A case study of federal Polythecnic Offa

ABSTRACT

This is the study of the impacts of labour union on organizationn

productivity in federal Polythecnic, Offa Kwara This study is to
determine the impact of labour union on employers productivity, to
determine employees level of management towards the labour unions , to
identify challenges in the implementation of labour union in the
organisation . This study was to both academic and non academic staffs,
of federal Polythecnic Offa. Reseach questions and interview guide were
developed and distributed to sample 341 workers, the academic staff as
well as management staffs response were received from the entire
sample. The labour union has possitively impact on the [Link]
organisation needs to put more focused on labour unions. The
organisation has to encourage insurance of employees office, office
should be ventilated and illuminated. There should be orientation to new
employees in other to educate them on equipment handling from time to
time.. The participation of labour union increases productivity in the
organisation, the labour union uses collective bargaining to ask for the
right of the [Link] union has a great and important role to play
in the survival of any [Link] any organization to increase its
productivity in the compelling must take labour union into considuration
for increase in productivity .
TABLE OF CONTENTS
Title page i
Certification. ii
Dedication. iii
Acknowledgement iv
Abstract. v
Table of content. vi

CHAPTER ONE INTRODUCTION

1.1. Background to the study. 1
1.2. Statement of problem 2
1.3. Objectives of the study 3
1.4. Research questions. 3
1.5. HYPOTENSIS OFTHE STYDY. 3
[Link] of the study 3
1.7. Scope of the study 4
1.8. DEFINITION of terms. 4

CJAPTER TWO LITERATURE REVIEW AND THEORETICAL

FRAMEWORK
2.1. Introduction. 7
2.2. Conseptual Review 7
[Link] Review 18
2.4. Theoritical framework. 20

CHAPTER THREE. RESEARCH METHODOLOGY

[Link] 28
3.2. Reseach design. 28
3.3. Population of the study 28
3.4. Samling size and samle technic . 28
3.5. Sourceand method of data collection . 30
3.6. Validity and realiabity of instrument. 30
[Link] of data analysis. 31

CHAPTER FOUR DATA PRESENTATION

4.1. Intduction. 32
4.2. Resonse Rate. 32
4.3. Demographic characteristics of respndent 32
4.4. Data analysis. 35
4.5. Discussion of findings. 37

CHAPTER FIVE . SUMMARY, CONCLUSION AND

RECOMMENDATION
5.1. Introduction 39
5.2. summary and conclusion. 39
5.3. Recmmendation. 40.
54. Lmmittions of the study. 40
5.5. Suggestion for further studies. 41

Reference. 42
Appendix. 44

CHAPTER ONE.

INREODUCTION

1.1. BACKGROUND OF THE STUDY

Labour uniona play an important role in an organisation on the sense that
is the management of human resources. Labour union as an aspect of
industrial relation can be defined as the aspect of rheanagement which
involves procuring trending of developing organisation and efforts to
achieve its objectives, it can also be defined as yhe management of rhe
people in an organosation [Link] dedinariom the imppetamt concept ro
note are. management, labour and organision. This topichas got to do
with industrial relation in Nigeria. Practically alll major works by
Nigerians authors have adopted the system approach as an appropriate
frame of analysis

THE IMPORTANT ELEMENT ON THE NIGERIA SYSTEM OF

INDUSTRIAL RELATION is the environment which influence the
actors as well as their goes, ideaology and power or input. These in turn
influence the behaviour of actors especially in the process of making
rules which could either be procedural or [Link] behaviour and
output are influenced directly and indirectly by the environment and in
turn, the emerging [Link] rhe actors.

In Nigeria society, Ty he behavioural expectations of orker and the

management personnel, as well as the governme t ofdicials, the
employers are seen as traditional systems of fathers or elders, or these
reasons yhe superiors does not accepts rhe workers as equal.
This pattern of leadership , seniority and authority defers from that of
western industrials society. Theories, research, policy and practice most
consciously [Link] account the [Link] workers, employers and
the society, it must also procide a workable and equitable balance of all
this interest.
Solomon Levine( 1958) as efined industrial relation as the respective role
of management labour and government in the process whxh relates
workers to employers, workers to workers and workers to work relation.
It was seen as an area of relationship between principal actors which
includes workers and their union or associations, managers or agencies
concerned with the workplace and work communities. Theories,
research, policy and practice must consciously take into account the
interest of the workers, employers and the society, it misy also ptovidr a
workable equitable balance of all these interest.

1.2. STATEMENT OF THE PROBLEM

Labour union has been a great concern to the government, employers
of labour, industrial owners, labour union, ondustrial relation, practionals
and societty as a whole. Hi ow to maintain an effective labour union in
an organisation has been expressed in form of suggestion in news papers
and [Link] the ast, it was argued that low producriviry is not due to
investment or irrelevant machinaries but evidence of idle capacity which
debunk the arguments on the level of investment . Low productivity may
become motivation for poor relationship beween the labour union
( workers) and management of the oganisation.
There have been reseaxh workcareied [Link] Nigeria regarding the
problem of labour management relations. Tjhis study would eamine the
issue weather there are attitude of managements, government and indural
owners on one hand yha haveeffects on organisation productiviry.
Sonce writer have observed that good elatoonship between labour and
employment might likely have effect on the organisation objectives and
society as a whole.
This study would examine weather Good relationship labour union can
be maintaines on an organisation and how ro minimize conflict within the
organisation . This research work also would examine weather the person
el manager( employers) can play rolein labour union in an organisation.
Finally, this pfohect would also look [Link] impact of the government as
one of he major a tor in industrial relations.

1.3. OBJECTIVES OG THE STUDY

The aim of the study is to determine the impact of labour union on
otganisation productivity d thespecidic objectives are as follows:.
I.. To examine the impacts of effective labour union on organisation
productiviry
ii.. T o determine the impact of conflicts management on organisation
productiviry
iii. To determine working conditions on organisation productiviry

1.4. RESEARCH QUESTION

The folowing questions of the study are follows;
I. Does effective labour union have impact on organisation productiviry?
ii. How does conflict management have interest on organisation
productiviry?
iii. To what extent does working conditions have impacts on organisation
productiviry?

1.5. HYPOTENSIS OF THE STYDY

HO1Effective labout union has no significant [Link]
productiviry.
HO2: Conflict managemrnt has no significant impact on organisation
productiviry.
HO3. Working conditions has no significant on organisation productivity.

