STRIKE ACTION A TOOL FOR ACHIEVING ORGANIZATIONAL GOALS A CASE OF ASUP, FEDERAL POLYTECHNIC NEKEDE OWERRI, IMO STATE

Abstract

This study looked into the demand made by the academic staff union of polytechnic to Federal Government to implement the salary structure of staff of polytechnic. The research also worked as the cause which among whom is poor remuneration of works, poor welfare package which now made the academic staff union of polytechnic to embark on strike. The research also looked at solution to this problem among the workers and the representative should be allowed to participate fully in negotiation concerning the terms and conditions of employment so as to reach a consensus, joint consultation should be reported when disputes arises so that is will not result to industrialization. The researcher also observed that the strike action should be the last resort in achieving the demand of a group only of the group could come together as one body having the same ideology and common goal by so doing their demand will be granted.

TABLE OF CONTENT

Title page

Certification                                                                  ii

Dedication                                                                    iii

Acknowledgement                                                         iv

Abstract                                                                       v

Table of content                                                            vi

CHAPTER ONE

• INTRODUCTION                                                      1

1.1  BACKGROUND OF THE STUDY                                         1

1.2  STATEMENT OF THE PROBLEM                                        4

1.3  OBJECTIVE OF STUDY                                             4

1.4  RESEARCH QUESTION                                             5

1.5  SIGNIFICANCE OF THE STUDY                                        6

1.6  SCOPE OF THE STUDY                                             7

1.7  LIMITATION OF STUDY                                            7

1.8  DEFINITION OF TERMS                                            7

CHAPTER TWO

2.0  LITERATURE REVIEW                                              8

2.1  INTRODUCTION                                                      8

2.2  EVALUATION AS STRIKE AS A TOOL OF

ACHIEVING THE AIMS OF THE ORGANIZATION                  8

2.3  CAUSES OF STRIKE IN AN ORGANIZATION                 9

2.4  TYPES OF STRIKE                                                   11

2.5  CONSEQUENCES AND COSTS OF STRIKE ACTIONS             13

2.6  MECHANISMS FOR THE MANAGEMENT OF STRIKE       14

2.7  THE IMPACT OF STRIKE ACTION                               16

2.8  DEMAND OF ACADEMIC STAFF UNION OF

POLYTECHNIC                                                               16

REFERENCE                                                                  19

CHAPTER THREE

3.0  RESEARCH DESIGN AND METHODOLOGY                   20

3.1  INTRODUCTION                                                      20

3.2  RESEARCH DESIGN                                                 20

3.3  SOURCES/METHOD OF DATA COLLECTION                 21

3.4  POPULATION AND SAMPLE SIZE                               21

3.5  SAMPLE TECHNIQUES                                             22

3.6  VALIDITY AND RELIABILITY OF MEASURING

INSTRUMENT                                                                23

3.7  METHOD OF DATA ANALYSIS                                   23

CHAPTER FOUR

4.0  PRESENTATION AND ANALYSIS OF DATA                   24

4.1  INTRODUCTION                                                      24

4.2  PRESENTATION OF DATA                                                24

4.3  ANALYSIS OF DATA                                                25

4.4  INTERPRETATION OF RESULT(S)                              36

CHAPTER FIVE

5.0  SUMMARY, CONCLUSION AND RECOMMENDATION             38

5.1  INTRODUCTION                                                      38

5.2  SUMMARY OF FINDINGS                                          38

5.3  CONCLUSION                                                         39

5.4  RECOMMENDATION                                                 40

REFERENCE                                                                  42

APPENDIX

QUESTIONNAIRE

CHAPTER ONE

1.0  INTRODUCTION

1.1  BACKGROUND OF THE STUDY

Strike action is inevitable in any given organization and has to be observed by an employer or employee. As strike exists in an organization proper and adequate measures should be taken without delay so as to avoid serious problems.

Also perpetual dialogue should be place side by side with the continuous strike.

Workers union use strike as sanction or weapon to achieve the set targets most of these strike are caused by a lot of things especially delay on the part of the people at the head and their inability to let the workers know the state of things.

Nevertheless, strike action destabilizes, makes the management wake-up to their responsibilities and put things in order where there have been lapses for over years. It is equally a type of lessons to management which makes them to realize their lapses cum those things that should not be allowed to deterioration before they are handled. In the actual display, strike can be devastating, causing a lot of damages and destruction as it can cripple an organization and bring everything to a stand still; infact strike is not good for organization because of its negative consequences. The use of strike is acceptable to extent that is properly used of the furtherance of legitimate social objectives.

According to Jusuft (1977) strike is a manifestation of industrial conflicts which may be instigated by workers demand for improvement in the wages structure and other terms and condition of employment.

Thus, according to trade dispute decree, 1968, strike is defined as a cessation of work by a body of persons employed acting in combination or a concerted refusal under common understanding of any number of persons employed to continue to work for an employer in consequence of dispute done as a means of compelling their employer or any person employed or body of persons employed, to accept or not to accept terms of employment.  

Obviously in the business time of Monday, April 13, 1980, it was recorded that Nigeria lost 230 working days through strike.

Meanwhile, there was also the first general strike led by Chief Michael Imodu that last for 45 (forty-five) days and contributed to the encouragement in the formation.

Another was the Nigerian Labour Congress strike in January 2000, when the government disagree with Civil Servants wages and allowance, thirty one (31) working days were lost, and this led to trade and of attention to human factor in the organization.

In order to render help and show kindness to humanity, government had to upgrade salaries in laid to resolve the issue of 1980, 1982, 1993, 1999 and 2000 respectively.

Recently, it appears that the academic staff union of polytechnic in line with Federal Polytechnic Nekede, Owerri embarked on warning strike.

However, this work will focus mainly on t he conception of strike, types of strike, mechanisms for the management of strike, as well as the impacts of strike action in the organization.