APPRAISAL OF THE STRATEGIC MANAGEMENT PRACTICES IN NIGERIAN BANKING ORGANIZATIONS SELECTED STATE MANAGING INDUSTRIAL DISPUTES IN THE NIGERIAN UNIVERSITY SYSTEM A FOCUS ON ENUGU STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY (ESUT) AND UNIVERSITY OF NIGERIA NSUKKA (UNN)

ABSTRACT

This study captioned: Managing Industrial Disputes in the Nigerian University system

–  a  focus  on  Enugu  state  University  of  Science  and  Technology  (ESUT),  and University  of Nigeria,  Nsukka  (UNN)  is aimed  at finding the causes,  effects and solutions to the ever-increasing crisis and industrial disputes that have bedeviled the university system over the years. The Nigerian university system, which was designed and  packaged  to  be a fulcrum  for  national  Development  has  witnessed  so  much industrial unrest which has given rise to disruption of academic calendars, production of substandard graduates, intellectual ineffectiveness, examination fraud, loss of man- hours, loss of income, erosion of university autonomy, dismissal of vocal unionists who dared to challenge the university management, brain drain, increase of cultism and cultist activities and in fact, general deterioration of the educational industry. To this end, the  Researcher adopted both the historical and surveys research methods. The  data  used  in  making  analysis  was  collected  mainly  through  questionnaires, interviews and review of related literature. Respondents were also selected by means of simple random sampling which gives every member of the universe equal chances of being selected. Analysis was carried out using tables, simple percentages and Z-test for Proportions. A total number of one hundred and six (106) respondents formed the population out of which ninety (90) respondents were selected as the sample, making use of Taro Yamane sample size formular. Out of the ninety (90) questionnaires that were printed and distributed, only eighty two (82) were properly filled and returned and  final  analysis  was  based  on  this  figure.  Based  on  the  analysis  made,  the Researcher discovered among other things that: (i) Good condition of service will stop brain drain and encourage exchange programmes among university lecturers globally, (ii)  That  the  national   strike  embarked  upon  by  the  Academic  staff  union  of universities   (ASUU)   in  the  year  2001   was  aimed   at  compelling   the  federal government to devote 26% of its annual budget to education in accordance with the UNESCO provisions, (iii) That trade unions confront management, not only because of issues affecting their members but also to see that the general condition of learning and  teaching  in the  Nigerian  university  system  is  improved  and  (iv) That  union activities  make  both  management  and  university  system  to  be  more  vibrant  and sensitive to the aspirations of the various stakeholders. On the basis of these findings, the   Researcher   therefore   recommended    among   others:   (i)   That   a    flexible organizational structure should be instituted to improve on the relationship between management and staff, (ii) That both Federal and State governments should endeavour to increase their budgetary  allocations to universities   to reflect 26%  of their  total budget as recommended by UNESCO, (iii) That systems approach  should be adopted in the management of industrial disputes within the university system so that workers will start to see themselves as vital parts of the university, thereby working harder to sustain  it  and,  That  the  general  condition  of  workers,  students  and  the  major participants of the  University community should be improved to make learning and teaching more effective and thus forestall industrial disputes and crisis.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF STUDY

University  worldwide  is  regarded  as  the  citadel  of  Knowledge;  the  fountain  of intellectualism; the most appropriate ground for the intellectual incubation of leaders of tomorrow. According to Ike (1999:1), a university fulfils, one major function: it is a knowledge and value provider. It stands or fails in its ability or inability to deliver on this criterion.  According to Magna Charta  Universitatum,  “the university is an autonomous  institution  at  the  heart  of  societies  differently organized  because  of geography and historical heritage; it produces, examines, appraises and hands down culture by research and is an enterprise that serves multi disciplinary purposes. This, according to Nwankwo (2000:25) explains why merit has been, the watchword in the university system-a system where a student must first be certified worthy in character and learning before being admitted  into the Honours Degree Flail. Universities are key actors in  national development,  more so in Africa than in other regions. Their roles in research and information transfer are critical to economic development and social   progress.   This   explains   why   the   federal   government   of   Nigeria   in acknowledging  the  university  as  the  fulcrum  for  national  development,  set  up  a commission  headed  by Chief Gray Longe in 1992  to review  Higher  education  in Nigeria  with particular  reference  to  Universities  in Nigeria.  The  commission  was given terms of reference amongst which were;

i.     To re-examine the developmental roles of universities in developing countries such as Nigeria.