1.6. SIGNIFICANCE OF THE STUDY

Parasternal because it will enable them to discover the loop holes in the
organisation by making reference to the study.
This study will also help the researcher a lot because it will impact
full .knowelege of labour union this , would be helpful in their other field
of endeavour .

1.7. SCOPE OF THE STUDY

This research focus on the impact of the labour union on organisation
productivity with particular reference to federal polythecnic Offa.
Moreover, this study will cover the roles and functions of abour union,
important of labour union, impact f comflct management on organisation
productiviry, detetmine working conditions on organisation productiviry,
this study will focused on academic and non academic staff union of
federal Polythecnic Offa, Kwara State ..

1.8. DEFINITON AND THEIORY

Labour van be defined as the exercise f Human physical and mental
power on particular risk., work. We could therefore sayl aboUr is all
human efforts of the body or mind that are undertaken for rewards
otherwise kown as wage and salaries.
Labour is that which requires hard work for it's accomplishment.
Union; An orfanized association of workers formed o protect and to
furthe their right and interest, a abour union,labour is t acy f uniting two
or more individuals or grou of people into one address common issues.

Labour union;An otganisation intended to represent the

collectiveinterest othe interest in recognition with employers, over wages,
working our, work condition. Labour union is often industry . specific
and tend more in manufacturing, mining, construction, transportation and
public sectors. is serious people that. is structured and managed to meet
the needs pursue collective goal. also it is said to be a group people or
other ledger entities with an exploit purpose and written rules.
productivity. an economic measure of output per unit i.e the rates at
which goodsand and service and are produced by a standard population of
workers. input input goods includes labor and capacity while output is
typically menture in revenue and order G.D.P. components such as
business inventory.
unskilled labor : this is the form of labor force that do not need to acquire
any former knowledge to perform job assigned to them,this type of labor
embrace those workers with little or no eduction,who use physical
energy to carry out their works.
organization productivity : is a business result that human resources can
positively impact
semi skilled labour:this type of labor combine both physical and normal
effects on carrying out products activities it includes workers with little
education and training hop to certificate or GCE and ssce. clerical work
such as typist and other middle level workers falls into this category.
skilled laboir: this is include the use of mental effect in carrying out
productive activities. it includes workers who make use of their effort in
carrying out their own aspect of products process these are workers with
higher education up to universitylevel and other [Link] kind of
administrative and managerial position this is includes: engineers,
lawyers, economist, accountant. etc.

CHAPTER TWO

LITERATURE REVIEW AND THEORICAL FRAMEWORK.

2.1 INTRODUCTION This chaptet cover literature review on labour

union. on organization, conceptual, definitions and empirical,and
theorical model research gap and conseptualand and theorical framework
.

2.2. COMSEPTUAL REVIEW

2.2.1. Labour Union
One of the conventional definitions of a labour union is that given by
web( 2017) as a continious association of wage earners for the purpose of
maintainig and improving he conditions f their working lifes. This
definitions highlit thre elements: continuties, or relatives , permanently of
organisation, a goal, improving conditions and eployments, the economic
and authority relatinship between two parties, workers and employer.
This element are also contained in section one of the Nigeria trade union
act(1973) which define a labour union as any combination of workers or
employers, wearher temporary or permanent,the purpose of which is to
regulate the terms and conditions of employemets of workers weather the
combination by reason of any of its purpose being in restraint of trade and
weather it's purpose of not included the provissin of benefit for it worker.
The Definarion recognition the right of employers to form of trade union
It's equate workers union with that of the employers; This limits labour
union to issue connected with working conditions in the workplace; gives
legal personality to unions and also immunes them from litigations in
relative permanency of organisation, a goal,improving conditions and
employement,the economic and authority relationship between two
parties,workers and employer. This elements ae also contained in section
of the Nigeria trade union act 1973 which define a labour union as a y
combination of workers or employers,weather temporary or permanent,
the purpose of which is to reguate thetems and condition of employment
of workers weather the combination by reason of any of its purpose been
in restraint and weather it's purpose of not included in provision of
benefits of its workers.
The definition recognize the right of emplyers to form trade unions. It's
equate workers union with that of the employers;; this limits labour union
to issues connected with working condition in rhe work place: give legal
personallity to unions and also immunes them from litigations in pirsuit
of their objectives.
It however, limit laboi union right in several respect e.g . exclunion of
certain civilian organisation from unin membership right to onammend
constitution.
Furthemore,otobo,(2017) defines labour union as a collective response of
working people exposed to the eceonomic deprivarion of an inhospotable
ociety and exploiting industrial and commacial elite.
Labours union has played an immensely positive role in the development
of mos p ost colonial states. They organise workers and advance theirr
interest n the context of exploitative labour relation. Tgey partixipate
axtively in the decolonization process, and they struggled aagainst neo-
colonial regimes to gain concessions so as to protect the socio- economic
interest of the working classes.
They often opposed management and corruption in the running of the
affairs of the state,and pursued a relatively, narionalist and unifying
peoject n contrast to the highly divisive politics of th post- colonial ruling
class. The extent to which they have played this role effectivelyand
positivly have,of course, been a function of many factors such as how
organised they have been, how seiously they have mobilized their
members, what reaorces have been at their disposal and so on. The
emergence of workers as a class who live on wage emloyement instead of
self -employment les to the emergence of labour unions.

2.2.2. HISTORY OF TRADE UNIONS

Unin history traces back to the guide systm in hero thar soúght to
protect certain proffessios by controlling og skills mastery and
advancement .Although, the relationship between guides and unions is
not perfectly linear, and is therefore as sometimes dispute, guide as the
forerunners of unions make sense. It is the first example of workers
organising according to their own rules rater than those of their
[Link] industrial revolution during the eighteenth century in
Europe prompt a new surge of new workers to enter th job maker tha had
previously remained at home,and now needed representation as more and
more people left farming and an occupation and began to work for
emplloyers, often in appalling conditions and for very low wages . The
labour movement aroseas an outgrowth of the disparity between the
power of employers and the powerlessness of individual
employees(Kornfeld, 2013).
Unions were illegal for many years in most countries .There were severe
pemalties for atempting o organise unions, up to and icluding execution .
Despite this, unins were formes and began to acquire politcal power,
eventually resulting in body of labour lawwhich not onl legalized
efforts,but codified the relationship between employers and those
wmployees organised into unions. Many consider it aNd issue of fairness
that workers be alllowed to pool their resources in a speciallegal entity in
a similar way to rthe pooling of capital resources in the form in of
corporations .
Today a government -imposed barn on joining aunion is generally
considered a human right abuse. Most democratic countries have many
unions, while most authoritarian regimes do not (Renaud,2017) .
2.2.3 TRADE UNION STRATEGIES.
The core mandate of trade union is to promote and protect the rightand
socio-economic interest of workers. Unions have sought toachieve this
objectives using fourmain strategiesnamely organizing colective
barggainng, collective action and alliance building with other social
actions (Rutherford 2012). According to Renaud (2017), the contributions
of workers well-being through trade union can not be underestimated at
all. Over the years the activities of the employees have been secured
based on the effective operation of trade [Link] though trade union
have numerous chances they still manage to handled and manage well the
plight of their members.

