the state of confusion as a result of misunderstanding between parties and for the purpose of this research, between workers and their employers.

Conflict Resolution: This involves ways or steps that are geared towards ensuring that crises are amicably resolved by warring parties (employer and employee).

Union: is a continuous association of wages earners for the purpose of maintaining or improving the conditions of their working lives.

Trade Unionism: This is the act of gaining involvement in the practices that are geared towards enhancing better welfare for fellow members.

Conflict: This is a state of disharmony among the labour force and management of the organization.

Production: This is the act of setting or resolving a problem or dispute in an organization.

Management: This is a process undertaking by one or more individuals to co-ordinate the activities of others to achieve a result.

Communication: This is the act of sending information from one department to another.

Leader: This is a person who has power over others and who exercise such power for the purpose of influencing their behavior.

1.9      PROFILER OF LIFE FLOUR MILL

Life flour Mill, Ogorode – Sapele is a merger of the seaboard group of companies formed in 1976 by the business magnate, Late Chief Alfred Rewane. Life flour mill, Ogorode – Sapele serves as a supplier of raw materials such as flour feeds, to its subsidiary top feeds. Life flour mill has staff strength of about 110 workers. It is headed by a general manager and with other department managers attached. There are boards of directors in the organization.

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