Effect of Collective Bargaining on Industrial Disputes Management
Keywords:
Collective Bargaining Agreement, grievance handling, Joint Consultation, Industrial Dispute Management
Abstract
The industrial conflict appears to be a major problem hindering development in developing countries in general. It has been established that industrial disputes cause economic losses to organizations and poor relationships among employees and employers. Although conflict in an organization is inevitable, it should be understood that disputes between employees and employers must be reduced through mutually agreed mechanisms to a reasonable level that enables the creativity and performance of employees and the organization at large. This independent study paper seeks to review the effect of collective bargaining on industrial dispute management. The study will be guided by pluralism theory, Unitarian theory, systems theory, and human relations theory. The study concluded that collective bargaining agreement, joint consultation, and grievance handling are key tenets of industrial dispute management. The management and employee must embrace dispute management in totality to enhance industrial harmony, foster organizational performance, and enhance employee trust in management. It is recommended that all parties should respect the rights of each party in negotiation and that the agreement reached is documented and cited as the point of reference in resolving disputes. The study also recommends that management should strive to allow a give and take position while resolving conflicts, provide a grievance handling process that is timely and fair, involve both parties, and ensure that grievance capturing mechanism is readily available to all parties. The study further recommends that joint consultation committees, unions, and management should coexist to resolve any dispute which arises. In mutual coexistence environment, the organization is able to tap into the stock of ideas, which are available within the organization.
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References
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27. Mzangwa, S. T. (2015). Descriptive analysis of the theoretical perspectives in employment relations. Corporate Ownership & Control, 13(1).
28. Ngetich, P.K. (2016). Perceived effect of grievance handling procedure on employee performance at the Jomo Kenyatta foundation (Unpublished msc thesis, Univeristy of Nairobi, Nairobi, Kenya)
29. Njiraini, A., & Gachunga, H. (2015). Effects of grievance handling procedure on conflict management in Kenya: A case of Kenya national union of teachers. Strategic journal of business and change management, 8(2).
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33. Ogadmina, D. & Zwangina, C. (2019). Effect of grievance handling procedures on employees’ performance in Nigeria national assembly. Bingham University Journal of Business Administration.
34. Okpu, T. & Jaja, S.A. (2014). Joint consultation and worker’s commitment in Nigerian banking industry. International journal of business and management, 9(3).
35. Omodan, B.I., Tsotetsi, C.T., & Dube, B. (2020). Analysis of human relations theory of management: A quest to re-enact people’s management towards peace in university system. SA Journal of Human Resource Management,18 (0).
36. Onyebuchi, O., & Uchechi, N.E. (2019). Impact of employee grievance management on organizational performance. International journal of economics and business management, 5(1).
37. Opara, O.U(2013). Governance, collective bargaining and peace culture in labour relations in Nigeria. International Journal of Development and Management Review, 8(1).
38. Raj, A., & Rani Salian, D. (2021). Collective Bargaining: A Tool for settling Industrial Disputes. Christ University Law Journal, 10(2), 43-65. https://doi.org/10.12728/culj.19.3
39. Ramlal, P & Mozumder, Sajal. (2016). Understanding the role of employee grievance handling procedure, related labour legislations to tackle it and emerging area of employee grievance - A theoretical approach. I J A B E R, 14 (12), 8683-8689.
40. Rathnamma, R., & Rajendra, P.T. (2017). Industrial Disputes in India - An Analysis. Shanlax International Journal of Economics.
41. Sawe, N., Kimutai, G., & Kemboi, A. (2018) The influence of collective bargaining agreement structures on tripartite employment relationships in manufacturing companies in North Rift Counties. (Unpublished Msc thesis, Kisii University, Kenya).
42. Tapukiwa, N., & Sheifa, T.C. (2019). Collective bargaining: A Catalyst for dispute resolution between employers and employees in the retail industry in urban Mutare. Ushus-journal of business management, 18, 1-13.
43. Tharuka, W.M.V., & Sajeevanie T.L. (2020). The impact of grievances handling procedure on job satisfaction: a study of lower level managers in a selected private bank. Sri-Lanka. international journal of creative research thoughts, 8(10).
44. Tubey, R. Rotich, J.K., & Bundotich, M. (2015). An Overview of Industrial Relations in Kenya. Research on Humanities and Social Sciences, 5 (6).