2.2..4. ORGANISING
Organizing or mass mobilization of workers is the fact around which all
union activities revolve. Worker's struggle for a just and fair society
have,at all times,been pursued through organising. Union fully
recognised that challenges that confront workers can not be dealt with
[Link] trade union membership to all the sector and
building and mintaining a united labour front are the major challeges
facing the union movement today.([Link].al2018).

2.2.5 COLLECTIVE BAGGGAIN

collective bargaining is at the heart of trade unionism and industrial
relations. Generally, collective barggainng rest on four fundermental
principles. First is the principle of colllectivism as opposed to
individualism that together there can be purposeful achievement. This
means that the numerous workplace problems facing workers can be best
resolved by trade [Link] second principle is cooperation has opposed
to competition. The kind is soiderity has opposed to survival at the fittest.
The fouth principle underlying collective bargaining is economic and
social justice and fairness or equity ( [Link].2018).
Collective bargaining remins the most important service that unions
provide for teir members in the formal [Link] have used the
COLLECTIVE bargaining process to negotiate standard that govern
employment and labour relations for their members. Collective
bargaining is one of the three main pillars of industrial relations and it
remains at the centre of industrial relations.
The other pillars are the coonflict prevention and conflict resolution both
of which were addressed with in the coollective bargaining framework .
Collective bargaining becomes necessary when individual action fails or
likely to fail in fulfilling the expectations of [Link] effectiveness of
collective bargaining depends on the ability of unions to organise
( Asch,2016).

2.2.6. COLLECTIVE ACTION/ INDUSTRIAL ACTION

Collective bargaining has become the man tool by which union deal with
empoyers and attempt to adress the concerns of the members.
Nevertheless, union have occasionally resorted to collective or industrial
action to back their demands when collective bargaining fails to yield the
desired results. Such action often take the form of demostrations and
strrikes.
Every bargaining round faces the treat of strike reflecting the ability of
workers and their organisation to impose cost on employers through the
withdrawal of their [Link] iso ne of the most important and enduring
tools available to trde unions.(Baker2013).

2.2.7. ALLIANCE BUILDING

Unions have always find it necessary to intervene in national policies and
decision. Such interventions are aimed at influencing and changing
government policies and making sure they are in favour of workers and
their [Link] are other like-minded institutions and organisations
in civil society with which the trade union movement can form alliance as
a strategy for achieving it ultimate goal of protecting the interests of
[Link] are parties and governments (Adu.20q3)
A case in point is a siamese twin relationship beween TUC and
[Link]'s conversation People Party(CPP) on the [Link]
gained a lot from this
strong allliance with OsagyefoKwame Nkummah and the party. But at
same time,TUC lost its independence as a trade union movement. It is for
this and other reasons that he TUC introduced a non-partism clause in its
[Link] congress of South Africa Trade Unions ( COSATU) has
formed a very strong alliance with rulling Africans NationalCongrrss
(ANC)
and the south Africa communist Party( SACP). COSATU is a very strong
member of this tripatite [Link] elationship enables COSATU to
influence social economics and labour market policies in South Africa
( Oheneba,2020).

