1.1 BACKGROUND OF THE STUDY
Organizational viability is the capacity of the organization to continue to service and develop in this era of business complexities which result from continuous and rapid changes within the social system, conflicts and dispute, whether in the form of open hostility or quite dissemination becomes inevitable issues that every organization must strive to curtail this pertinent because dispute or conflicts are usually a threat to organizational viability if not adequately managed or handled even though conflicts between persons or management and employees could be thought of as natural events Nakodi A. (2001) posited that organization should be very much aware that such conflicts could cause distrust and industrial crises or disharmony in the long run.
Conflicts or disputes among management and employees (labour) can lead to one or both parties having their feelings hurt, thus leading to issue that can inherently affect the smooth running of the organization in which they work or manage. On the other hand conflicts or disputes can serve to enhance the effectiveness of an organization since it can safely be assumed that conflicts although ever present in a social system, may not always be as destructive as they are portrayed, the central question among a lot of scholar human resources managers and of course employers of labour is how to, in their own varying capacity and abilities effectively and efficiently manage conflicts and its resolution to ensure that their organization benefit rather than suffer from occasional labour management clashes. Admittedly, organizational conflicts does erupt in organization because of the inability of employer and this or her employees to work together in peace. This may be as a result of ineffective communication, non exclusion in decisions that affects employees, or lack of adequate or good working conditions or incentives and non existence of unions that employees can channel their grievance through, thus collective bargaining as a tool allows the parties.
The two parties to meet regularly so as to identify the dissonance that exist between them amicable so as to prevent industrial dispute or conflicts.
1.2 HISTORICAL BACKGROUND OF BIDA LOCAL GOVERNMENT AREA
Bida is a traditional state in Nigeria, a successor to the old nupe kingdom, with its headquarters in Bida, Niger State. The head of the state is the leader of the nupe people. Also, the old nupe kingdom was established in the middle of the 15th century, in a basin between the Niger and Kaduna rivers in what is now called the central Nigeria. Early history is mostly based on verbally transmitted legends. King Jibril who reigned around 1770, was the first nupe king to become muslim, so came the Etsu Muazu who brought the kingdom to its period of its greatest power, dying in 1818. During that period, the fulani were gaining power across Northern Nigeria. After Muazus death and during subsequent wars of succession, the Nupe kingdom came under the control of the Gwandu emirate, Masaba, son of the fulani leader, Mallam Dendo and a Nupe mother gained power in 1841.
During Masabas reign, the Nupe kingdom grew extensively, Masaba residing first in Lade and later in Rabba conquered the Kamaku in the north, the gbari in the east of kakanda in the south, he however entrenched himself firmly on the yoruba side of the Niger, snatching the country from the fulani cheifs who had gained a foothold there.
The endowed city is a dry and arid town, a town full of opportunities, the people here are a race of artists who have produced many artworks that holds sway in the cultural heritage of the country. Such work of mass production of traditional arts includes, but it is not limited to glass, brass ware, sculptures, beadwork and painting. Different people from other parts of Nigeria patronise Bida for these beautiful heritage, mostly brass wares, and beads.
I am focusing on one of the most popularly known monument my town is known for, which is the “brass ware” , it is of two varieties, one which is beaten work and the other cast in moulds, and the most commonly used here is the beaten type. The brass workers in this blessed city painstakingly fashions their designs on small anvils, using a small hammer.
However, this gifted people dont even use preliminary sketches or drawings to guide them, but the punching is so well handled that the patterns are remarkably accurate, precise, and exciting. It is widely known that beaten brass ware is common in this city.
Incredibly, its finished products consists of trays, bowls, urns, bracelets, and other objects are of considerably tourist attraction. Most of this items are also ordered for during weddings, which are used as souvenirs, and we find it in different homes, serving useful purposes. In conjuction with the above,describing the nupe peoples huge brass bowl is very interesting, because it has a flat rim edge, much age and patina to the bowl, detailed embossed designed signed bida in two places on the bowl,it is massive, the size of a fruit bowl, it is of 12inches in diameter and 4inches tall. Most arts produced by nupe people have details on them.
A beautiful city, no denial. You will quickly recall the prominent position of Bida in the cultural heritage of Nigeria, if you have ever heard of the “durbar festival” . The present Etsu Nupe, Yahaya Abubakar is one person in this event, with the horses in their costumes to beautify the festival. Bida, a city of attraction. This durbar festival is usually held during the celebration of muslim festivals in two major cities at different time, a day and five days after sallah id-el-fitri and ide-el kabir in minna and bida respectively, this durba promotes understanding, unity, and peaceful co existence within the cities, however, different groups from non indigenes residing in bida, such as Igbo community, Yoruba community, Idoma community, Igala community as well as representatives of all the district in Bida all participate in the memorable fiesta.
