Employment Relations & Human Resource Management- Scholarly Publications

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Browsing Employment Relations & Human Resource Management- Scholarly Publications by Author "Anyim, F.C"

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    Open Access
    Collective Bargaining in the Nigerian Chemical Rubber and Non-Metallic Products Industry.
    (2014) Anyim, F.C; Olusanya, O.A; Ekwoaba, J.O
    Collective bargaining is the process which facilitates an agreement between workers on one side and employer on the other in which each side promises to carry out an obligation in exchange for its demand. This study utilized primary data gathered through structured interviews and a short questionnaire while secondary data were accessed from existing procedural agreements, industry periodicals and annual reports. The authors also witnessed the negotiation process between the parties up to the point that the collective agreement was signed. The previous and current collective agreements are presented in tables and analysed accordingly. The results show a decline in pay in relation to the national minimum wage between 2010 and 2012. In the light of this, the paper suggests that the prevailing economic conditions in Nigeria and the resultant adverse effect on organizations in the industry are the factors responsible for decline in pay in the industry.
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    Open Access
    Diminishing and Disappointing Role of Trade Unions in the 21st Century: The Nigerian Experience
    (2013) Anyim, F.C; Ilesanmi, A.O; Alaribe, J
    Over the years, trade unions in Nigeria have evolved from formal to highly formal bureaucratic organizations. Although the relationship between individual members and unions still depends on a great deal upon the voluntary acceptance of the authority of the unions by the individual members, the unions are themselves structured partly as a response to the requirements of the law and also as a result of the push by rank and file members for real improvements in the performance of the union‘s leadership (Iyayi, 2000). The disappointing role of organized labour in Nigeria in the 21 st century coupled with their inability to safeguard the interest of their rank and file membership which they represent should be a matter of great concern to all labour observers, activists and practitioners alike. Trade unions in the 21st century are now like a double-edged sword protecting its members and dancing to the tuned of the employers and government at the same time. With these unwholesome practices of the unions, they are fast losing their value, integrity and trust of membership. With time and judging by the current trends unionism may likely become a thing of the past. This article attempts to examine the disappointing role of trade unions in Nigeria in the 21st century exposing their inability to safeguard the interest of their members which they claimed to represent. Having enjoyed a glorious past with strong dedication and commitment by its rank and file membership coupled with the support from the civil society, they evolved from formal to a very formidable movement with strong zeal and solidarity from individual members. However, they lost their main focus which is to maintain close ties with the civil society on struggles for workers‘ rights, welfare and interest. With unions‘ pseudo movement attitude and insincerity, members no longer believe in their ability to protect them in the struggle for their rights. Therefore, the paper in specific term examined the disappointing role of trade unions in employment practices and it adopted theoretical approaches in explaining both the positive and negative aspect of trade unionism in Nigeria in the current era.
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    Open Access
    The Effect of Statutory Sanctions on Management of Trade Disputes in Nigeria: A Critical Appraisal
    (2011) Anyim, F.C; Ikemefuna, C.O; Owoyemi, O. A
    A cursory look at the Trade Disputes Act in Nigeria shows that the Act did not specifically remove the right of workers to strike but in practical terms it is absolutely impossible for workers to embark on strike if all the provisions outlined in the Act including statutory sanctions are diligently and faithfully followed at appropriate times. In spite of these practical difficulties or constraints and other measures taken by government to minimize industrial disputes, evidence abound that strikes have been occurring in large number in both public and private sector of the economy irrespective of the institutional framework put in place for disputes settlement. This study is an attempt at assessing the impact of statutory sanctions on the number of disputes reported. In other words, has the sanctions met its intended objectives in terms of curtailing the number of disputes or otherwise. Trade unions in two sectoral groups: oil and gas and tertiary institutions in the educational sector where industrial strife has been on a high side were drawn as samples for the study. The findings from the study revealed that the imposition of statutory sanctions has no significant effect on the number of disputes reported. Besides, government seldom invokes the sanctions when parties breach the Act. The way forward or measures to make the sanctions more effective and result-oriented were proposed to guide policy makers and other stakeholders involved in trade disputes management.