EXAMINING THE ROLE OF TRADE UNION TOWARDS SOLVING EMPLOYEE'S PROBLEMS IN NIGERIA

CHAPTER TWO

LITERATURE REVIEW

INTRODUCTION

Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.

Precisely, the chapter will be considered in two sub-headings:

• Conceptual Framework
• Theoretical Framework
• Chapter Summary

2.1 CONCEPTUAL FRAMEWORK

Trade Union

A trade union is any organization of employees established to improve the conditions of employment of its members through the process of collective bargaining. Trade unionism arose from the assumption of workers’ belief that they can benefits more through membership in a union than by doing it alone. This follows from the position that workers as individuals often feel powerless and unable to protect themselves against the unfair or exploitative exercise of employer authority. Trade unions have grown in relevance over the years especially in the light of the belief that a healthy, independent labour movement is essential to democracy, (Godard 2003). Furthermore, there is a growing international recognition of the right to freely associate in unions and to engage in collective bargaining as a fundamental human right.

This was affirmed by the International Labour Organization (ILO), in 1995 and the World Trade Organization (WTO), in 1996 (Godard, 2003). In essence trade unions are empowered to serve and negotiate collectively on behalf of their individual members. In exercising this relational power, the main weapon has been the strike action. This weapon has been whittled down in recent period by the Nigerian state through inhibiting legislations, (for example see Trade Disputes Act 1976 and Trade Disputes Act, 2004).

The strike weapon has been further blunted by the new structure of production whereby transnational corporations (TNCs) no longer depend on one factory and one workforce for production (Sklair, 1995). In addition, the new international division of labour has become more flexible such that capital migrate in search of cheap labour while preventing labour from holding capital to ransom through a strike action. This new production process has considerably reduced union power to organize locally. Trade unions continue to face various challenges which are posing a threat to its ability to organize and serve their members. Globalization has led to job losses, reduced hours of work, and increased work load in the workforce. New work structures and settings inimical to trade union activities have thus emerged, such as casualization of employment, part-time work, out-contracting, employing women to replace men but paid lower wages, non-payment of wages and non-remittance of check-off dues. The implications of this transformation (globalization) otherwise known as “postmodernism (Oechslin, 1997; Kelly, 1998), are:

1. a decline in trade union membership, density and influence.
2. absolute or relative decline in numbers of male, manual, full-time industrial workers and the use of female, non-manual part-time and service workers.
3. a decline in trade union movement as a unified political actor. In the face of these challenges, trade unions need to be strengthened and empowered in order to counteract forces that are barriers to democracy and development.

It therefore behoves trade unions to emphasize the entrenchment of industrial democracy in the enterprises. This is seen as the participation of workers in decisions within enterprises which enables a comparison of the influence of workers on the preparation, making and follow-up of decisions taken at the enterprise level. The UNDP (1993) sees industrial (participatory) democracy as an essential element of human development.

Shadare (2009) also states that the democratic management style is a veritable tool in the resolution of conflicts in the workplace. Consequently, workers have shown their interest in participating in the decision-making process in their organizations (Noah, 2008; Anya, undated). However, in Nigeria, the practice of workplace participatory democracy has been limited (Fashoyin, 1984). This is due to:

1. centralization of decision-making process in many organizations;
2. employee’s limited perception of the scope of participation due to ignorance or unwillingness of management to share decision-making roles;
3. fear of co-optation/integration into management;
4. government rules sometimes hinder participation;
5. The multi-national corporations are themselves controlled from the home bases.

Fatunde (2011) also posits that Nigerian governments do not subscribe to the tenets of industrial democracy as they unilaterally abrogate collective agreements freely entered into with labour. This is in addition to the fact that this was the period of military rule in Nigeria when all democratic principles were stifled. A greater challenge is the non-institution of internal democracy in Nigeria unions due to the unwillingness of their leaders to acknowledge basic constitutional requirements such as respect for individual rights and to be accountable to their members (Fashoyin,1984b).The place of union democracy cannot be overemphasized because any organization which is supposed to provide workers with democratic rights and protection in the workplace should itself provide such rights and protection internally (Godard, 2003).

Concept and History of Trade Unionism

Trade unionism is now a universal phenomenon operating in almost every organization-public and private industry, institution, profession, and trade. Product of industrial revolution, it was designed as an instrument mainly to put up a united and collective fight against exploitation of workers by employees in factories. It has since proliferated to all sorts of work place, including office, establishments, banks, educational institutions, et cetera. It was also intended to be used for securing reasonable wage and salaries, favorable conditions of services commensurate with the nature of work, facilities of housing, medical care, education, travel, recreation et cetera.

