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TRADE UNIONISM AND ITS INFLUENCE ON MANAGEMENT POLICIES IMPLEMENTATION

(CASE STUDY OF LIFE BREWERIES PLC ONITSHA

 

CHAPTER ONE

INTRODUCTION

 

Trade disputes and industrial disharmony in recent times have resulted to low output production lose of lives and properties in the country.

It is thus a worth wile exercise to determine the various ways in which trade unions may influence the implementation of the management policies of an organization, and possibly suggest ways of harmonizing management policies with workers objectives.

 

1.1     BACKGROUND OF THE STUDY

 

According to the trade union Decree No 36 section (1) of 1973, trade union is defined as any combination of workers or employees whether temporary or permanent for the purpose of which is to regulate the terms and conditions of workers employment.   

However, a trade union is permitted by law to have additional purpose instead than that of regulating the terms and conditions of worker employment. It also utilizes its reasonable resources in some other untraceable positions or situations as contained in the rulebook of the union.  

A trade union movement existed in Nigeria as early as 1912 with the civil service union as the first that came into existence, union like the Nigeria Railway Native staff union 1919 and the Nigeria union of teachers in 1931.

However, as the result of the passage of the trade union ordinance in 1938, other trade union emerged several of the union formed were ill motivated by their leaders since the leaders) seem to be illiterate and ignorance at what actually union suppose to be.

According to Yesufu (1952) the main reason for the formation of the civil service union was merely to match with union formed in Sierra Leone and other countries in West Africa, in the supreme position, the main aim  for the formation of the unions were:

1. To protect the welfare and interest of members
2. To protect the employment position of the members
3. To maintain the dignity in labour and
4. To maintain standard working hours with standard remuneration equal to the output i.e. to stop or reduce much of human exploitation by the employer. 

Management policies however, are the instrument used by the top management of any organization (firm) in ensuring the problems facing the organization are solved within an acceptable constraint good policies provide definite and as well allow subordinates to make their own decision with limits hence the members of the organization are charged with the responsibility of operating the organization as a system.

Management polices at the other side of the coin are nothing unless it degenerates into action or work. Management should thus ensure that the policies formulated are meticulously exercised to also take care of the employees. Implementation requires good and continuous communication up and down the management ladder as well as across. Therefore for an organization to achieve it’s desired goal, it must formulate appeal form subordinates to avoid friction and also identify or contain problems which were not putting into cognizance in the previously set policies.

In (1958) chamberlain says that the reason for the existences and formation of trade union s contained in the power and authority to gain certain advantages for the workers which include:

1. Regular and maintained employment position with adequate income which enables them (workers) improves their standard of living.
2. Rationalization of personnel policies, which will enable the workers rest, assured for the employment security through acceptable policies.

1. Right of having contributions to decision making that effect their welfare and the organization. This therefore enable the worker to participate in decision in production of output.

1. Protection from economic hazards or economic invasion. This therefore helps in curbing or eradicating the exploitative attitude of the employer over the employee and remunerations equal to such human exploitation must be paid.