ABSTRACT
This research examined Collective Bargaining as a Tool for Improving Organisational Peace and Productivity with special reference to U.B.A and Access Banks. The research adopted survey research design. Data were gathered through primary source with the aid of a well-structured questionnaire. Simple random sampling technique was adopted in the selection of sample, this was used to eliminate biasness in the selection process of the respondents.
Data garnered were presented on table using percentage. The result of the analysis shows that Collective bargaining serves as a tool for improved organizational peace and productivity in the organization. Also, collective bargaining has positive effect on the management and worker union, management compensate workers regularly even when collective bargaining is adopted and that collective bargaining has helped in preventing strikes and lockouts in your organization.
Based on the conclusion of the analysis, recommendations were proffered to the staff and management of U.B.A and Access Banks.
CHAPTER ONE
INTRODUCTION
1.1Background to the Study
The economic growth and development of any country depends so much on the peaceful and harmonious industrial relations existing in such country. Every organization or industry is prone to conflict, human beings themselves are elements of conflict. Therefore. Conflict is a good feature of any human society but the most important thing is how such conceit is managed. Conflict cannot be curbed in human society. Conflict will continue to exist as long as human beings exist/man is a social being and in every social organization either for work or other purpose, conflict is bound to exist.
Most nations of the world are aware of the prominent role of organizational peace in the realization of sound economic system which is achieved only through a better collective bargaining (International Labour Organization (ACT/EMP) Publications). Collective bargaining is a mechanism for conflict resolution and valid framework for grievance procedure. In practical terms, collective bargaining involves two parties in negotiation and hence it is customary for the workers to make demand and the employers to cut down the demand by giving reasons these reason include inability to pay, solvency, liquidity and profitability.