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CHAPTER ONE

1.1 INTRODUCTION
1.2 BACKGROUND OF THE STUDY
Strike action is inevitable in any trade union or any given
organization and has to be observed by an employer or
employee. As strike exists in an organization, proper and
adequate measure 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 weapons 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

destabilize

makes

the

management wake-up to their responsibilities and put thing


in order where there have been lapses for over years. It is
equally a type of lessons to management which makes them
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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 a trade union and
bring everything to a standstill impact strike is not good for
organization because of its negative consequence. The use
of strike is acceptable to extent that is properly used for the
furtherance of legitimate social objectives.
According to Jusuft (1977) strikes 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 person 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 bode of persons employed. To


accept or not to accept terms of employment.
This decree equally defined cessation of work as work
deliberately at lesser than usually speed or with less usual
efficiency.
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 days and contributed to
the encouragement in the formation of trade union.
Another was the Nigeria labour congress strike of January,
2000, when the government disagreed 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, and 1999 to 2000 respective
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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 the conception pf
strike types of strike, mechanisms for the management of
strike, as well as the impacts of strike action in the
organization.
In this study also, we are going to examine the concept of
trade union with reviews of its objectives functions and
constraints.
1.2 STATEMENT OF PROBLEM
This is all about the demand made by academic staff union
of polytechnic (ASUP) in line with Federal Polytechnic
Nekede Owerri to the federal government which have not
effectively implement as required by the academic staff
union of polytechnic which lead to one week warning strike.

1.3 OBJECTIVES OF STUDY


This work attempt to examine the effects of strike action as
an approach adopted in achieving union aim from the
management.
This study centers on the case study of academic staff union
of polytechnic (ASUP) its objective are as follows:
It will focus attention on the essence of strike actions
that exist in trade union.
This study will help the management of every union to
realize their lapses and wake-up to their responsibilities
as to put things right where things have gone wrong for
the betterment of the union members.
It will highlight the various objectives function of trade
union as well as its problems.
Lastly, the recommendations which will base mainly on
the findings strengthen the effectiveness of achieving
unions aim.

1.4 RESEARCH QUESTIONS


The purpose of this research question would be used in place
of hypothesis; hence the following questions will act as a
guide to the researcher in the course of this study.
1. Are trade dispute and industrial unrest as a result of
unsettled grievances?
2. What change can exits for handling those grievances?
3. Are there no better means of settling industrial disputes
other than strike?
4. Is strike the effective means of achieving unions aim?

1.5 SIGNIFICANCE OF THE STUDY


The study will helps union members of any established
organization, be it public or private to realize the importance
of well-organized strike action that will contribute to the
growth and development of the organization.
It will also help the government parastatals towards solving
these employees grievances

1.6 SCOPE OF THE STUDY


This research work covers only the general affairs of
academic staff union of polytechnic (ASUP) as regards to the
strength, weakness and opportunities.
Also, this research is to cover and improve the management
of the organization mentioned above.
1.7 DEFINITION OF TERMS
ORGANIZATION: A group of people who from a business
together in order to achieve a particular aim
STRIKE: To refuse to work as a project
TRADE

UNION:

Any

combination

of

workers

and

employers, wetter temporary or permanent, having its


purpose in the regulation of the terms and conditions of
employment of workers.

CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 INTRODUCTION
Before 1912, when the civil services was established there
were no trade union in existence to fight and promote the
interest of the Nigerian workers. However, the laying of
railway lines from Lagos to northern Nigeria, together with
the attendant mass employment of native into the railway
system dramatically led to the establishment of native staff
union.
The second union that was established was the railway
workers. This comes up in 1931, and their objectives were
centred on obtaining better conditions of employment for
their member. Having known this, there are also factors that
necessitate trade unionism in Nigeria which include the
following.
2.2 TRADE UNION ORGANIZATION OF (1938)
During the colonial era, workers were being suppressed by
the

colonial

masters

and

due
8

to

law

which

was

promulgated and passed in 1938, it then pave way for the


formation of trade union in Nigeria.
1. COST OF LIVING ALLOWANCES (COLA) OF JUNE
(1942)
In the year 1942, there were untold hardship caused by the
second worldwar, the workers agitated so much and as a
result of this, them by the government, because of this
reason, other workers that have not form union were
stimulated to form their own so as to gain the cost of living
allowance (COLA)
2. THE INFLUNCE OF NATIONALIST LEADERS
The conscious efforts and struggles of the early nationalists
(political leaders) to free the country from colonial bondage
gave rise to the formation of many unions.
2.3 OBJECTIVES OF TRADE UNION
The cover first and the overriding objectives of every trade
union is to develop the interest of workers and the
regulations of the terms and conditions of employment