Unions must however access their own strengtg before they enter into uch
[Link] lost it's independence inthe alliance with CPP because the
party was much stronger at the time COSATU is awell respected member
of triparite alliance because it is very stong in trms of membership and in
terms of the spread of its members acrross the South Africa
[Link] cangained such strength only [Link] numbers .
Clearly, it is very hard to overstate the importnce of organising or mass
mobilization . Collective bargaining, whiich is the main tools for unions,
can not be effective wiyhoit organising . Similarly, colective action a tion
or strike, whichis used occasionally to back the demnds for improved
salaries and working conirion, can not be successful if union coverage is
low. Unions can nt enter into any alliance with strong partners if the
unions are weak. If unin wants to survive thecapitalist on slot and
continue to grow they must organise( GEORGE 2019).
2.2.8. EFFECTIVE OF TADE UNIONS ON WORKER
PERFORMANCE
By far he smalless categories of study finds a possitiveimpcts of union on
orgaisational performance. even the expectation of produuctivity gains
due to increase in unionlization ( GUNDERSON, 2015).
Gunderson(2015) pursut that in addition t o theore well know rent
seeking behaviour of unions, they may have the positive effective on
performanceby giving voice to workers concern, improcing management
or labour communication , increaing moral, and decreasing turnover.
Subsequent work has surgest that this effect migt be even larger in the
public sector due to invcrease loyalty and decrease exit propernsity of
public empoyees .
A larger number of studis have failed t o find any relationship between
public employees union and organisational performance. Unionlisation
has no direct impact on the outcomes produce by public agencies ( Ash
and Seago 2014).It important to note, however,that when coupled with
the increase expenditures associate with unilization null performance
gains for public organisations are often treat as negative productivity
otcome by schoolers.
Following are extensive analysis of the literrature on which and
productivity effect of public unions, Moe ( 2029) conclude that there is an
absnce of a sizeable productivity effective on workers output, despite the
significant [Link] suggest the need for greater competition
intge induction public service.
Hoxby 2019) Similarly find that teacher unions increase teachers salaries
with no resultance improvement in student performance. And conclude
that union are potencialbanswer to thepursuit of increased school
spending and stagnance stdent perforance inthe poat 1960.
There are number of studies particular in education that finds a negative
union impact of unionlization on public organisational
[Link] and walters(3014) find a large negativneimpact of
productivity in union versus non union academy department on public
[Link] the area of secondaryeducation, schoolas have concluded
that increase unionlization was a significant contributor to be declined in
abysma performance of most students. Lynn,Heinrich,and Hil(2020) find
thatbdrop out rate worsened by 2.3%after school unionised. The most
recent work on teachersunions and students performance also finds a
large negative relationship in both elementary and secondary school.
One other in which union are assumed to influence(or potencially
influence) productivity is through the cration of rules and prcedures that
force organisation utter their personnel practice and limit discretion in the
management of human resources ( Freeman 2016). More importantly, the
structure and procedure that unions create are often not aligned with
organisation performance. Speaking specifically on health workers unions
, Moe(2019) argues that tge core interests they pursuit innegotiation are
rooted in their own survival and wellbeing as organisation not impatient
[Link] have made similar arguments, suggesting that
lmitations on manageral discriptions and overhead control sought by
unions are primarily designed to attract and retain membes, rather than
promote higher performances(Agronoff, 2017).
2.2.9. BENEFIT OF WORKING WITH A TRADE UNION
Working with recorgnized trade union can bring any benefit to retailers
and suppliers around the world. According to Salamon (2012) Trade
unions help in building trust among the workforce . Unions a mechanism
for diaogue between workers and employees, which help to build tust and
committement amonghe workforce and ensures that problems ca be
identified and resoved quickly and fairly this brings significant
productivity benefit for compais. Re organizing a union also meams ther
e is a single pintof contact for negociatingtrms ad conditions for wokers,
wich is simpar more efficient for the enployer and fairer than dealing with
workers individually .
A study v
carriedout by land(2012) asset that trade union has an organized body
ensures workplace are safe union representarive help to lower accidents
rates
at work by ensuring safe working practies and reducing stress-related ill
health caused by,for exampe,working long hour,being bullied or working
in poor quality [Link] shows that unionised workplaces
are safer which has the added benefit for employers of signifintaly
reducing the costs off ill health and accidents.
According to oscar (2016) the significance associated with trade unions
cannot be underestimated at [Link] are well placed to work with
employers to identify and address poor working practices and non-
compliance with labour [Link] surveying their members about
workplace conditions, coordinating workers to monitor workplace
practices, and providing a safe route for workers to report non-
complince,trade unions help employers achieve more than traditional
audit and social compliance approaches,thus reducing dependence on
social audit.
Rutherford (2015) opines that one major contributory tool towars staff
retention is trade [Link] unions negotiate on their members' behalf
with employers to find solutions that meet business needs,while ensuring
that workers are treated fairly,By giving empoyees a voice and supporting
them when they are unhappy at work, unions significantly improve staff
retention and reduce [Link] working conditions in
unionized workplaces also give employees a powerful incentive to remain
in their in their jobs for longer,and to use their time at work more
productively.
Because unions represent workers from a large number of similar
organisations they have a broad perspective on issues affecting
companies and industry knowledge that can be very useful to
[Link] and consulting with experienced union
representatives can also help companies take better_informed business
decisions,for example in relation to shift patterns or the type of equipment
to invest in(Alfred,2012).This shows that trade unions help in making
better business decisions.
In furthance to above,charles (2013) looking at the benefits associated
with trade unions concluded that they help in the promotion equality in
[Link] unions actively fight discrimination and help to
promote equal opportunities at [Link] representatives are well placed
to identify incidences of discrimination,and to work with employers to
ensure that antidiscrimination policies are properly [Link]
helps make workplaces mor attractive to workers improving staff
retention, absenteeism and productivity as well as reducing management
time spent addressing grievances.

2.2.10 Development of Trade Unions in Ghana

Trade union origins in Ghana have been attributed to two main factors,
the reaction of workers to situations they consider to infringe on their
right and colonial labour policy. Popular grassroots organisation in
reaction to felt threats to works' interest first gave impetus for workers to
organize. Later efforts of the colonial government offered the
environment for organizing union 6 activities which were described then
as haphazard and lacking structure (Obeng-Fosu,2019).

Trad union movement in Ghana started in areas with large concerntration

of wage-earning labor. For example, Mining centers like Obuasi, Tarkwa,
Bibiani, Nsuta, and harbour towns like Takoradi. Though the British
Colonia Administration greatly encouraged and supported workers to
constitute themselve into Trade Union (or form Tade Unions), Trade
unions faced a lot of difficulties. They had to fight hard against
employers to accord them recognition and negotiation rights. It was not
until the enactment of Trade Unios Ordinance Cap (Acker et al., 2015).

According to Alchian (2018) it became effective on 27th September

1941. Trade Unions in this country derived their legal status and
continuous existence from this Ordinance. Section 8 of the Ordinance
allowed five or more employees to form a trade unions and register with
the Registrar of Unions. This led to the emergence of a multiple of Trade
of unions. There were 135 registered Trade Union in the country between
1943 and 1958. Following mass development of Trade Union, a National
Union Centre with its Headquarters in Takoradi was formed in the Gold
Coast in 1945 under the name gold coast trade union Congress. It had a
total membership of 6,030 workers represented by 14 unions. It was
formed mainly to co-ordinate the activities of the various union which
were badly organised and financially weak.

According to Acker (2015) with the enactment of the Industrial Relations

Act 1958 and finally amended Act 299 of 1965 there emerged in Ghana
for the first time National Trade Union structure along industrial lines.
Under this Act the number of trade unions that mushroom during th early
stage of their development was drastically reduced, through some
measures to 24. Through a series of amendments to the original Act the
number was further reduce to 16 then to 10 and back to 16. Currently,
there are 17 National Unions which come together to form the Trade
Union Congress in Ghana. it is headed by General Secretary who is
elected for a four year term.