It will interest whoever comes across this peace to become aware that this city situated in the power state is a place to be, a place to visit. The State itself is sorrounded by tourist sites, like, Gurara water falls, zuma rock, the moving rock, soje hut, bonu village, to mention but a few.
Furthermore, My wonderful city has not lagged behinde in the path of Agriculture, the people of this town do alot of rice, they are highly known for mass production of local rice and alot more. They however, do alot more in the processing of fried groundnut to extract the oil from it, which is popularly known as groundnut oil, and the remains of it called “kulikuli”.
The kuli kuli which is mostly used in taking garri, mostly in the northern parts of Nigeria. The enriched town, is also a mass producer of kuli kuli.
Having known that Bida is an overwhelming city and a land of pride and integrity, it is a site of attraction and the home of Nupe people and also other people from different ethnic society, it is paramount to give credit to the blessed city for all that it contains. For me, there are only two great and remarkable cities in Nigeria, Bida and others.
Staffing / staff strength
Bida local government area council has an administrator and other employees there are 25 middle management staff as well as 500 intermediate and junior or members.
1.3 STATEMENT OF THE GENERAL PROBLEM
The research work is carried out to look into the problem that leads to collective bargaining concept in Bida local government council. Conflict occurs as a result of one-party not respecting the right of another party. In most cases the welfare of employees are not properly taken care of by the management. To forestall a breakdown of law and the disturbance of peaceful working environment collective bargaining is always used. This means that the two parties in conflicts must come to terms on the issues that is at stake. The questions therefore are: is collective bargaining being made used of both the management and the employees? To what extent is it employed, is it being used and how effective is it?
1.4 OBJECTIVE OF THE STUDY
The objectives of this research work are as follows:
1. To highlight the benefits to be derived from effective collective bargaining towards organizational development
2. To ascertain why, how and when collective bargaining should be carried out
3. To show current collective bargaining practices have assisted immensely in local government disputes
4. To provide appropriate recommendation and suggestion for future resolution of industry disputes
1.5 SIGNIFICANCE OF THE STUDY
a. The study will help individuals, employees and employers a like to know or identify their shortcoming and appropriate measures to be undertaken to find solutions to them.
b. The study will stimulate and consolidate viable policies on government parastatals, independently of any established institution and civil service to enhance their efficiency and development
c. Finally, to provide basic for future research analysis and as well as broaden knowledge and experience
1.6 STATEMENT OF HYPOTHESIS
A hypothesis is a conjectural preposition and informed intelligent guess about the solution to a problem. It is an assumption or position whose veracity and validity is to established.
Ho: Collective bargaining is not an effective tool for resolving local government disputes in Bida local government council
Hi: Collective bargaining is an effective tool for resolving local government disputes in Bida local government council
1.7 SCOPE OF THE STUDY
The subject, dispute is a very wide area in industrial relations management and there are many approaches to resolving local government disputes in organizations. However, the researcher has chosen to limit the research effort to the collective bargaining approach of forestalling and resolving industrial dispute in organization. Also there are many organizations in Bida local government metropolis, the researcher has also limited the investigation to Bida local government council been the premier hotel in the north in general and Bida local government in particularly.
1.8 LIMITATION OF THE STUDY
Research work of this nature is bound to be constrained by a number of factors. Prominent among these factors is the reluctance of most staff of the hotel to accepting questionnaires from the researcher inspite of the plea. Those who accepted did not create time to fill the questionnaire and some did filled the questionnaires without much seriousness. However, the researcher was able to retrieve thirty (30) questionnaires which were eventually analzed by the researcher.
1.9 DEFINITION OF TERMS
Below are some terminologies which researcher deems fit to clarify as contents of the study.
Organization: This is coming together of two or more people in order to achieve a set goal and objective.
Conflicts: Conflict can be defined as a competition and fight for control predominantly when resources are scare.
Strike: This is a temporary withdrawal or withholding of labour power with a hope of raising its price by improving the payment of wages and other conditions of employment.
Lockout: This refers to management refusal to allow employees to work.
Management: Management is the efficient and effective way of getting things done through people
Negotiation: Is a communication or discussion to reach agreement between two arties or to resolve their obstacle.
Production: This is the process of transforming resources such as raw materials, labour and capital goods into finished product on services
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