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ABSTRACT
The research project is titled “the impact of collective Bargaining as an effective tool for solving industrial dispute in Hamdala Hotel Kaduna”. The main objective among others is to headlight the benefit to be derived from effective collective bargaining toward organizational development. The scene method, using the questionnaire with linkert scale option was adopted in order to ensure that all the respondents were served similar question. In there chapter one of this paper writing which is the background of the study reveals that conflict and disputes whether in the form of open hostility or quite dissemination becomes inevitably issues that every organization must strive to curtail and the main objective of the study is to highlight the benefits to be derived from effective collective bargaining towards organizational development. It also revealed in this paper of the chapter two that the literature review is to ensure adequate review of necessary materials on the option, and suggestions, views and discoveries of various authors, and it is mentioned in the chapter three that research design is used in collection of data for this study. The researcher is employed the use of survey research design in order to study large and small populations. The researcher also explained in chapter on how the method used by the researcher to gather the data which the researcher now intends to present analyze. From the findings of this discussion, that collective bargaining is an important tool resolving industrial conflict.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Organizational viability is the capacity of the organization to continue to service and develop in this era of business complexities which result from continuous and rapid changes within the social system, conflicts and dispute, whether in the form of open hostility or quite dissemination becomes inevitable issues that every organization must strive to curtail this pertinent because dispute or conflicts are usually a threat to organizational viability if not adequately managed or handled even though conflicts between persons or management and employees could be thought of as natural events Nakodi A. (2001) posited that organization should be very much aware that such conflicts could cause distrust and industrial crises or disharmony in the long run.
Conflicts or disputes among management and employees (labour) can lead to one or both parties having their feelings hurt, thus leading to issue that can inherently affect the smooth running of the organization in which they work or manage.
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