PROMOTION OF GOOD INDUSTRIAL RELATION IN ORGANIZATION IN CASE STUDY OF UNIVERSITY OF NIGERIAN TEACHING HOSPITAL ITUKU OZALLA ENUGU STATE

ABSTRACT

In recent times the issue of Health workers going on strike is becoming worrisome, and rampart to the extent that if on section of the workforce does not go on strike for one demand or the other section may go and it occurs always.

          During the period of these strikes, the losses suffered by the workers, patients and management are usually enormous when quantified in lost revenue, man hours and unavailability of medical service.

          At UNTH, Enugu, doctors, nurses, pharmacists and other professionals have at one time or the other gone on strike as a result of certain demands. When government ignores them, the strike will be extended as there is no platform for negotiation with the aim of reaching amicable settlement.

          The drive and urgent need to put a stop to these unwholesome incidents, made the writer decides to dig into the strategies for promoting good industrial relationships.

          About 90% of the disharmony and strike bothered on remunerations and the other 10% on the other Sundry matters. Most importantly is the managements inability to meet her personal cost requirements to the workers as and when due and also inability to source money to pay for approved increases in salaries and allowances or in certain cases outright diversion of funds earmarked for a particular purpose. Others borders on delay in  implementing agreed decisions before suspension of strike, variance objectives between management and staff, incessant sale of hospital equipment to outsides instead of the workers, lack of good working environment and dissatisfaction with personnel officer in charge of circular interpretation and implementation.

          When the strike last longer, management will lose revenue, experience diminished activities, workers sometimes become restive and at times violent, when salaries are withheld, patients will be hurriedly discharge and will be made to pay high fees at private clinics, the government will be under pressure to resort normally to save lives.

          However, with collective bargaining improvement in conditions of service, prompt payment of salaries and allowances and the assumption of labour friendly relationship and the willingness to quickly implement agreed decision and more importantly have a way of communicating management decisions to the workers to avoid rumor mongering that may at times be damaging, or lead to strike, will greatly ensure good industrial relation and strike free health sector.

TABLE OF CONTENT

Title page …………………………………………………………………    I

Approval page …………………………………………………………….  ii

Dedication …………………………………………………………………  iii

Acknowledgment ………………………………………………………….  iv

Abstract ………………………………………………………………………    v

Table of content ………………………………………………………….    vi

CHAPTER ONE

1.1      Industrial relation ………………………………………………                  1

1.2      Background of study ……………………………………………                1

1.3      Statement of problem ……………………………………………                4

1.4      Objectives of study ………………………………………………      6

1.5      Significant of Study……………………………………………….     6

 1.6     Research questions …………………………………………….                  7

1.7      Scope and limitation of study …………………………………..                8

References ………………………………………………………                  9

CHAPTER TWO

2.1     The Literature Review …….………………………………….           10

2.2     The Background of trade Union Development……………….                   10

2.3     Emergence of Trade Union and its Development ……………..                 11

2.4     The History of trade unionism in Nigeria ……………….……                   12

2.5     The Objective of trade union in Nigeria ………………………                   16

2.6     The Cola Union/ the Economic measure………………………                  16

2.7     Code of conduct for industrial harmony……………………….                 19

2.8     The Enugu General strike of 1945…………………………….         ..        21

2.9     The Enugu Shooting of 1949……………………………………..     21

2.10   The Nature and causes of Industrial disputes…………………….    22

2.11   Settlement of industrial disputes ………………………………….   25

2.12   Background of UNTH Enugu……………………………………..    26

References…………………………………………………………..   34

CHAPTER THREE

3.1     Population and sample size…………………………………….                  35

3.2     Identification of population…………………………………….                  36

3.3     Method of investigation………………………………………           37

3.4     Research Instrument …………………………………………           38

3.5     Method of Data Analysis……………………………………..           40

          References ……………………………………………………            44

CHAPTER FOUR

4.1     Presentation and Interpretation of Data…………………….            45

4.2     Research Questions and Analysis………………………….              46

CHAPTER FIVE

5.1     Summary of findings…………………………………………            54

5.2     Conclusion…………………………………………………….           60

5.3     Recommendations…………………………………………….           62

LIST OF TABLES

Respondents by official status/rates of return……………………………  46

Responses to Research question one…………………………………….    46

Response to research question on two…………………………………..    49

Response to research question three ……………………………………    51

TOPIC: PROMOTION OF GOOD INDUSTRIAL RELATION IN ORGANIZATION

CHAPTER ONE

INTRODUCTION

1.1     INDUSTRIAL RELATION:

 This means the relationship between employers and employees in course of employment in industrial organizations.

          However, the concept of industrial relations has a broader meaning. In a broad sense, the term industrial relations includes the relationship- between the various  Unions, between the state and the Unions as well as those between the various employers and the government Relationship of all those associated in an industry may be called Industrial Relations.

          Industrial Relation is that part of management which is concerned with the manpower of the enterprise – whether machine operator, skilled worker or manager.

          Industrial Relation is a relation between employer and employees, employees and trade Unions (Industrial dispute Act 1947).

1.2     BACKGROUND OF THE STUDY