CHAPTER ONE

INTRODUCTION

1.1      BACKGROUND OF THE STUDY

Once an organization is set up, there are bound to be conflict in term of (wages, rates, employment condition etc) and when this arises, collective bargaining is the only method in resolving the matter. Collective bargaining is generally recognized as a central feature of organization productivity and normally means of regulating contract of employment and settling grievances that are bound to occur from time to time.

Pertaining to the rate of employee productivity, because of this symbol which has the integrative rule of negotiation and agreement, all parties (employer and employee) ran towards it for the safety and betterment description. Any organization without conflict and collective bargaining is as good as dead. It is an area where the displacement of individual workers, such as (weakness, lack of strength) are effectively based upon. It also attempt in order to effect better changes in conditions of employment and also replaces it with hardworking, dedicated and experienced workers, when the non-dedicated workers are been thrashed out by their union or employer

In essence, collective bargaining covers all arrangements in which employee do not negotiate individually, but negotiate collectively through representatives for instance Academic Staff Union of the University (ASUU) because it is their representatives that will carry out their function with a genuine manner.

Negotiation should not be left out and taking an agreement as a room, while negotiation will stand for key to the room. These two processing are perfectively recognized in order to make a collective bargaining perfect. Any negotiation that does not result into agreement is an incomplete argument.

This collective bargaining does not stop at the stage of negotiation, it extend to the stage of agreement which inevitable must be jointly signed by both parties i.e. workers and employers.

1.2      STATEMENT OF THE PROBLEM

Collective bargaining is a negotiating process between the employers and employees or their association on issues concerning terms and conditions of employment.

Most of the conflicts that has been occurred in organization has been adduced to ineffective or breakdown of collective bargaining machineries. A lot of man working hours and revenue has been lost due to crises in organization, it perceived the other parties co-exists and collectively take' decisions that affect both the organization and individual in the organization negatively for instance, (Nafdac new law on pure water sachet).

1.3      OBJECTIVES OF STUDY

The main objectives of this study are to highlight the importance of collective bargaining as a tool for industrial harmony in manufacturing companies generally. Specifically, the study is designed to achieve the following objectives:

(i)          Examine if collective bargaining will increase efficiency in an organization

(ii)        Evaluate the effect of collective bargaining on workers

(iii)      Examine the contribution of the NLC in the settlement of industrial disputes/conflicts through collective bargaining process.

(iv)      Identify and proffer solutions to the problem encountered by the Nigeria Labour Congress in the course of reaching any bargaining agreement with employers

(v)        Provision of strategic approach is the case study industrial union to the settlement of strikes, disputes or grievances using collective bargaining as the cornerstone.

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