According to. Jesufu (1984) the four overall objectives of


trade union include;
To secure better terms and conditions of employment
from employees on the state.
To make demand and promote the demands by
agitation, strike etc. in order to ensure that the agreed
terms of employment is not eroded.
To

equalize

the

strength

between

workers

and

employers in matters of collective bargaining.


To

attempt

to

create

continuous

or

permanent

existence of trade union.


2.4 FUNCTIONS OF TRADE UNION
ECONOMIC FUNCTION: Ordinarily trade union is concern
with

the

protection

of

the

terms

and

condition

of

employment of their members in pursuance of this; they can


contribute money for the suffering members. It also enables
workers to get their entitlement and allowances.
POLITICAL FUNCTIONS: Politically, trade union is known
to perform the following political functions.
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They influences the policies of government through


strike action
Most trade Union from political parties. A good example
of such is the labour party in Britain, which aims at
promoting the interest of workers.
They help in preventing arbitrary decision making on
part of the employers.
EDUCATIONAL

FUNCTIONS:

Trade

unions

provides

educational opportunities to broaden the knowledge of their


members for promotion of industrial relation in organizing
training and development programme such as workshop,
seminars, conferences, symposium etc.
SOCIAL FUNCTIONS The social function of trade union
includes;
They organizes end of the year parties in which they
offer gift and presents to it members.
They

provide

revenue

for

sharing

their

experience and provide mutual friendliness.

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social

They visit and contribute money for any bereaved


members.
ADVISORY AND CONSULTANCY FUNCTIONS: The union
advice their members on those things that are their right
and principle also claims against their employers
INFORMATION FUNCTIONS: The trade union helps on
great deal in collecting and dispatching of information to its
member, especially on matters that concerns them in term
of social, economic and other related matters.
2.5 CONSTRIANTS

OF

TRADE

UNION

POOR

LEADERSHIP
Most leaders of trade union are not properly informed. They
are not skilled in the techniques of trade unionism. They lack
personal

charismas

or

qualities

to

levels.

Sometimes

unqualified and wrong leaders who cannot adequately


mange the affaire of the union are elected into office.
POOR EDUCATION
Members of trade union and their leaders are not well
grounded in education. They are not properly trained in the
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act of trade unionism, on that note they lack the necessary


skills required for negotiation and collective bargaining
MISSMANEGMENT OF FUNDS
Embezzlement of funds is common among the union leaders
also there is problem of inadequate finance to manage the
affairs of the union, more especially the leaders are easily
bribed because of poverty and money conscious
TRIBALISM AND NEPOTISM
This is one of the worst problems confronting the trade
union in Nigeria. This implies that relevant views are no
longer looked upon in favour of the whole member rather
from tribal and ethnic dimensions.
Thus, this has to hinder the expansion and the effectiveness
of trade union as well as effects the election of trade union
leaders.
2.6 EVEALUTION

OF

STRICKE

AS

TOOL

OF

ACHXEVING. THE AIMS OF TRADE UNION


Strike as earlier stated means a cessation of work .by a
body of persons employed acting on combination or a
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concerted refused under common understanding of any


member employed to continue to work for an employer in
consequences of disputes done as a means of compelling
their employment and physical conditions of work.
Also the essence of strike is to compel management to
accede to their request. That is why it looks as if it is one of
the tools of achieving union objectives.
2.7 CAUSES OF STRIKE IN THE ORGANIZATIONS
IRREGULAR AND NON-PAYMENT OF WORKERS:
This is the main reason of workers industries action.
The present administration and organization are faced
with incessant strike action because of irregular and
non-payment of workers salaries wages and other
incentives.
SOCIAL CONSCIOUSNESS OF WORKERS: Workers
in every organization are very much conscious of social
conditions of work place. But in a situation where the
management are unable to provide them with their