2.3. Empirical Review

Labour unionism is one activity that most organizations today fail to

recognize and to also understand its significant contribution towards
organisational productivity. This study attempts to find out whether or not
labour unionism in organisation are partner in progress, that complement
mangement's effort toward enchancing organisation productiviry and
efficiency. It is also an attempt to find out if harmonious workng
relationship in an organisation is influenced by labour unionism
activities. The study has shown that labour unionism in the organization
is not destructive but a boost to the worker with intention of motivation
him to putting his best towards organisational productivity, by protecting
his right and interest . Productivity is therefore further enhanced when
Labour/management conflict are mutually resolved creating more
confidece in the worker and thereby making labour put in more effort
towards the attainment of organisation [Link] study therefore
recommend that management should recognise and acknowledge labour
union activities and contributions to the organisation. This will bring
about harmonious working relationship sa as to enhance greater
productivity and mutual resolution of conflicts. Moreover, management
must identify itself wih the employees ' demand especially on improved
condition of service so as to minimize the level of conflict and to foster
understanding between management and the union members.
The Labour Act 2003, Act 651 serve as guide to help foster a harmonius
relationship between management and employees. it is paramount to
acknowledge the significant role that Union activity have played.
Amongst them ar; bargaining on behalf of emplyees, bringing industrial
harmony among emplyees and emplyers, serving as a guide a direction
for employees to direct their grievances and many more.
The study was to find out the impact of union activities on performance
of employees.
The specific objectives of the study were:To identify the main strategies
used by trade unions to protect the interest of members,To find out the
benefits associated with joining trade unions and ,To find out the effects
of trade unions on workers performance .The Significance of the study
was find out the sociecoomic good of workers at the Bawku presbyterian
Hospital and help unveil the problems associated with trade unions and
it's impact on their [Link] researchers through questionnaires
used 70 respondents from the Bawku presbyterian hospital who are
members of Health service workers [Link] of the findings 64% of
health workers said trade unions help workers to get their demands .The
methodology used for the study was descriptive in nature. The findings of
this study corroborate that of other researcher that union activities have
effect on workers performance at the workplace . union activities impact
on the performance on work .
This implies that it sounds appropriate for employers to put in place
enough structure .
Through that, industrial action will be [Link] on concrete
satisfactory measures,it will be very difficult for workers to embark on
strike action .
Many of the studies on the relationship between trade unionism and
productivity have been carried out in industrialized and developed
economies and their relevance to developing economic is open to
[Link] article examines the relationship between trade unions and
productivity in a developing economy [Link] Indian chemical industry
has been chosen for analysis for the period 1960-1980.
As yesufu (1984) points out,wage employment in Nigeria was without
foundation before the [Link] people were engaged in
agricultural pursuits from which by earned their living
Those who were working for another,such as servants in the feudal
communities,earned their income in Although wage emloyement received
approval among some Nigerians such employment was undertaken to
meet specific needs and the employment relationship was usually served
as soon as the objectives were achieved . undoubtedly, these forces
created considerable problems for the colonial administration . Foremost
was the shortage of person available for employment in the colonial
[Link] performance of Nigeria,for rural agriculture resulted
in the high cost of urban [Link],in southern Nigeria,the official wage
Policy of the colonial office,as laid down in 1905,was according to
Hotpkins (1966) to keep the rates of wages as low as possible.

2.4 Theorical framework

The theories that are most relevant to this research work are discussed
below

2.4.1 The system Theory

Nwachukwu (2016) defines a system as "a set of interrelated and

interdependent parts arranged in a manner that produces a united whole"
while kuhn(2014) considers a system as "any pattern whose elements are
related in sufficiently regular way to justify attention"Las and kripper
(2017) veiw a system as a boundary maintenancing entity with complex
interacting components that sustain relationships.

The systems theory holds that an organisation is a system that needs to

work harmoniously not ony within itself but that it is a system within a
collection of other system and, therefore,needs to work also in
congruence with the other system around [Link] happens in the larger
system is capable of affecting the organisation either positively or
negatively.

All researcher concur on the usefulness of the system [Link] theory is

not only interdisciplinary but integrative in [Link] Laszio and kripper
(2017) put it systems theory promises to offer to a powerful conceptual
approach for grasping the interrelation of human being and associated
cognitive structures and processes specific to them in both society and
[Link] general system approach encourages the development of a
global,mor unitary consciousness, teamwork, collaboration, learning for
life and exposure tot the universal storehouse of accumulated knowledge
and wisdom.

Lastly, a functionalist approach could be used where an upward

examination of the interactions of the system with a larger system is
carried out.

2.4.2 contingency Theory

The contingency theory views organisation design as "a constrained
optimization problem"meaning that an organisation must try to maximise
performance by minimizing the effects of varying environmental and
internal [Link] theory claims there is no best way to organise a
corporation,to lead a company,or to make [Link] organisational,
leadership,or decision making style that effective in some situations,may
not be successful in other [Link] optimal organisation, leadership
or decision making style decision making style depends upon various
internal and external constraints(factors).

Some examples of such constraints(factors) include;

i. The size of the organization

ii. How the firm adapts itself to it's environment.
iii. Differences among resources and operations activities

A. Contingency on the organisation

in the contingency theory on the organisation, it states that there is no

universal or one best way to manage an [Link],the
organisational design and its subsystems must "fit"with the environment,
but also between its subsystems

B. Contingency Theory of Leadership

In the contingency theory of leadership,the success of the leader is a

function of various factors in the form of subordinate,task and/or group
[Link] following theories stress using different style for leadership
appropriate to the needs created by different organisational situations.
Some of these theories are:

i The contingency theory: This model theory was developed by Fred

Fiedler,explain that group performance is a result of the interaction
between the style of the leader and characteristic of the environment in
which the leaders works.

ii. The Hersey_Blanchard situation Theory : This theory is an extension

of Blake and Mouton's managerial Grid and Reddin's 3_D management
style theory .
C. Contingency Theory of Decision Making

The effectiveness of a decision procedure depends upon a number of

aspects of the situation:
i. The importance of the decision quality and acceptance
ii. The amount of relevant information presented by the leader and
subordinates
iii. The amount of disagreement among subordinates with respect to their
alternatives

Criticism

It has been argued that the contingency theory implies that a leader switch
is the only method to correct any problems facing leadership styles in
certain organisational structure.

2.4.3 External Environment Theory

This part of the curriculum explains the purpose of marketing [Link]

shows importance of marketing in matching the company's offer or brand
to what customers want and expect,as well as how companies use their
strengths to take advantage of opportunities or counter [Link]
include:

i. Identifying marketing opportunities-market reseach SWOT analysis

SWOT is an acronym for strength (S) and weakness (W) are
considered to be internal factor over which you have some measure of
[Link],by definition, opportunities (O) and Threat (T) are conflict to
be external factors over which you have essential no control

SWOT analysis is the most renowned tool for audit and analysis of the
overall strategic position of the business and its [Link] key
purpose is to identify the strategies that will create a firm specific
business model that Will best assign an organisation resources and
capabilities to the requirements of the environment in which the firm
operates.
ii. setting marketing objectives-product-versus market -orientation
iii. Analysing and forecasting market_Understanding customers types and
market segments
iv. Identifying what customers want _market, customers service
v. Understanding how evaluating the elements of the marketing mix
(product,price, place and promotion)helps a business to achieve
competitive advantage.
vi. Exploring the level of risk associated with different marketing
strategies(Ansoff's matrix-market penetration, market development,
diversification) and determining which a business should choose to fit
different needs
vii. considering what strategies are open to a company to market products
that are ato different stages of the product life [Link] as pricing and
promotional strategies.