2. Adikaram, AS.(2016). Giving Knowledge Workers a Voice through Joint Consultative Councils. South Asian Journal of Human Resources Management.3(2):154-172. doi:10.1177/2322093716642884
3. Adeoti, O., Babatunde, M., & Sanjo, O. (2020). Organizational conflict and organizational performance in multinational companies. African Journal of Institutions and Development, Ife, 1(11).
4. Agbo, M.U. (2020). Effects of Collective Bargaining on Conflict Resolution in organizations (A study of Juhel pharmaceutical company Enugu, Enugu state, Nigeria. International journal of economics and business management, 6(2).
5. Akhaukwa, P.J., Maru, L., & Byaruhanga, J. (2013). Effect of collective bargaining process on industrial relations environment in public universities in Kenya. Mediterranean journal of social sciences, 4(2).
6. Badekale, A.F., Ngige, C.V., & Hamman J.I. (2016). Assessment of the impact of industrial disputes on teaching effectiveness of academic staff in Adamawa state polytechnic, Yola, Nigeria. International Journal of Capacity Building in Education and Management, 3(1).
7. Binyanya, D. (2021). Conflict management styles and employee performance in hospitals. European Journal of Conflict Management, 2(1), 60- 95.
8. Onyeizugbe, C.O., Aghara, V., Olohi, E.S., & Chidiogo, A.P. (2018). Industrial Harmony and Employee Performance in Food and Beverage Firms in Anambra State of Nigeria. International Journal of Managerial Studies and Research (IJMSR), 6(6).
9. Cullinane, N., & Dundon, T. (2012): Unitarism and employer resistance to trade unionism, The International Journal of Human Resource Management, DOI:10.1080/09585192.2012.667428
10. Do, T., & Pham, H.S. (2021). The Impact of Collective Bargaining on the Income of Employees: An Empirical Study in Vietnam. Journal of Asian Finance, Economics and Business, 8(5), 0873–
11. Dobbins, T., Hughes, E., & Dundon. T (2021). Zones of contention’ in industrial relations: Framing pluralism as praxis. Journal of Industrial Relations, 63(2) 149–176
12. Elenwo, N.W. (2020). Industrial Conflict and organisational Performance: A Study of Oil Companies in Rivers State, Nigeria. Gusau International Journal of Management and Social Sciences, Federal University, Gusau, 3(1).
13. Emmanuel, O.O (2021). The Application of Elton Mayol's Human Relations Theory and Douglas McGregor’s Theory X and Y to Achieve Organization Objectives. Arabian Journal of Business and Management Review, 11(4).
14. Eromafuru E. G., Akobundu E. G., & Egbule, S. (2020). Organizational grievance handling procedures and contextual performance of employees of Nigerian money deposit Banks. International Journal of Management, 11(10), 23-38.
15. Gomathi, S. (2014). A Study on grievance management in improving employee performance in a Pvt enterprise. Mediterranean Journal of Social Sciences, 5(20).
16. Gathongo JK and Ndimurwimo LA (2020). Strikes in Essential Services in Kenya: The Doctors, Nurses and Clinical Officers' Strikes Revisited and Lessons from South Africa. PER / PELJ (23) - DOI http://dx.doi.org/10.17159/1727- 3781/2020/v23i0a5709
17. Gomez, R., Barry, M., Bryson, A., Kaufman, B., Lomas, G., & Wilkinson, A. (2019). The ’Good Workplace’: The Role of Joint Consultative Committees, Unions and HR Policies in Employee Ratings of Workplaces in Britain. Journal of Participation and Employee Ownership.
18. Heery, E. (2016). British industrial relations pluralism in the era of neoliberalism. Journal of Industrial Relations, 58 (1), 3-24.
19. Jayeoba, F. I., Ayantunji, O. I., & Sholesi, O. Y. (2013). A critique of the systems theory of JT Dunlop. International Journal of Academic Research in Economics and Management 1022 Sciences, 2(2), 97–106.
20. Jules, S., Kwake, A. K., & Mwangi, W. F. (2021). Grievance Management Mechanisms and Employees Performance in Tubura Social Enterprise in Rwanda. Journal of Human Resource & Leadership, 5(1), 72-87
21. Karimi, M.J., & Nyawira, C. (2019). Trade unions campaigns and organizations performance in the health sector in Kiambu county. Journal of language technology & entrepreneurship in Africa, 10(1).
22. Kagwiria, B. (2019). Workplace Conflict Management Strategies and Performance of Telecommunication Industry in Kenya.