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basis social and welfare amenities, it might lead to


strike.
BREACH OF COLLECTIVE ARGREMENT: When there
is an objective of a particular agreement in an
organization, such breach merry result to organization
conflicts.
GOAL

DIFFERENCES:

In

any

organization,

the

management are interested in high productivity and


higher

profit,

whereas

the

workers

are

mostly

concerned with high pay and job security, therefore,


strike is inevitable as the two goal opposed to each
other.
POWER/AUTHORITY:

In

any

given

organization,

there is existence of hierarch of authority, so the


forceful exercise of this power might cause strike.
2.7 TYPES OF STRIKE
i.

OUT-RIGHT STRIKE: This means complete withdrawal


from work and from work place.

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ii.

SIT-DOWN STRIKE: The workers do not work out of


the officer but remain inside of the company without
doing anything.

iii.

A WORK TO RULE STRIKE: This type of strike


prohibits

the

working

of

overtime,

which

may

eventually led to complete stop pay of work.


iv.

GO-SLOW STRIKE: This is also known as lazy strike,


workers actually restrict their output and work slowly.

v.

PEACEFUL PICKETING: In this type of strike, people


are stationed at the gate for the purpose of persuading
workers not to enter and the public not to patronize
them. Also the complaints of the workers are generally
states against the management.

2.8 MECHANISM FOR THE MANAGEMENT OF STRIKE


COLLECTIVE BAR GAINING: According to plunders (1969)
collective bargaining is a process through which employer
and workers o their representatives participate fully in
negotiations, administration and enforcement of agreement
with respect to wages, salaries leans of work and other
16

conditions

of

employment.

Therefore,

it

is

the

main

machinery for discussion and negotiation which aims at


reaching mutual agreement. It is democratic in nature.
JOINT

CONSULTATION:

This

is

meeting

between

management and workers in which issues of their common


concern and interest are solved. it now focuses on issues of
mutual interest of both sides. It deals with issues of staff
welfare, canteens, factory sagtey, changes in hours of work,
productivity and work hygiene.
DEPUTATION: This is a techniques often used by the
management and workers to tackle issues that after them in
the work place. In this case, the management appears
autocratic. They do pit take into consideration the views as
expressed by the workers in making decision. The workers
view and ideas are completely ignored sometimes, decision
are already taken before the worker are being called upon.
2.9 THE IMPACTOF STRIKE
In organization the are some positive and negative impact of
strike action
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POSITIVE IMPACT OF STRIKE ACTION: Management


realizes the lapse thereby making them to wake-up to their
responsibilities and put things right where they have gone
wrong over the years.
It makes the managements to realize their mistakes and
handle issues that should not be allowed to deteriorate
things.
Long standing problems brought to the surface and resolved.
Better ideas produced. Clarification of industrial views
NEGATIVE IMPACT OF STRIKE ACTION: Rise of strong or
autocratic leaders. Sometimes leads to lock-out or complete
closure of the organization. Destabilize the organization and
bring everything to a standstill

2.10

DEMAND OF ACADEMIC STAFF UNION OF

POLYTECHNICS
Following demand by the academic staff union of polytechnic
(ASUP), the Federal Government set up a team to negotiate
with

the

Federal

Ministry

of
18

Education.

The

Federal

Government team therefore, drives it mandate letter from


Federal Ministry of Education referenced HME/FME/19/VOL.
XII 174 date 17th November 2000 (appendix 1) while ASUP
drive its mandate letter from its national executive council
(NEC) subsequently the two team meet on 1st to 2 March, 4
to 15th August and finally 12th September, 2001 in Kaduna
and arrived at some resolution.
This agreement consist of issues requiring action by either
the legislative or executive arms of government. In the high
of separation of power therefore, recommendation required
legislative action will b sent to t[ie national assembly while
those requiring executive action will be put together and
sent to the Federal Executive Council for consideration and
approval.
The implementation agency of the decisions of government
will be the existing structure which is the national Board
Technical Education (NBTE).
The demands are stated as:
Marginalization of polytechnic education.
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Unified negotiation with ASUP, COEASU and ASUU.