2.4.4 Modernization Theory

Modernization "began when a nation's rural population started moving

from the countryside to cities"Shah3)it deals with the cessation of
traditional methods in order to pursue more contemporary effective
methods of [Link] is an inevitable characteristics of
society because formation of industries and factories includes profit
maximization .it is fair to assume that along with the increase in
population,as a result of the subsequent urbanization,is the demand for an
intelligent and educated labour force (Shah3).After the 1950s, Western
culture utilized mass_media to communicate their good fortune
_attributed to [Link] coverage promoted "psychcic mobility
among the social class and increased the aspirations of many hopeful in
developing economic countries (Shah4).

Under this theory,any country modernize by using Western civilization as

a [Link],this theory of modernization seemed to pride itself
on only the benefits, countries in the middle East saw this movement in a
different light.

The growth of modernization took place beginning in the [Link] the

ensuring decade, people analyzed the diffusion of technologies
innovation within Western society and the communication that helped it
dispere glbally.
According to Frank Dobbin,the modern world view is that "modern
institutions are transparently purposive and that we are in midst on
evolutionary progression towards more efficient [Link] phrase
epitomzes the goal of modern fims,bureacracies and organisations to
maximise [Link] key to achieving this goal is through scientific
discoveries and [Link] will eliminate organisations that
adopts non-efficient selections

This law governs the modern organisations and lead them in the direction
that will maximise profits [Link],the modernity of
organisations is to generate maximum profit, through the use of mass
media, technically innovations and resources for the betterment of the
global economy.
2.4.5 The Corporate Social Responsibility (CSR) Theory

Corporate Social Responsibility has many [Link] involves both

the behaviour of organisations to meet societal expectations (Carrol 2019)
and those voluntary undertakings aimed at improving the environment in
which corporations operate so they can function in a better environment
which may even supersede societal expectations (vogel,2016).

Kinderman (2012) and Brammer et al (2014) believe that CRS is

sharpened and grounded in voluntary behaviours of corporation intended
to improve the environment of doing business.

The European commission in Brammer et al (2014) defines social

relationships as "a concept whereby companies integrate social and
environmental issues in their business operations and their interactions
with their stakeholders on a voluntary basis".
Matten and moon (2018) showed that companies that engage in CSR both
in japan and Western Europe indicated high levels of [Link]
(2017)reveled some of the conditions under which companies are likely
to embark on CSR to include:

i. Public and private regulations

ii. The presence of non-governmental and other independent organisation
that monitor corporate behaviour.
iii. Institutionalised norms regarding appropriate behaviour
iv. Associated behaviour among corporations themselves
v. Organised dialogues among cooperations and their stakeholders

Friedman & Friedman in Gunu,(2018) state that there is one and only one
social responsibility of business to use it's resources and energy in
activities designed to increase it's profit, so long as it stays within the
rules of the games and engaged in open and free competition without
deception of fraud.

Others researchers have argued that the corporation being a creation of

the state has been given the right to exploit resources and make [Link]
this privilege and power , there has to be a balancing [Link]
should therefore,be viewed as a pure business venture considering the
impact of corporations both on the folowing:

i. Environment
ii. Working conditions
iii. Employment
iv. Income
v. Politics (Brammer et al, 2012; Radin & calkins,2016; jermier et al,
2016; and crouch,2014).

In conclusion, from all the theories stated and explained above,the

researcher to concentrate on external environment theory because it
shows how companies or businesses organisations use their strengths to
the take advantages of opportunities or counter threats makking use of
SWOT analysis. The key purpose of SWOT analysis is that,it is the
foundation for evaluating the internal potentials and limitations and the
probable/likely oppportunities and threats from the external
[Link] veiws all positive and negative factors inside and outside
the business organisation that affect the success or survival of such
business organisation.

SWOT analysis helps in strategic planning in the following manner:

i. Overcome organisation's threat

ii. Maximize organisation's response to opportunities
iii. Reverse its weakness
[Link] organisation's strengths
v. Helps in identifying core competencies for the firm.e.t.c.
CHAPTER THREE
RESEARCH METHODOLOGY

3.1 INTRODUCTION

This chapter provides information on the methodology used in the

[Link] include the research design, Population, sample and sampling
techniques,data collection method and analysis as well as validity and
reliability test.

3.2 RESEARCH DESIGN

Brown,(2012) research design refers to all overall Strategy selected to
integrate the various component of the study in a coherent and logical
mannner. The Study used descriptive research which involves gathering
data that describe events and then organizes, taulates, depicts and
describes data connection. The descriptive survey design was in the
researcher's view the most approopriate and helpful in determine the
perception and attribute of respondents on variable studied.

3.3. POPULATION OF THE STUDY

Population is the larger agggregate a researcher is interested in

studying. The population of the study is the whole group within which the
research findings could be based or applicaable. For the purpose of this
study the targeted population comprises of all the staffs,both academics
and non-academics staffs of federal Polythecnic offa, Kwara state, which
sums up to 1300 staffs.

3.4. SAMPLE AND SAMPLING DESIGN

Sampling, as explained by Oloyede and Adejare (2012) is the act of

taking numbers of a given population as representative of that population.
As cited in Oloyede and Adejare (2012) defines sampling as the selection
of part to represent a whole, this means the exact number of respondents
which the researcher studied out to the whole population. For the fact that
it will be practically impossible reach out to the whole population. Taro
Yamaha is used to determine the sample size.

Taro Yamen's formula for drawing sample, According to Nwankwo

2006,

n=N/1+N(e)2

where:

n= sample size

N= Population size under the study

I= unit in value (always constant)

e= Estimated Standard eror margin of 0.05

n= 1300/1+1300 (0.05)2

n= 1300/1+1300 (0.0025)

n= 1300/1+3.25

n= 1300/4.24

= 305
Sample size is = 305 respondents

Israel, (2013) advised that 10%- 30% should have added to minimum
sample size to take care of attrition. Therefore 20% was addded to 305.

20/100 × 305 = 61

N = 305 + 61 = 366

3.5 SOURCES AND METHOD OF DATA COLLECTION

 The study used structured questionnaire in colleting data. Priimary data
used were firasthand information that was collected from the field
through questionnaire.

