ABSTRACT
This research work focuses on: The Practice of Collective Bargaining in the Public Sector as against what is Obtainable in the Private Sector. The population of the study composes of staff of Lagos State University, Ojo and staff of DAAR Communication PLC. However, seventy (70) academic staff and thirty (30) non-academic staff of Lagos State University, including fifty staff (50) of DAAR Communication will be randomly selected to serve as sample for the study. Three research hypotheses were proposed and tested using Pearson Product Moment Correlation Coefficient. Based on the result of findings from the study, there is a significant relationship in the practice of collective bargaining in both public and private sectors. Also, there is a significant relationship in the practice of collective bargaining in both public and private sectors and employees’ welfare. However, there is no significant relationship in the practice of collective bargaining in both public and private sectors and employees’ productivity. Recommendations are offered based on the result of findings from the study.
TABLE OF CONTENTS
PAGE
Title page …………………………………………………………………………… i
Certification ………………………………………………………………………… iii
Dedication…………………………………………………………………………… iv
Acknowledgement……………………………………………………………… v
Abstract……………………………………………………………………………… vi
Table of Content………………………………………………………………… Vii
CHAPTER ONE: INTRODUCTION
1.1 Background of the study ……………………………………………… 1
1.2 Statement of the Problem……………………………………………….7
1.3 Purpose of the Study……………………………………………………….7
1.4 Research Questions…………………………………………………………8
1.5 Research Hypotheses………………………………………………………9
1.6 Significance of the Study………………………………………………….9
1. 7 Scope of the Study…………………………………………………………10
1.8 Limitation to the Study………………………………………………….10
1.9 Definition of Operational Terms………………………………….. 10
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.0 Introduction………………………………………………………………… 12
2.1 The Concept of Collective Bargaining………………………… 12
2.2 The Concept of Trade Union……………………………………….. 26
2.3 The Practice of Collective Bargaining in Both
Public Sector and Private Sector…………………………………. 33
2.4 Appraisal of Literature Review……………………………. 37
CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY
3.1. Research Design……………………………………………………… 38
3.2 Population of the Study ……………… : ……………………………………. 38
3.3. Sample and Sampling Techniques …………………………………………. 38
3.4. Research Instrument……………………………………………………………. 38
3.5. Validity of the Instrument……………………………………………39
3.6. Reliability of the Instrument. . 39
3.7. Method of Data Collection…………………………………….. 39
3.8. Method of Data Analysis……………………………………… 39
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION OF RESULTS
4.0. Introduction 40
4.1. Test of Hypothesis
CHAPTER FIVE: DISCUSSION OF RESULTS, CONCLUSION AND RECOMMENDATIONS
5.0. Introduction 44
5.1. Discussion of Results 44
5.2. Conclusion 49
5.3. Recommendations 50
Bibliography 52
Questionnaire 54
Appendix 55
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Collective bargaining is said to have originated from Great Britain and is traceable to the Webbs. Sydney and Beatrice in the early 191h century. In Nigeria, 1937, collective bargaining started with the colonial masters when the then government established the provincial wage committees throughout Nigeria.
Collective bargaining has been variously defined; the following are some of the important definitions. Dafe Otobo (1995) writes that collective bargaining is a phrase which stands for or represents the totality of relationship among and between all the actors in industry: how this relationship arises and how rules, regulations and convention are developed to govern the conduct of all parties.
Collective bargaining implies groups or collective negotiation of a contractor or understanding between a management representative on one side and workers representative on the other.
According to the International Organization ILO, collective bargaining is the negotiations about working conditions and term of employment between an employer and a group of employee organizations with a view to reaching an agreement where in the term of serve as a code of defining the right and obligations of each party in their employment relations with one another.
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