ii.      Determine the middle and higher level manpower supply and demand of the country,  and  advise  in the area  of under/  over  production  and  under/over utilization of the same.

iii.      Examine the availability and adequacy of academic staff in universities.

iv.      Investigate the nature, sources and criteria of funding in higher  educational institutions  (especially  Universities)  with a view to  improving the situation and  guaranteeing  steady  source  of funds  for  optimal  functioning  of  these institutions.

v.      Review the general conditions of staff in higher educational institutions such as salaries, pensions and retirement benefits, housing loans etc, especially in relation to other arms of the public service and private sector and particularly to stemming the brain drain phenomenon.

vi.      Review  the criteria  for  appointment  of administrators,  including  the  Vice- Chancellors,  provosts, Rectors, Registrars and other Principal  officers, their terms of their appointment.

The Commission held special sessions with a number of eminent personalities  and educationist  from  whose  knowledge  and  experience  of the  educational  system  in Nigeria it benefited immensely. Finally, the commission defined higher education as the  type  of  education  in  higher  educational  institution  especially  in  universities (conventional and specialized), which produce high level and middle level manpower, but not specialized, institutions set up by professional bodies.

The commission also noted that the goals and objectives of universities among others include;  teaching,  research  and  public  service.  The  commission   observed  that Nigerian universities had established standards comparable to the best in other parts

of the world. The commission, however, frowned at the discovery that the following physical conditions are still the trade marks of the Nigerian Universities;

i.     Dilapidated workshops equipment in most of the higher institutions,

ii.      Inadequate  facilities such as libraries,  lecture rooms, laboratories  and  work farms.

The commission was also appalled by the fact that universities  have not  achieved much in terms of the goals and objectives  for which they were set  up, owing to incessant disruption in the academic flow chart caused by strike  actions, industrial unrest, students hooliganism, political instability, etc.

Based on these discoveries, the commission recommended among others, that;

i.     The university education as the apex of the system of higher education should play a leadership role in the nation: providing people of special qualification and motivation,

ii.      University education is not a merely means to earn a living. It should  also equip the individual to the highest level of his ability, with the intellectual and physical skill which he requires to be an innovative, creative, and self- reliant member of the society,

iii.      The university, because of its key role in the overall economy should always encourage   and   facilitate   industrial   harmony   and   provide   a   conducive atmosphere for learning and attainment of other goals and objectives.

The Government on its part accepted these recommendations and thus, commented as follows:

i.     That  universities  should  undertake  periodic  reviews  of  programmes  and

activities to meet national priority goals as defined from time to time.

ii.      In order to develop closer academic/ industrial relationship  and also  ensure that the programmes  of tertiary institutions  are relevant to the  needs of the industry  and  the  national  economy,  there  should  be   regular  interaction between the institutions,  the employers  of their  products,  and the National manpower Board.

iii.      The Government on its own part should render its lawful obligations to  the universities  by providing funds, research grants, the required  infrastructures (roads,  laboratories,  libraries,  electricity,  telephone),  a  conducive  learning environment and allowing universities to operate autonomously by ensuring that government does not interfere with the university Administration,

iv.      To encourage  industrial  harmony in the Higher  educational  institutions  by passing laws that will preserve the rights of various interest groups within the university   system,   especially   organized   trade   unions    and    employers association.

This is however, the general picture of the events that surround the university system in Nigeria. We shall examine at the appropriate chapters of this work how far these major actors in industrial dispute have discharge their respective obligations in order to reduce the rate of industrial disputes in the Nigerian universities.

1.2     STATEMENT OF THE PROBLEM

Over  the  last  twenty  years  in  Nigeria,  the  educational  system  has  witnessed  an unprecedented  industrial unrest and so many official assaults than any other  social institution. According to Onuoha (2001:8), this is so perhaps, because of its strategic place both in the nation’s hierarchy of priorities and its considered role as a veritable machine for development. In his own contribution, Nwankwo (2000:37) opined that

Nigerian educational institutions, characterized by military intervention in governance have witnessed untold negative political interference and a seemingly calculated move to submerge it in the river of irrelevance. He further argued that universities are seen by those in authorities as a burden and as institutions to be exploited and left desolate. Consequent  upon  this  development,  our   universities  he  posited,  have  become aberrations  of themselves.  The  manifestations  are in form of cultism,  brain drain, under  funding  by  government,  erosion  of  academic  freedom,  general  insecurity, dilapidated structures, non-payment of university staff salaries. These are indications that all is not well with the Nigeria university system.