3.6 VALIDITY AND RELIABILITY OF RESEARCH

The questionnaaire used as the research insttrument was subjected to

face its validation this research instrument (questionnaire) adopted was
adequately checked and validated by the supervisor, his contributions and
corrections were included into the final draft of the research instrument.
Therefore, reliability given to the responsibility of a measurement i.e if a
particular variable is measured second and third time around it shhould
yield simillar result, if the procedure, method and condition specified in
the measurement are the same therefore reliability is a measure of
consistency.

3.7 TECHNICS OF DATA ANALYSIS

The data collected was coded and captured into the computrer for
analysis using staistical package for social science (SPSS) the data was
preesented in a convenient and informative way including frequency table
and charts for easier analysis and Multiple regressions was used to
determine the propoortion and frequency of the [Link] test
was used to draw inferrences about the population from the sample and
statistical package for social sciences (SPSS) was used to facilitate the
data [Link] result was presented in the form of table and figures.
 CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS

4.1 INTRODUCTION

This chapter contains response rate, demographic characteristics of respondents=, data

analysis and the discussion of findings adopted in the research process.

4.2 RESPONSE RATE

Table 4.1 Response Rate

Questionnaire Frequency Percentage (%)
No. Of Questionnaire Distributed 366 100
No. Of Questionnaire Returned 336 92
No. Of Questionnaire not Returned 30 8
Source: Field Survey, 2022

The table above shows the summary of the copies of questionnaire distributed and the
numbers returned. A total number of 366 copies of questionnaire were distributed to
respondents and 336 was received which is found to be valid and useful for the analysis of
this research work, while 30 questionnaire was not returned.

4.3 DEMOGRAPHIC CHARACTERISTICS OF RESPONDENTS

The section present demographic statistics based on the demographic characteristics of
respondents. The demographic characteristics include gender analysis Age distribution,
Material status, Present position of respondent, Educational background analysis and
Working experience.

TABLE 4.3.1: GENDER ANALYSIS

Response Frequency Percentage

Male 269 80
Female 67 20
Total 336 100
Source: Field Survey, 2022

The table above shows that the majority of the respondents who participate in this study are
male which constitute 269 that is equivalent to 80% of the total response usable to the
analysis while 67 participant representing 20% are female.
TABLE 4.3.2: AGE ANALYSIS

Response Frequency Percentage (%)

18 – 25 17 5
25 – 39 84 25
40 years and above 235 70
Total 336 100
Source: Field Survey, 2022

The table above shows that only 17 respondents representing 5% are between the age of 18
– 25, respondents representing 25% have their age between 25 – 39 years, while 235
respondents representing 70% have their age at 40 and above.

TABLE 4.3.3: MARITAL STATUS

Response Frequency Percentage (%)

Single 34 10
Married 285 85
Widowed 7 2
Divorced 10 3
Total 336 100
Source: Field Survey, 2022

From the table above 34 respondents representing 10% are single, 285 respondents
representing 85% are married, 7 respondents representing 2% are divorce, when 10
respondents representing 5% are widowed.

TABLE 4.3.4: EDUCATIONAL BACKGROUND ANALYSIS

Response Frequency Percentage

WASSCE/GCE 17 5
OND/NCE 50 15
HND/BSC 84 25
MA/MSC/MBA 185 55
Total 336 100
Source: Field Survey, 2022

The table above shows that 17 respondents representing 5% were WASSCE/GCE holder,
50 respondents representing 15% were ND/NCE holder, 84 respondents representing 25%
were Hnd/[Link] holders and 185 respondents representing 55% were MA/MSC/MBA
holders.

TABLE 4.3.5: WORKING EXPERIENCE

Response Frequency Percentage

1–5 67 20
6 – 10 84 25
10 years and above 185 55
Total 336 100
Source: Field Survey, 2022

From the table above 67 respondents representing 20% have 1-5 years experience, 84
respondents 25% have 6 – 10 years experience and 185 respondents representing 55% have
10 years and above working experience.

4.4 Test of Hypotheses

This Table 4.4.1 presented the results of the path coefficient with the beta value of the
relationships, P-value, Adjusted R Square and Decision Rule of hypotheses tested in the
study.

Table 4.4.1: Path Coefficient (Regression Results)

Hypothesis B Std. T P Decision

(Adj. R2 0.6312) Value Error Statistic Value
Labour Union>Org Productivity 0.3417 0.2611 3.142 0.001 Rejected
Conflict Magt>Org Productivity 0.4231 0.2127 1.871 0.012 Rejected
Working Condition>Org Productivity 0.1692 0.345 2.2572 0.000 Rejected
P value* < 0.05

From Table 4, it has been shown that effective labour union has significant impact on
organization profitability, significant at (Beta = 0.3417, p = 0.001). This implied that, a
unit increase in effective labour union will lead to 34.17% increase in organization
profitability. The null hypothesis which stated that; effective labour union has no
significant impact on organization profitability is hereby rejected.

Similarly, conflict management has positive and significant impact on organization

profitability at (Beta = 0.4231, p = 0.012). This means that any change in conflict
management will lead to 42.31% change in organization productivity. Thus, the null
hypothesis which stated that; conflict management has no significant impact on
organization profitability is also hereby rejected.
Finally, working condition has significant impact on organization profitability at
(Beta=0.1692, p=0.00). This also implied that a unit change in working condition will lead
to 16.92% increase in organization profitability. Therefore, the null hypothesis which
stated that, working condition has no significant impact on organization profitability is
hereby rejected.
Adjusted R square is 0.6312%, meaning that 63.12% variance in organization profitability
is accounted for variables considered (effective labour union, conflict management and
working condition). The remaining 36.88% accounted for other variables that are not
captured in this study.

4.5 Discussion of Findings

Having presented the results of the hypothesized in the previous sections of this chapter, it
is worthy enough to summarize such findings in single Table representing all the findings
of the study. Hence, Table 4 presents the summary of findings.

Table 4.5.1: Summary of Findings of Hypotheses Testing

Hypothesis Statement of Hypotheses Findings
Ho1: Effective labour union has no significant impact on organization Rejected
productivity of Federal Polytechnics Offa Kwara State.

Ho2: Conflict management has no significant on organization productivity Rejected

in Federal Polytechnics Offa Kwara State.

Ho3: Working condition has no significant impact on organization Rejected

productivity in Federal Polytechnics Offa, Kwara State.
Source: Field Survey, 2022

Effective labour union has no significant impact on organization productivity. This finding
reaffirmed the results of ENO Collins (2013) that found labour union is a prominent factor
that has impact on organizational productivity.