Reconstitution of governing councils
Retirement age.
Harmonize academic and responsibilities allowance.
Harmonize

salary

structure

from

senior

to

lecturers and retirement benefit to chief lecturers.


The basic salary
Housing allowance
Entertainment allowance
Secretarial service allowance
Conditions of service of polytechnic academic staff.

20

chief

REFERENCE
Flander, A. (1969): Collective Bargaining a Theoretical
Analysis, British Journal of Industrial Relation vol 6.
Trade Union Decree in Nigeria, (1973) Section 1
Ubeku, A.K. (1983): Persona/ management in Benin publish
Co.
Yesuru, T.M. (1984): The dynamic of Industrial Relation;
The Nigeria Experience Ibadan: University press.

21

CHAPTER THREE
3.0 RESEARCH DESIGN AND METHODOLOGY
3.1 INTRODUCTION
This is the investigation undertaking to discover new facts to
get additional information or resolve confirmative idea or
confirm the liability of existing ideas.
It is an organization process of arriving at dependable
solution of the problems through a planned systematic
analysis of data. It entails a planned and systematic
collection and analysis also presentation of data.
3.2 RESEARCH DESIGN
Basically, this chapter describes the methodology used in
this work.
It explains the instrument used for data collection the
sample size, sampling procedure and the administration of
the instrument. Also the techniques for analysis of data
collected are discussed.
3.3 SOURCE/METHOD OF DATA COLLECTION

22

Primary and secondary source of data were employed. This


is for the purpose of objectively and they were gotten
through simple random, sample method. Therefore if should
be noted that with the used of simple random sampling
(SRS). Each school is given an equal chance of being
selected.
In the same manner, the respondents were chosen at
random, the tools employed for data collection includes;
1. Questionnaires
2. Observation personal experience.
3. Personal Interviews and documentary materials
3.4 POPULATION AND SAMPLING SIZE
In

discovering

the

sample

size,

the

present

era

of

democratic dispensation with its associated change in the


economy in terms of civil services makeup due to the
military offset of passing years, the supplementary result in
institution of higher learning and the resulting posting
difficult to get a comprehensive list of population of
teachers.
23

Nevertheless, the figure at the proceeding was used and it


was estimated at 120. Therefore, the number 120 form my
population size and my sample size 120 was researched
through the use of every one selected. The schools selected
were reached also through the use of simple random method
and those who responded to the question were all picked at
randomly through the use of sample random sampling.
3.5 SAMPLE TECHNIQUES
In this work, the researcher made use of the simple random
sampling. It is a technique in which every one out of every
person in the population has the chance of being selected.
3.6 VALIDITY AND RELIABILITY OF MEASURING
Validity of a measure is seen as how well it fulfills the
function for which it is being used the degree to which it is
capable of achieving a certain aims. Validity also is seen as a
state of being legally or officially acceptable. Reliability of
measuring instrument is one which measures whet it is set
out

for

measure

consistently,

24

therefore,

the

research

strongly believes that all information gathered about this


work is valid and reliable.
3.7 METHOD OF DATA ANALYSIS
The data is validity base the percentage response of the
respondent or interviews on issues pertaining the topic of
the researcher.

25

CHAPTER FOUR
4.0 PRESENT4TION AND ANALYSIS OF DATA
4.1 INTRODUCTION
This chapter covers the analysis of data generated by the
questionnaire administered in this research. The research
made use of qualitative analysis which is recorded and
attempts to understand and describe the effects of strike
action in an organization.
4.2 PRESENTATION OF DATA
As earlier stated in the previous chapters, the researcher
distributed questionnaire to the both primary and secondary
sources. The questionnaires were also distributed to the
union meanwhile, hundred and twenty (120) copies were
returned. From the above analysis, one can vividly say that
the response were encouraging. It also shows that the
respondents were interested to the success of the study.

26

4.3 ANALYSIS OF DATA


QUESTION 1: In question 1, the respondents were asked to
indicate their sex and their responses were as follows;
TABLE 1
Sex

No Respondent

Percentage (%)

Male

70

77.8%

Female

20

22.2%

Total

90

100%

From the above table, the research concluded that the


number of respondents is more on male than female 77.8%
of the respondents were male while 22.2% were female.

