INTRODUCTION
1.0 BACKGROUND OF THE STUDYRecently, there has been a strike not only in the Health Sector, but in other sectors of the economy for various reasons ranging from agitation to improvement in the conditions of service, enhanced welfare packages including training and staff development, creation of safety environment for work and adequate retirement benefits etc.
According to labour decree No 21 of (1974) as amended in 1978 the Nigerian Industrial system was based on the philosophy of voluntarism, said to be applied to develop independent strong trade unions and free collective bargaining in employment regulations. The practice however had some degree of state guidance because of the low level of experience during those early years of Nigerians in inter-organizational relations in determining employment conditions. The system, at any rate maintained a reasonable degree of national industrial peace, at least without conflict in the work place. In spite of the desire of all the stakeholders to maintain industrial peace, there is nevertheless latent antagonism among them due to the following factors.
Firstly, the interest of both the employer and the employees are not completely mutual. Management may be trying to put down costs while demanding commitment and hard work from workers, while the workers may be seeking increase in wages and other financial related benefits.
The management will be preoccupied with using money for other capital jobs and providing other equipment to increase and enhance out put, while workers and the union will be preoccupied in attracting more pay and other fringe benefits to the workers, to enhance the material, economic, spiritual and psychological needs.
Secondly, the desires of the parties are more or less unlimited. Wages can never be as high as workers desire, while the money available are contending with other projects apart from increments in wages, and are therefore limited both in the short and long run.
Moreover, both modern and developing societies are dynamic, consequently even if a certain distribution of income and power could be devised which was not subject to controversy in any give n situation, there might be changes in regulations and laws by the government, high cost of living occasioned by increases in prices of goods and services, depreciation of value of comparable group elsewhere, the parties would therefore, need to look for a new allocation of income and incentives. (Section 314 of Trade Union decree of 1978).
Finally, if management and labour are to retain their institutional identities, they must agree and act on the agreement, where the union allows itself to be manipulated by the management, then it has ceased to be a credible union, the same is applicable to management.
Effort will therefore be made in this study to determine the strategies for promoting good industrial relations, especially as it concerns health workers at the University of Nigeria Teaching Hospital, Enugu.
| Project details | Contents |
|---|---|
| Number of Pages | 80 pages |
| Chapter one | Introduction |
| Chapter two | Literature review |
| Chapter three | methodology |
| Chapter four | Data analysis |
| Chapter five | Summary,discussion & recommendations |
| Reference | Reference |
| Questionnaire | Questionnaire |
| Appendix | Appendix |
| Chapter summary | 1 to 5 chapters |
| Available document | PDF and MS-word format |
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