Conflict management has no significant on organization productivity. This finding is in

line with studies Bhakti Parashar and others (2020) which concluded that conflict
management has significant effect on organization productivity.

Finally, the result revealed that, working condition has no significant impact on
organization productivity. This result is similar with the studies of BUSHIRI (2014) that
found working condition has significant impact on organization productivity.
 CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.1 INTRODUCTION

The aim of this chapter is to look at summary, conclusions and

recommendations in light of the four specific questions that formed the
basis of this research study.

5.2 SUMMARYAND CONCLUSION

This research study was aimed at the impact of labour union on

organization productivity with particular reference to federal Polythecnic
Offa, the study further targeted intermediates' perspective for the same.
The specific objectives of the study were to examine the impacts effective
labour union on organization productivity, to determine the impact of
conflicts management on organization productivity, and to determine
working condition on organization productivity. Theoretically the
researche study was based on the push theory, The Systems Theory,
Contingency Theory, External Environment Theory, Modernization
Theory,and The Corporate Social Responsibility (CSR) Theory. The
study adopted questionnaires method of data collection, where Liker scale
fifth choice was distributed among 305 questionnaires were distributed to
the staffs of Federal Polythecnic Offa. This was all backed up by rigorous
documentary review of literature related to sale promotion and NBC
reports. The study concluded that a unit increase I'm effecctive labour
union will lead to 34.17% increase in organization profitability. Also, any
change in conflict management will lead to 42.31% change in
organization productivity. Lastly, this research concluded that working
condition has impact on organization profitability at (B =0.1692,p=0.00).

5.3 RECOMMENDATIONS

In light of the findings of the study, First, companies should try to

encourage the growth of trade unions since they are associated with
increases in organizational productivity. Secondly, companies should try
to create a positive working relationship with trade unions and the
negotiation environment should be friendly enough to avoid stalemates
that turn into stikea since strikes disrupt productivity. Thirdly, companies
that do not have trade unions should consider encouraging their
employees to join or firm them for the companies" own benefits. Lastly,
companies should consider encouraging trade unions to participate in
corporate social responsibility initiatives instead focusing only on their
narrow employees represention.

5.4 LIMITATION OF THE STUDY

Time was a major constrain since this is my last year of study and it is the
third quarter of the year the race against time was real. More distributors
could have been involved but more time would have been needed.
Furthermore, the study was designed to be conducted using online
questionnaire but some respondents who were not conversant with online
systems therefore paper questionnaire had to be used
Time coonstrain also led to limited literature review especially from
other developed countries to learn from best practices. The sample used is
quite small and cannot gennerally be used to project a wider picture on a
wider scale; howwever,it covered most of the major cement distributors
in all zones in the country. The method of data collection ensured
representation based on geeographical zone which in turn left out some
participants. In some area there were a limited number of distributors
which required the researcher to use all the available distributors in the
zone.

5.5 SUGGESTION FOR FURTHER STUDY

The limitations faced by researcher among comprehensive research work,

lack of cooperation, some respondent reluctantly refused to obtain
questionnaire from the researcher on the pretense of no time and others
that obtain the questionnaire even misplaced them. Nevertheless I'm
imploring the incoming researcher to go for more fact and opinions of
different organizations performance for the growth of that organization.

APPENDIX
Department of Business Administration,
School of Business & Management Studies,
Lens Polythecnic,
P.M.B 4438,Offa,
Kwara state.

Dear Respndents,

LETTER OF INTRODUCTION
 The researcher is a final student of the above named instructions,
carrying out a research on "IMPACT OF LABOUR UNION ON
ORGANIZATION PRODUCTIVITY ( A Case Study Of Federal
Polythecnic, Offa Kwara State)" As part of requirements for the award
of Higher National Diploma in Business Administration.

Please rrespond to each of these items below by ticking in the appropriate

box provide and giving your own opinion where necessary.

You are assured that all the information given shall be used only for
project and shall be treated with outmost confidentiality.

Thanks for your coooperation.

Yours
faithfully,

Olarewaju
Damilola. R.

APPENDIX
SECTION A: (DEMOGRAPHIC DATA )

1. Gender (a) Male ( ) (b) Female ( )

2. Age (a) 22-35 ( ) (b) 35-45 ( ) (c) 45-55 ( ) (d) 55 and above ( )
3. Marital status (a) single ( ) (b) married ( ) (c) divorced ( ) (d) widow
( )
4. Present position of the respondent (a) Junior staff ( ) (b) senior staff
( )
5. Education qualification (a) WASSCE ( ) (b) ND/NCE ( ) (c)
HND/Bsc ( ) (d) MBA/MSC ( )
6. Working experience (a) 1-5 years ( ) (b) 5-10 years ( ) (c) 10-15
years ( ) (d) 15 and above ( )

PART B
7. The labour union uses collective bargaining to ask for the right
members? (a) strongly agree ( ) (b) agree ( ) (c) undecided ( ) (d)
disagre ( ) (e) strongly disagree()
8. The organization dialogue with the union for an agreement to give
peace a chaance?(a) strongly agree ( ) (b) agree ( ) (c) undecided ( ) (d)
disagree ( ) (e) strongly disagree ( )
9. The labour union has possitively impacted on the organization? (a)
strongly agree( )
(b) agree ( ) (c) undecided ( ) (d) disagree ( ) (e) strongly disagree ( )
10. The labour union of the organization has enhanced the image of the
organization? (a) strongly agree ( ) (b) agree ( ) (c) undecided ( ) (d)
disagree ( ) (e) strongly disagree ( )
11. Your organization provide adequate labour union to meet the work
assigned to you? (a) strongly agree ( ) (b) agree ( ) (c) undecided ( ) (d)
disagree ( ) (e) strongly disagree ( )
12. The organization need to put more focus on labour union than
present? (a) strongly agree ( ) (b) agree ( ) (c) undecided ( ) (d) disagree
( ) (e) strongly disagree ( )
13. Your organization has a standard labour union? (a) strongly agree ( )
(b) agree ( ) (c) undecided ( ) (d) disagree ( ) (e) strongly disagree ( )
14. Your organization encourages insurance of employees? (a) strongly
agree ( ) (b) agree ( ) (c) undecided ( ) (d) disagree ( ) (e) strongly
disagree ( )
15. Offices are well ventilated and illuminated? (a) strongly agree ( ) (b)
agree ( ) (c) undecided ( ) (d) disagree ( ) (e) strongly disagree ( )