27

QUESTION 2: Indicate your educational qualification


Qualification

No of

Percentage (%)

Respondents
FSLC

10

11.1%

SSCE

25

27.8%

TCII/NCE

10

11.1%

OND

10

11.1%

HND/BSC

30

33.3%

OTHERS

5.6%

TOTAL

90

100%

From the above table, 11.1% of the respondents are FSLC


holders, 27. 8% are SSCE holders, 11.1% are NCE, 11.1%
are OND, and 33.3% are HND /BSC, while 5.6% are other
qualifications. Therefore, the researcher concluded HND/BSC
have the higher respondent from questionnaire collected.

28

QUESTION

3:

What

is

your

present

status

in

the

organization?
TABLE 2
Status

No Respondent

Percentage%

Senior Staff

10

11.1%

Junior Staff

40

44.5%

Management

10

11.1%

Clerical

20

22.2%

OTHERS

10

11.1%

TOTAL

90

100%

From

the

above

respondents

of

respondents

has

respectively. table, junior staff has the 445%, while the rest
of

the

respondent

has

11.1%,

respectively

29

22.2%

and

11.1%

QUESTION 4: How long have you been in the employment


of the public sector management?
TABLE 4
Options

No of

Percentage%

Respondents
1-2 Years

10

11.1%

2-4 Years

10

11.1%

5 Years

20

22.2%

6 Years and above

50

55.5%

TOTAL

90

100%

From the table above, 11.1% have been in the employment


for 1-2 years, 11.1% for 2-4 years, 22.2% for 5 years and
55.6% for 6 years and above have the highest number of
respondent.

30

SECTION B
Questionnaires on the impact of strike action in the
achievement of trade unions aim in Nigeria.
QUESTION 1: Have your organization witnessed any strike?
TABLE 5
Option

No of respondents

Percentage %

Yes

90

100%

No

Total

90

100%

Looking at the table you can see that 100% of the


respondents

representing

numbers

of

questionnaire

distributed and received agreed that their organization have


witnessed strike. This is to show that conflicts are inevitable
in any organization.

31

Options

No of respondents

Percentage %

1-2 times

20

22.2%

2-4 times

20

22.2 %

5 times and above

50

55.6%

TOTAL

90

100%

From the above table, the result indicate that 22.2% agreed
that the level of these strike are 1-2time, 22.2% agreed on
2-4 time, 55.6% agreed on 5 times and above.
Based on the above analysis outlined options are the levels
of this strike

32

QUESTION 3: What are their causes in your organizations?


Table 7
No of
Responses

Percentage %
respondents

Non-payment of
40

44.5%

10

11.1 %

Goal difference

20

22.2 %

Power and authority

10

11.1%

Reach of collective

10

11.1%

Agreement

TOTAL

90

100%

salaries
Social consciousness
of workers

From

the

respondents

above,
show

the
that

responses
non-

from

payment

44.5%
of

of

salaries

the
to

employees are the causes of strike in their organization


11.1% indicate that consciousness of workers to the cause
of strike in their organization, authority are the cause of
33

strike in their organization, while 11. 1% indicates that


power

and

authority is

the

cause

of strike in

their

organization.
Looking at the above analysis one can conclude that the
above issues mentioned are the cause of strike in the
organizations.
QUESTION 4: Do you thinks that management does not
intervene in strike until there is a total break down?
TABLE 8
Option

No of respondents

Percentage %

Yes

70

77.8%

No

20

22.2%

Total

90

100%

From the above table, it could be observed that 77.8% of


the respondent agreed that management does not intervene
in strike until there is a total breakdown, while 22.2% of the
respondent disagreed that management does not intervene
in strike action until there is a total breakdown.
34

QUESTION 5: Do you agree that strike is an appropriate


way of striking a balance in the industrial system when
conflict occurs.
TABLE 9
Option

No of respondents

Percentage %

Agree

20

22.2%

10

11.1%

50

55.6%

10

11.1%

Disagreed

Strongly
Agree
Strongly
Disagreed

Total

100%

Based on the above table, 22.2% agree, 11.1% disagree,


55.6% strongly agree, while ll.1% strongly disagree that is
an appropriate way of striking balance in the industrial
system when conflicts strike is an appropriate way of

35

striking a balance in the industrial system when conflict


occur.
QUESTION 6: Do you think that the method? approach
applied by the management is resolving these strike are
appropriate?
TABLE 10
Option

No of respondents

Percentage %

Yes

80

88.9%

No

10

11.1%

Total

90

100%

The table above shows that 88.9% of the respondents


agreed, while 11.1% of the respondents disagreed that the
method/approach used by the management in resolving
these strike are appropriate.

