ABSTRACT
This study was on an evaluation of role of industrial union in managing employee grievances in the organization of the Federal Teaching Hospitals. The objectives of study are to examine the role of industrial relations system in the Federal Teaching Hospital in the South East Nigeria; ascertain the role of rules guiding industrial relations in Federal Teaching Hospitals in the South East Nigeria; as certain whether industrial relations promote harmony in Federal Teaching Hospitals in the South East Nigeria identify the major challenges of managing industrial relations in Federal Teaching Hospitals in the South East Nigeria .Data for this research were obtained from both primary and secondary sources. The study had population size of 2160, out of which a sample size of 338 was realized using Taro Yamane’ statistical formula. Survey research design was adopted. Friedman Chi-square (X2) and Z-test were used to test the hypotheses. To ensure that the research instrumentalist, a conduct of apre-test of every question in the questionnaire was carried out. For reliability of the research instruments, a test-re-test method was adopted using Pearson’s Product Moment Correlation efficient of reliability to calculate the result and the result gave reliability coefficient of 0.98. Findings indicate that; there is as mooth industrial relations system between management and workers in Federal Teaching Hospitals in the South East Nigeria; there are standard and positive rules guiding industrial relations in Federal Teaching Hospitals in the South East Nigeria; Industrial relations promote harmony in Federal Teaching Hospitals in the South East Nigeria; industrial disputes and strikes are the major challenges of managing industrial relations in Federal Teaching Hospitals in the South East Nigeria. Based on the findings, the study recommends that there should be adequate salaries, allowances and incentives for workers in order to boost workers morale and enhance better industrial harmony. Management should create good working environment that can motivate employees to be committed to their organizations. Management should involve their employees indecision making concerning industrial related matters that may result to conflict.
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Nigerian Labour Law defines the industrial union any combination whether temporary or permanent, the principal objectives of which under its constitution are the regulation of the relations between workmen and workmen or between masters and masters or the imposing of restrictive condition on the conduct of any trade or business and the provision of benefit to members (cited in Fajana, 1995: 132). This definition would be seen to incorporate a large variety of organizations and groups under industrial union. Another definition of the concept regards it as, an association of wage or salary earners formed with the object of safe guarding and improving the wage and employment conditions of its members and to raise members’ social status and standards of living in the community (Fajana, 2000).
The preceding definition emphasizes on the purchase of labour power as a factor of production. Industrial union is here differentiated from other organizations or associations by the emphasis on the pursuit of better improved condition of service for members. Sidney and Beatrice Webb (1920) offer the following definitions of industrial union: A continuous association of wage earners for the purpose of maintaining or improving the condition of their working lives. This definition emphasizes the dynamic essence of industrial union being a continuous association of wage earners. However, it may be seen as to narrow since industrial unions are not merely concerned with the improvement of working condition.