The incessant strikes closures and boycotts of lectures and work by academic  and non-academic  staff  in  our  universities  are  also  evidences  that  there  is  strained industrial relations in the Nigerian university system.

In the  light  of the  above  facts,  the  Management  of these  universities  have  been confronted with the following problems:

i.      To find the causes of the deterioration in relationship between the labour  and

Management.

ii.      To find ways of improving such deteriorated relationship in order to move the education industry forward.

The  labour  unions  on  their  own  side  are  constantly  worried  on  the   possible consequences   and  implications   of  industrial  disharmony,   while   government   is confronted  with  the  problem  of  how  to  minimize  the  rate  of  instability  in  the university system  and how to  ensure that its policies  are  adequately implemented especially those ones affecting education in Nigeria.

The sources of discontent in our university system is exhaustive. According to Akpala (1982:56) it has bearing with present economic situation in the country, our political history and inheritance, authoritarian attitudes of both the government and university management towards labour issues, the presence of obsolete labour laws, corruption in all segment of the society, mal-administration, class conflict and struggle, struggle for survival,  etc. Also, in the list of the  problems  is the inability of the Nigerian Universities  to actualize the objectives  for which they were established,  such as a training high caliber manpower etc. It was on the basis of the above problems that the researcher was motivated to conduct this research work to find out the true position of things in the Nigerian university system and to state the facts as they are without any bias and to proffer some solutions.

1.3 OBJECTIVES OF THE STUDY

This study had the following objectives:

i.   The determination of the causes of industrial disputes

ii.  The determination of ways to ensuring industrial harmony in the future.

iii. To find out the consequences/implications  of industrial unrest in the Nigerian

University System.

iv.  The determination of factors stalling worker participation in decision making. v.   To know the strategies used by:

a.   The university management b.   The trade unions

c.   The government in solving industrial disputes in the Nigerian University

System.

vi.  To determine the frequency of industrial disputes in the Nigerian University system

vii. To know how industrial disputes could be managed

1.4     RESEARCH QUESTIONS

This  research  work  will  enable  the  researcher  to  come  up  with  answers  to  the following research questions namely:

i.     What are the likely causes of industrial disputes in the Nigerian University

System?

ii.      What are the ways of ensuring industrial harmony in the future?

iii.      What are the consequences/implications  of industrial unrest in the Nigerian

University System?

iv.      What are the factors that militate against workers’ participation  in  decision making?

v.      What are the strategies used by:

a.   The university Management

b.   The Workers’ Union (Trade Union)

c.   The Government in settling industrial disputes in the Nigerian University

System?

vi.      How often does trade dispute arise in the Nigerian university System?

vii.      How can industrial disputes be managed?

1.5     FORMULATION OF HYPOTHESES

The following Hypotheses relate to the study:

1.              Ho:        There is no difference in the proportion of Staff of ESUT and UNN  who  are of the opinion  that  industrial  crisis  is independent  of University Management.

Hi:      There is difference in the proportion of staff of ESUT and UNN who are

2.		of  the  opinion  that  industrial  crisis  is  independent   of   University   Management.   Ho:   There is no difference in the proportion of the staff of both
	Hi:	ESUT and UNN who are of the opinion that industrial Disputes in the Nigerian University System are dependent on Management indifference to union needs. There is difference in the proportion of the Staff of both ESUT   and UNN who are of the opion that industrial Disputes in the Nigerian University System  are  not dependent  on Management  indifference  to union needs.
3.	Hi:	Ho:    There is no difference in the proportion of staff of ESUT arid   UNN who are of the opinion that Trade unions contribute to Industrial   Disputes.   There is difference in the proportion of staff of ESUT and

UNN who are of the opinion that Trade Unions Contribute to industrial

Disputes.