Trade union has attracted variety of definitions from scholars. Definitions depend on the perception of workers and the definition imposed by legal framework of a particular country. Akpala said (1982) the exact definitions of trade union may vary from one situation to another depending on the economic and political situation encompassing the worker – management relations. According to Sydney and Beatrice Webb (1897), trade Union is a continuous association of wage earners for the purpose of maintaining and improving the condition of their working lives. The Nigerian Labour law Section 1 of Sub section 1 Trade Union Act No 31 of 1973 defines Trade Union as any combination of workers or employers whether temporary or permanent, the purpose of which is to regulate the terms and conditions of employment of workers (Davison, 1977). In the words of Otobo (2000) a trade union is a continuous organization of employees that seeks to maintain and improve the terms and conditions of employment through collective bargaining representation with the employer (from which it remains autonomous) and through other means. Trade labor union can be described as organized grouping of wage and salary earners with the purpose of bringing to bear economic, social and political interest of their members in labour relations.

Another definition is an association of wage or salary earners formed with the object of safe guarding and improving the wage and employment conditions of its members and to raise members’ social status and standards of living in the community (Fajana, 2000). It is an organized association of workers of an industry for the protection of common interests. These interests include: job protection, and maintaining or improving reasonable conditions of work, health and safety, and rates of pay.

Origin and Development of Trade Unionism in Nigeria

The term trade union has a variety of meanings depending on the perception of workers and the definition imposed by legal frameworks in many countries. According to Fajana (2002), Trade unions laws in the UK and Nigeria defines trade union as any combination whether temporary or permanent, the principal objectives of which its constitution are the regulation of the relation between workmen and workmen or between masters and masters or the imposing of restrictive conditions on the conduct of any trade or business and also the provision of benefits to members (132).

From the definition, employers’ associations are also to be regarded as trade unions. Trade unions are the main power resource of working people. The power in this collectivity of workers can promote the resolution of a variety of problems faced by the workforce and which help in nation building. Generally, the role of unions to their members includes economic, social, welfare, political, psychological benefits and opportunity to participate in managerial functions in the industry. Apart from the enlarged role of trade unions in the development of the society, the most important function of unions is the provision of economic benefits to their members.

Historically, there has been organization of workers in Nigeria before the advent of modern trade unionism. The trade unions in the former British colonies including Nigeria were not natural developments as in the metropolitan countries but rather a creature of the then British colonial office. This fact notwithstanding, there is no evidence to show that the British government deliberately imported trade unionism in Nigeria but it could be said that the development of trade unions in Nigeria may have been influenced by events elsewhere. In the view of Yesufu, (2015) the experience in Sierra Leone greatly influenced the development of trade unionism in Nigeria. According to him the first union was not formed by a group of disaffected workers who wanted a platform from which to fight for amelioration of grievances or for the improvement of specific conditions of employment but rather it was formed just to conform to what workers in Sierra Leone has done. (Ubeku, 2002). There has been a long history of trade unionism. The first organization that is known to have had an interest in trade union activities was the mechanics mutual aid provident and mutual improvement association formed in July 1883. But the first trade union that is characterized by wage employment was the Nigerian service union organized in 1912. The union was more concerned with efficiency in the civil service and intensified nationalization of the service than with hard core trade unionism. Some other ones include the railway workers union and the Nigerian union of teachers. Those who formed the railway workers union were dissenters from the civil service union. The reason for this breaks away of the railway workers to form the workers union was because they believed that the civil service union was too soft spoken on fundamental issues and more so, the civil service union was not responsive to the economic dictates of the period. More so because the new unions were made up of skilled workers or artisans in various trade, they were placed on a strategic position and so a strike by them could paralyse the economy. As an offspring of this association of skilled workers, the NUT was formed. The reason for the formation was that the teachers were dissatisfied over conditions of employment. The African leaders were not happy that the working conditions in the mission schools were poorer than those of their contemporaries in the government owned institutions. Thus, this grievance led to the formation of the union. The interest of the unions was to promote national development and as a professional workers organization, the NUT was formed partly to carry out the regulatory functions of the teaching profession and to be a watch dog of the government educational policy. This development is equally true of the Nigerian Medical Association which in addition to promoting the economic wellbeing of the members also help to promote a healthy nation.

The conglomeration of these unions helped in maintaining stability in the nation’s economy. The militancy of the union workers as regards government unfavourable policies created a catastrophic phase of labour unrest and this led to a successful general strike in 1945. To ensure a sustained harmonization of the various unions, a central union was formed and this was called Trade Union Congress of Nigeria (TUCN). The congress demanded increase employment through intensified industrialization, nationalization of all public utilities and the establishment of labour party (Fashoyin, 2003). From facts gathered, it showed that many central labour organizations were formed between 1942-1975. These unions proffered strategies for sustained trade unionism, promotion of workers welfare and the generalized magnitude of national development. It is worthy to note that the rise of unionism was aided by the nationalist leaders struggle to rid the economy of bad leadership. Thus, trade unionism and nationalism provided the basis for group collectivism in satisfying this particular objective. However, due to the proliferation of trade unions, there was need to have a centralized organization of these various trade unions. This led to the formation of the Nigerian Labour Congress (NLC) in 1975. This became the strong backbone of the other unions. It coordinates the affairs of all these unions and these unions are deemed to be affiliated to the NLC. There were some specifications and guidelines in the procedure for such affiliation. The NLC became the centre force between the government and the various trade unions affiliated to it. The affiliated trade unions must make some reservations to the NLC from the monies collected from their members. It is the NLC that has in a long run intervened in the government face off with the skilled/professional workers in the country. Given the central organization of trade unions, any union which fails to pay its contribution is guilty of an offence and liable on conviction to a fine of twice the amount of the contribution. The NLC waxed very strong despite the incessant harassments, detention and intimidation on the leaders by the various governments especially during the military regime of Abacha and the Obasanjo led democratic government. NLC under the famous labour leader Comrade Adams Oshomole suffered a similar fate as the government nearly caused an unhealthy disintegration of the various unions affiliated to NLC.