23. Kaufman, B. (2004), The Global Evolution of Industrial Relations: Events, Ideas and the IIRA, International Labour Office, Geneva
24. Kibe, J. W. (2014). Factors affecting settlement of industrial disputes by the Kenya national union of teachers (KNUT). (Unpublished MSC thesis, University of Nairobi, Nairobi, Kenya).
25. Keith Abbott (2006). A Review of Employment Relations Theories and their Application. Problems and Perspectives in Management, 4(1)
26. Musyoka, A. K. (2013). Industrial Unrest and its Impact on the Performance of County Governments In Kenya: a Study of Nairobi County. (Unpublished Msc thesis, Kenyatta University, Nairobi, Kenya).
27. Mzangwa, S. T. (2015). Descriptive analysis of the theoretical perspectives in employment relations. Corporate Ownership & Control, 13(1).
28. Ngetich, P.K. (2016). Perceived effect of grievance handling procedure on employee performance at the Jomo Kenyatta foundation (Unpublished msc thesis, Univeristy of Nairobi, Nairobi, Kenya)
29. Njiraini, A., & Gachunga, H. (2015). Effects of grievance handling procedure on conflict management in Kenya: A case of Kenya national union of teachers. Strategic journal of business and change management, 8(2).
30. Ntabo, V., & Oyogo, A.A. (2015). Influence of grievance handling process on conflict management in public universities in Nakuru County, Kenya. European Journal of Business and Management, 11(30).
31. Nzuve, S.N.M., & Kiilu, L. M. (2013). Causes of industrial dispute: A case of the garment factories at the Athi-river export processing zones in Kenya. Problems of Management in the 21st century. 6, 48-49.
32. Ochieng, L. A., & Juma, D. (2019). Influence of formal grievance procedures on employee retention in Kenya’s devolved units: A case study of Kisumu County. The strategic journal of business & change management, 6 (2), 2272 – 2285.
33. Ogadmina, D. & Zwangina, C. (2019). Effect of grievance handling procedures on employees’ performance in Nigeria national assembly. Bingham University Journal of Business Administration.
34. Okpu, T. & Jaja, S.A. (2014). Joint consultation and worker’s commitment in Nigerian banking industry. International journal of business and management, 9(3).
35. Omodan, B.I., Tsotetsi, C.T., & Dube, B. (2020). Analysis of human relations theory of management: A quest to re-enact people’s management towards peace in university system. SA Journal of Human Resource Management,18 (0).
36. Onyebuchi, O., & Uchechi, N.E. (2019). Impact of employee grievance management on organizational performance. International journal of economics and business management, 5(1).
37. Opara, O.U(2013). Governance, collective bargaining and peace culture in labour relations in Nigeria. International Journal of Development and Management Review, 8(1).
38. Raj, A., & Rani Salian, D. (2021). Collective Bargaining: A Tool for settling Industrial Disputes. Christ University Law Journal, 10(2), 43-65. https://doi.org/10.12728/culj.19.3
39. Ramlal, P & Mozumder, Sajal. (2016). Understanding the role of employee grievance handling procedure, related labour legislations to tackle it and emerging area of employee grievance - A theoretical approach. I J A B E R, 14 (12), 8683-8689.
40. Rathnamma, R., & Rajendra, P.T. (2017). Industrial Disputes in India - An Analysis. Shanlax International Journal of Economics.
41. Sawe, N., Kimutai, G., & Kemboi, A. (2018) The influence of collective bargaining agreement structures on tripartite employment relationships in manufacturing companies in North Rift Counties. (Unpublished Msc thesis, Kisii University, Kenya).
42. Tapukiwa, N., & Sheifa, T.C. (2019). Collective bargaining: A Catalyst for dispute resolution between employers and employees in the retail industry in urban Mutare. Ushus-journal of business management, 18, 1-13.
43. Tharuka, W.M.V., & Sajeevanie T.L. (2020). The impact of grievances handling procedure on job satisfaction: a study of lower level managers in a selected private bank. Sri-Lanka. international journal of creative research thoughts, 8(10).
44. Tubey, R. Rotich, J.K., & Bundotich, M. (2015). An Overview of Industrial Relations in Kenya. Research on Humanities and Social Sciences, 5 (6).
Published
2022-08-01
How to Cite
Ukokhe, E. S., & Florah, O. M. (2022). Effect of Collective Bargaining on Industrial Disputes Management. European Scientific Journal, ESJ, 7(1), 585. Retrieved from https://eujournal.org/index.php/esj/article/view/15653
Section
ESI Preprints
Copyright (c) 2022 Egesa Simon Ukokhe, Olouch Mercy Florah
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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