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CHAPTER ONE

INTRODUCTION

1.1  BACKGROUND OF THE STUDY

Historical background first bank of Nigeria for over a century has distinguished itself as a leading banking institution and as major contributor to the economic advancement and development of Nigeria. Founded in 1894 by shipping magnate from Liverpool, Sir Alfred Jones, the bank commenced operation as a small operation in the office of Elder Dempster & company in Lagos. The bank was incorporated as a limited liability company of March 31st 1994 with Head office in Liverpool, it started business under the corporate name of the Bank of British West Africa (BBWA) with a paid up capital of 12,000 pounds sterling after absorbing its predecessor the African Banking Corporation with was established earlier in 1892.

To justify its West African coverage a branch was opened in Africa Gold Cost (now Ghana) in 1896 and another Freetown, Sierra Leonean 2014, these marked the genesis of the bank international banking operations. The second branch of the bank in Nigeria was in the old Calabar in 1900 and two years later, services were extended in Northern Nigeria. To satisfy the needs of its customers, first bank has diversified into a wide range of banking activities and services include corporate, retail and mortgage banking.

The term industrial relations is used to express the nature of the relationship between the employer and employee in an industry or an organization where willing co – operation emanates from employee and the management or the employer towards the achievement of organizational goal exhibit the same positive attitude there is said to be good industrial relations. There are many causes which have led to poor industrial relations and there are conditions which can generate good industrial relations which are A correct perspective of the industrial relation position is possible on appreciation of the states of development through over a period of time to the present moment, we often hear people praising the industrial relations

Situation in Japan it is important to note that Japan has proved to be a country which has successfully adapted western industrial and technology know how into its traditional attitude and behaviour. It has there by created a unique powerful works place rarely found in any part of the world. The labour management relations in Japan are very harmonious and productive which has led to excellence in all areas of their efforts. The secret of this success lies in their informal human relations; Japan has not blindly adopted the western method but has struck to its age long. Social system customs and tradition. Although there are strikes, demonstration processions and so. On such as generally few and for between, for example of an average strike in Japan could be less than half a day or a maximum of three days.   

The concept of total quality management and quality of work like as well as emphasis on training and re – training rather than indiscriminate hiring and tiring and held in high esteem by the employers despite the global recession. Three major factors could be attributed to the success of industrial relations in Japan. Harmony between management and labour the obedient attitude of workers towards employer and a good co-operative trade union management. Trade union do not consider management as enemies but rather as partners aiming at a uniform goal                                     

The basic success there are lies is not confrontational but co – operating with management whole – heatedly as they believe that their prosperity lies in their company’s growth and survival. The above scenario can become a reality in Nigeria if the trade union and management could change and explore opportunities offered particularly by collective bargaining. The age of banking in Nigeria and the anticipated dynamism of the 21st century is being exercised by the human machine, but how much the banking machine but how much the banking sector has committed into the innovation of the work force for better productivity through the use of the instrument of collective bargaining/agreement is the basis for this study.

The whole object of human resource management is to secure from employees maximum performance in term of predetermined objective (Dale 1972) described commitment as the syndrome of attitudes understanding and dealing that identify the term dedicated participant. In his view, each manager seeks to develop and maintain moral which he described as “evident committed” that is inhibiting the behavioral symbol and symptoms of personal commitment it is form this stand point that the effect of collective bargaining which is supposed to be the labours common voice will be considered either as enhancing or reducing labour performance and consequently productivity.

1.2  STATEMENT OF THE PROBLEM

As time change the dominant issue in collective bargaining have tendered to change, globalization as well as concepts of total quality management has replaced the issue of union recognition with the advent of mechanization and automation job security and supplementary employee benefits have assumed greater importance.

Among the current issue of significance are the followings:

i. Appropriate subject for bargaining

ii.Productivity bargaining

iii.Concessionaire bargaining

iv.Public employee bargaining

v. Coalition bargaining

In view of the complexity of the bargaining structures coupled with an unfavourable environment. How does one therefore get commitment form an individual employee in the banking sectors achieving organization rate than the individual employee is more concerned. Human being have certain needs craving and satisfaction on the job, how can the personnel policies be directed towards satisfying such need more particularly integrating satisfaction of these needs with achievement of organizational goals. What are the difference patterns and philosophies of management and their implication with regard to individual effectiveness? What roles can productivity bargaining play in the present disposition of the banking sector?

1.3  STATEMENT OF HYPOTHESIS     

Hypothesis one 

Ho: Industrial conflict increase the output of the bank

Hi: Industrial conflict decrease the output of the bank

Hypothesis two

Ho: There is no benefit derive from industrial conflict within the banking services

Hi: Is benefit derive from industrial conflict within the banking services

1.4  OBJECTIVE OF THE STUDY

Despite the fact that influence of trade union nationally and the propensity of employees to join trade union are much influenced by the attitude of the government. The state labour market and other factors largely outside the control of the individual employers has remained an important activity. Success in industrial relations is largely based on knowledge of the union with whom management does business or is likely to do business, knowledge or employees expectation knowledge of the company weakness and strengths knowledge of the subject being negotiated both on the management and the union sides but recent failure of trade union of negotiating has called for concern and this is the essence of the study. The big question is has collective bargaining outlined its usefulness in the banking sector if so what next, if not what has been responsible for the failures and finally will the introduction of productivity bargaining minimize the inadequacies of collective bargaining

1.5  SIGNIFICANCE OF THE STUDY                                     

This study attempts to highlight the following:

- The role of trade union leaders in the failure of collective bargaining in achieving the desired result in the banking sector     

- The use of collective agreement as an instrument of manpower by the banking industry management  

- The importance of collective agreement in the motivation work force for higher productivity or otherwise

The practicability of productivity bargaining option in curbing the excess of management.

1.6  DELIMITATION OF THE STUDY 

The study specifically covers unionized banks particularly those that have been using collective agreement based on union management negotiation.

It is however important as a result of the reluctance of management/information that most of the information to be used will be based on responses from the questionnaires to be administrated, although there are many banks in Nigeria as a result of population size, time, distance and manpower resources, this study has been delimited to first bank of Nigeria plc                     

1.7   LIMITATION OF THE STUDY

The following limitation is acknowledged as great constraints to be study:

a.Financial constraints: This deals with the situation of economic of a country with the ever increasing of capitation carried out the research

It is very hard to carried out project research to satisfaction of the study in due to the cost incurred during the research

b.Time factor: There was no adequate time for the researchers to carry out effective and efficient work on the project topic or research work.

1.8   DEFINITION OF TERMS

a.Management: This is the come of the human effort in carried out personnel function of manpower and planning and resource, recruitment, development and control labour turnover.

b.Objective: This one role in achieve goals work in the organization

c.Corporate appraisals: Are part of a complex process where by organization set role and objective for them to plan to meet them in a systematic way

D.Planning is deciding what to do and how to do it by organizing for adequate work been done.

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