1.6     SIGNIFICANCE OF THE STUDY

A study on industrial relations would not only be beneficial to the state, employers of labour and employees but to the society as a whole. Labour issues have bearing with integrated   national   planning.   It   contributes   to   manpower   development,   and harmonized   industrial   relations   which   promotes   rapid   economic   development. Besides, a peaceful industrial atmosphere is required to actualize the noble objectives for which universities were set or established to achieve.

The research work is significant in a number of ways which include:

i.   With the introduction of the concept of management in industrial disputes, the research has contributed to the pool of knowledge already available and thereby adding to the existing literature.

ii.  Following the discovery of a fault in the process of collective bargaining, it will spur and support other researchers in the area of collective bargaining.

iii. The  study  is  significant  to  the  state  and  federal  governments  who  will appreciate that the inability to implement the joint decisions reached has been a source of dispute in the University System.

iv.  The study is significant to University Management who are now in vantage position  to  apply  management  by  consultation  in  all  issues  involving labour.

v.   The study would also benefit labour unions who in the course of this research would understand that even though their demands are  imperative  in line with the economic realities, must consider the lean resource of the state and the position of management before embarking on strike.

Under  a  democratic  setting,  industrial  relations  is  a  different  issue.  Democracy promotes freedom and guarantees conducive atmosphere for  expression of feelings. But such rights should not be abused or suppressed  into  witch hunting for selfish interests. We must demand for what is right so long as it is within the labour laws and what is right must be done so long as it is within the  state resources. This research work will also be beneficial to the researcher  as it is a requirement for award of a higher degree to the researcher.

1.7       SCOPE OF THE STUDY

The scope of a study is the research boundary. This research focuses on industrial

disputes in the Nigerian university system. Emphasis is laid on the management  of industrial dispute with a view to identifying  the causes, the dimension and  socio- economic implications of industrial disputes in our society.

The  scope  also  revolves  on  the  machinery  of  reaching  collective  bargain  and identification  of  parties  and  their  objective  as  it  relates  to  tripartisrn  in  labour relations.

The scope of the study will be limited to universities in Enugu State. The  research work will pay attention to Enugu State Univesity of Science and Technology (ESUT) and University of Nigeria Nsukka (UNN).

1.8       LIMITATIONS OF THE STUDY

Hardly would a research study be concluded without constraints. In a country such as ours where bureaucracy and red-tapism act as constraints in the flow of information and where there is inaccurate data and statistics,  there really has to  be a problem. Specific instances of constraints related to the data system would include:

    Low quality data and inadequate recording devices

    Lack of standardization in data recording and formats

    Inadequate data collection and handling procedure

    Lack of Research Skills

    Privacy of information considerations

    Budgetary limitations

    Lack of incentives and motivation

An impediment to research optimization occasionally arises because it is impractical to analyze the entire problem.   This Situation may arise due to lack of resources to do

total  analysis,  the  extreme  complexity  of  the  entire  analysis,  the  organizational structure, and other factors prevented  the researcher  from  carrying  out an in-depth research work.

1.9     DEFINITION OF TERMS

Bouycott: This means refusal of wage earners to have dealing with or to patronize, a business organization when there is an organized labour grievance. Collective Bargaining: This simply means all methods by which groups of workers and  relevant  employers  come  together  to  attempt  to  reach  agreement  in  matters concerning labour rules and conditions of service.

Employee/Worker:  This is any person  who  is not a manager  and who  works  for another in any organization for fixed wages.

Employer:   This  means  the  owner(s)   of  work.  This  can  be  business   owner, organization,  partnership,  sole  proprietorship,  private  or  public  limited  company, government etc.

Industrial  Relations:  A tripartite  relationship  involving  three  parties  namely,  the owners of work, the employees or their representatives  and government agency for the purpose of setting job rules and regulations. Industrial Dispute:  When there is inability  among  the  participating  parties  in  industrial  relations  to  reach  peaceful agreement as it affects job rules and conditions of work generally.

Lock–out:  This  is  the  employer’s  action  of  closing  a  business  enterprise  for  the purpose of enforcing a demand on the employees by causing them to be thrown out of work.

Picketing: This means the action of striking workers to prevent other persons from taking their places in the plant or establishment and induce their colleagues who have not joined the strike action to do so.

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