EFFECT OF LABOUR RELATIONS, TRADE UNIONISM AND WAGES ON EMPLOYEE WORK ATTITUDE

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EFFECT OF LABOUR RELATIONS, TRADE UNIONISM AND WAGES ON EMPLOYEE WORK ATTITUDE

Chapter One: Introduction

1.1 Background of the Study
Employee rights have traditionally been maintained worldwide through effective labour relations and trade union operations, which have proven to be beneficial in moulding employee work attitudes (Trevor, 2006). However, labour relations entail the practice of handling unionised job conditions (Heery, 2011). Proper handling of such relations should improve staff morale.

A trade union is a group of workers who have banded together to achieve common goals such as protecting the integrity of their trade, improving safety standards, obtaining higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and improving working conditions.

This may be observed in the outcomes of trade union strikes in Nigeria, which consistently result in salary and wage increases for workers. These pay, in turn, have served as a strong motivator for workers to improve their performance.

The trade union’s leadership negotiations with the employer on behalf of union members (rank and file members) and negotiates labour contracts with employers (Trevor, 2006). The most prevalent goal of these groups or unions is “to maintain or improve the conditions of their employment.”

This may include salary negotiations, work regulations, complaint procedures, rules regulating employee hiring, firing, and promotion, benefits, workplace safety, and policies.

Trade unions have typically had a constitution outlining the administration of their bargaining unit, as well as governance at various levels of government depending on the industry, which legally ties them to their negotiations and operations (Gall, 2003).

Labour relations are the norm in situations where no trade union exists. It is critical that professionals providing the same services band together and put a collective demand on the employee when the necessity arises. If labour relations are correctly managed, they will almost always result in enough and timely wages.

The leadership of a trade union negotiations with the employer on behalf of its members to negotiate employment terms and conditions. This may include salary negotiations, work regulations, complaint procedures, rules regulating employee hiring, firing, and promotion, benefits, workplace safety, and policies.

The agreements reached by union leaders are binding on the entire membership, the employer, and, in some situations, other non-member employees (Thomas and Daryl, 2012).

An inventive alternative technique compares productivity based on corporate governance (Hsu, M.K 2003). The researcher also believes that good earnings should have a positive impact on workers’ attitudes.

Salary and wages are the sums of money paid by an employer to an employee in exchange for services provided over a time period agreed upon by both parties. Wages are paid daily, while salaries are paid weekly, fortnightly, or monthly.

Esien (2002) went much further in distinguishing between wage and salary. He stated that “in the past, there were important distinctions between wages and salaries, but today, the words are used interchangeably, reflecting the convergence of methods of paying skilled and unskilled employees that has occurred over 40 years.”

A salary was defined as a fixed annual sum paid monthly. In contrast, wages were changeable weekly payments (typically paid in cash) whose value fluctuated due to overtime, bonuses, and piecework rates.

Salaries were established individually; salaries were negotiated through management/union collective bargaining (LRD, 2009). Today, however, many salaried workers are unionised and paid according to union-negotiated compensation scales with annual increases

whilst a huge proportion of wage earners now earn relatively steady time-based wages. Based on all of this, the study investigates the impact of labour relations, trade unionism, and pay on employee work attitudes.

1.2 PROBLEM STATEMENT.
Labour relations and trade unionism play a vital role in Nigeria by organising to protect and promote the interests of their members in particular, and workers in general. It generally pursues the broad goal of providing consistent employment, which the employer may be unable to provide to the workers on his own.

To achieve this aim, workers may need to take political action through their unions to ensure full employment. The researcher is concerned about the fact that many trade union actions have resulted in wage increases and other benefits in Nigeria, but others have resulted in discrimination and intimidation of active union members

as well as other threats to their lives. This study is therefore looking into the impact of labour relations, trade unionism, and pay on employee work attitudes.

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