36

QUESTION 7: Do you think that strike action brings about


efficiency in achieving the trade union aims in Nigeria.
TABLE 11
Option

No of respondents

Percentage %

Yes

80

88.9%

No

10

11.1%

Total

90

100%

In the data presented above, 88.9% of the respondent


agreed that strike action brings about efficiency in achieving
the union aims, while 11.1% were not in support of the idea.
Based on the above information there is the assumption
which holds the conclusion that strike action bring about
efficiency in achieving union aim.

37

QUESTION 8: Do you think that strike action has any effect


on an organization.
TABLE 12
Option

No of respondents

Percentage %

Yes

90

100%

No

Total

90

100%

Look

at

the

above

table,

100%

of

the

respondents

representing numbers of the questionnaire distributed and


returned were in support of the view. From the above data
also, the researcher solidity concludes that strike action has
effect in an organization.

38

QUESTION 9: Do you think that organization normally


apply the outcome of resolution made through dialogue?
TABLE 13
Option

No of respondents

Percentage %

Yes

90

100%

No

Total

90

100%

The

table

representing
returned

above

indicates

numbers

agreed

that

that

100%

questionnaires
organization

respondents

distributed

normally

and

apply

the

outcome of resolution made through dialogue. From the


strong agreement of the 100% of the 90 respondents, it
evidently maintains the fact that organization normally
applies the outcome of resolution made through dialogue.
4.4 INTERPRETATION OD RESULTS
The researcher made use of the information and data as
returned out of the questionnaires distributed, presented

39

and critically analyzed. The findings are highlighted as


follows;
It is believed that management does not intervene in strike
until there is a total breakdown.
The responses to questionnaire were very impressive with
hundred percent (100%) response from the respondents, in
which it is observed that strike action has effect on any
organizations.
Based on the research, it is observed that strike in an
organization is mostly caused by non-payment of workers
salaries.
The researcher observed that a large number of the
respondents, about fifty five point six (55.6) percent
supported that strike can be properly managed by using
both the internal and external method.
Based on the research one of the information discovered is
the organization normally applies the outcome of resolution
made through dialogue.

40

CHAPTER FIVE
5.0 SUMMARY CONCLUSION AND RECOMMENDATION
INTRODUCTION
In this chapter, the researcher provides or seeks to
summaries, conclude and also recommend on the impact of
strike action in achievement of trade union aims in an
organization.
5.1 SUMMARY
Significantly, the research tend to review the impact of
strike action and its effectiveness in achieving unions aim by
academic staff union of polytechnic (ASUP) No trade union
or organization exists without witnessing or expecting strike,
which also means that strike is inevitable in any unionized
group.
In other words, workers union uses strike as a weapon to
achieve these set targets.
Generally most of these strikes are caused by the inabilities
of the management to meet up to the demands and
aspirations of the workers so as the make them have sense
41

of belonging. However, it is observed that some methods of


technique are adopted for negotiation, administration and
enforce of agreement between the employers and workers
or their representative so as to reach at a consensus or for
mutual interest of both sides. Strike destabilizes, bring
everything to a standstill on the other hands long lasting
problems are brought to surface and resolved.
5.2 CONCLUSION
Based on the previous findings and analysis we have been
placed in a better position to conclude that through strike
action, which is frequently caused by non-payment of
worker remuneration,

social

consciousness

of workers,

breach of collective bargaining or agreement, goal difference


as well as power and authority.
The aim of union would be perfectly management could be
also to accede to their demand. Actually, strike only among
unionized workers it does not only contribute to the
achievement of the unions aim rather at affects the union
itself management and general public as the case may be
42

Therefore, proper and adequate measure should be taken


without delay so as to avoid total breakdown or completed
closure of workplace and that could be better and fast
achieved through a well organization joint consultation.
5.3 RECOMMENDATION
1. The management should try to avert the cause of strike
by setting at the latent stage
2. Perpetual dialogue should be placed side by side where
there is continuous strike
3. The workers or these representatives should be allowed
to participate fully in negotiations concerning the terms
and conditions of employment so as to reach a
consensus.
4. The management should not appears autocratic rather
they should take into consideration the views as
expressed by the workers in making decisions.
5. Joint consultation should be restored to when a dispute
arises so that it will not result to industrial action.

43

REFERENCES
Dunlop, J.T (1958); industrial Relation system Holt
ReIndnert and Wisdom Carbondale southern /union
University pres,
Flander, A. (1969): collective Bargaining theoretical
Analysis, British Journal of industrial relation vol 6.
Labour Union in Nigeria. (1995): Publication department
Abuja, Federal Ministry of information and National
orientation.
The constitution of Nigeria labour congress. (19760):
Publication of Ministry of Information and culture Lagos.
Trade dispute decree. (1968): Emergence Publication.
Trade union decree in Nigeria (1973) : Section in developing
countries London: Macmillan publishing Inc.
Ubeku A.K (1975) Personal management in Nigeria Benin:
Ethiope publishing Co.
Jesusfu, T.M. (1984) The dynamic of Industrial Relation. The
Nigeria experience, Ibadan University press.

44

APPENDIX
Department of
Public
Administration
Federal
Polytechnic
Nekede
P.M.B 1036
Owerri.
Dear Sir/Madam
I am a final year HND student of Imo state Polytechnic
Umuagwo currently undertaking a research on The Impact
of Strike Action in Achievement of Trade Union in an
organization
I am therefore, soliciting for your much needed co-operation
in filling and returning of the attached questionnaire. All
information provided will be confidentially and strictly use d
for academic purpose.
Thanks for your anticipated cooperation.
Yours faithfully,
Ukaegbulam Jude U.

45

QUESTIONNARIES
PART A
Place indicate by ticking where necessary.
1. Sex
(a) Male [ ] (b) Female [ ]
2. Educational qualification
(a) FSLC [ ] (b) SSCE [ ] (c) TC II/NCE [ ] (d)
OND [ ] (e) HND/BSC [ ]
3. Present status in the organization
(a) Senior staff [
] (b) Junior staff [
] (c)
Management [ ] (d) Clerical staff [ ] (e) others [ ]
4. How long have you been in the employment?
(a) 1-2yrs [ ] (b) 2-4yrs [ ] (c) 5yrs [ ]
(d) 6yrs and above [ ]
PART B
1. Have your organization witnessed any strike?
(a) Yes [ ] (b) No [ ]
2. If yes how often within the year period it occur
(a) 1-2times [ ] (b) 2-4times [ ] (c) 5 times and
above [ ]
3. What are the causes of the strike action?
Please state them.
A
B
C
D
4. When did government intervene during the period of
these grievance and strike?
(a) Before the strike [
] (b) when the strike
commenced [ ]
(c) After the striking members called off the strike on
the own [ ]

46

5. Do you agree that strike is an appropriate way of


striking a balance in the industrial system when conflict
occurs?
(a) Agreed [ ] (b) Disagreed [ ] (c) Strongly Agree [
]
(d) Strongly Disagreed [ ] (e) Undecided [ ]
6. Do you think that the method/Approaches applied by
the management in resolution these strike are
appropriate?
(a) Yes [ ] (b) No [ ]
7. Do you think that strike action bring about efficiency in
achieving the trade union aim in Nigeria?
(a) Yes [ ] (b) No [ ]
8. Do you think that strike action has any effect on an
organization
(a) Yes [ ] (b) No [ ]
9. Do you think that organization normally apply the
outcome of resolution made through dialogue?
(a) Yes [ ] (b) No [ ]
10. If yes what do you think is the reason for nonadherence to agreement reached?
(a) They dont want to accept the reached agreement [
(b) They want to delay the reached agreement [ ]

47