As earlier noted, given the provision that all trade unions must be affiliated to the NLC some exceptions were given to some senior staff skilled/professionals like the Academic Staff Union of Universities (ASUU) which until the recent plea of re-affiliation to NLC has remained a separate trade union that tends to fight for the welfare of its members for effective performance and more so for national development cum nation building. The NLC’s influence on ASUU was only on persuasive nature. The government’s plot to polarize ASUU led to the disengagement from service of about 49 Unilorin lecturers for failure to break the strike over the non-implementation of the December 2001 agreement. This action rather than disintegrate ASUU strengthened the union and the union at different intervals have called off its members to embark on strike seeking for redress and re-engagement of those lecturers. The fight lingered until the recent pronouncement by the supreme court in favour of the union. The union has continued to press on the government for better funding, proper remuneration, research grants, upliftment of the educational sector and the general welfare of its members. We must note that these trade unions are structured in such a way that it gives protection to its members in cases of breach of contractual agreement between them and the authorities concerned while not forgetting its enduring task of fostering national development.

Objectives of Trade Union Labour unions have different objectives they seek to achieve. Broadly speaking, every association is formed to achieve certain goals. According to Uvieghara (2001) “the purpose for which association is formed is the distinguishing characteristics of a trade union from other association”. Heneman et al. (1983) posit that the goals of unions are to increase total membership through improvement of economic and other conditions of employment for present and potential members. The principal objective of labour union is the regulation of the terms and conditions of employment of workers and to present a collective and strong and united front in collective bargaining activity. In other words, trade union objectives are to fight for the interest of all her members in matters relating to terms and conditions of employment industrial settings. In addition, other objectives of trade union are to regulate relations between its members (workers) and the employers, raise new demands of better condition of work on behalf of its members, and to help in industrial grievance, and between members and their respective organizations1 . In fighting for the interest of its members, a trade union seek to optimize the working conditions at the workplace and guarantees a job security whole protecting their members against inhumane, unjust and unfair treatment from management at workplace. In other words, the major objectives of trade unions include the followings: negotiation, representing body, personnel policies, employee-employee relation, employee‟s welfare, and employee protection. Labour unions have the objective of carrying out negotiations on behalf of members: Union seeks to achieve this objective through collective bargaining process put in place in the organization. Union uses collective bargaining to negotiate and cover work rule and procedure, grievance procedure, health and safety polices, promotion, retirement, among others. This is so because individual workers find it difficult to negotiate every term of contract that has to do with work relationship with their employers. Since there is „power in number‟s, labour unions seeks to utilize mobilize their members and present a common front in their negotiation and demands from managements. Representation of members is another major objective of labour unions: Labour unions seek to represent her member when approached during disciplinary or grievance hearing. In such situations, the union representative will support the employee on the meeting with the management. In this regard, unions are utilized as representing voices when dealing employers. Closely allied to this objective is the maintenance of employee-employer relations: The achievement of both the employers and employees goals depends on a peaceful and harmonious relationship. This state of relationship is possible when trade union strives to achieve these objectives. For example, when conflict arises between worker and management, trade unions tries to resolve the conflict by initiating negotiations with the management with the aim of achieving a harmonious relation that will help to enhance effectiveness. When there is conflicts and disharmony, the achievement of organizational and individual workers goals and objective becomes very difficulty. Labour Unions also seek the promotion of member‟s welfare. This is one of the major objectives of trade union. In this regard, trade union work as both a guide and counsellor to workers in giving them the necessary advice about any work related problem. It also provides its members legal advices and financial assistance when it is most needed. By ensuring that the terms and conditions of employment of its members are just and fair, it seeks to promote their general welfare. Another objective of Labour Union is ensuring good personnel policies. Union seeks to ensure that good personnel policies are in place for workers in the workplace. As a result, may oppose management over poor or improper respect to recruitment, selection, training, promotion, health and safety, retirement and death policies. Most often, union‟s advice personnel managers above best industrial standards on personnel matters through union representatives. Ubeku (1983) has noted that the aims and objectives of labour unions is to obtain better condition of service and employment for their members‖. To achieve these objectives of trade union requires that union leaders should be proactive and knowledgeable about the labour laws of the country, and also have the appropriate negotiating skills needed to win the sympathy and heart of the management during any collective bargaining meeting. However, for collective bargaining to be effective, trade union and employers need to come to agreement on how grievance and disciplinary procedure, as well as personnel policies of the organization need to be effective. Most of these points depend on the union leaders negotiating and leadership skills, knowledge of relevant labour and industrial laws, and their ability to mobilize and coordinate every union member to follow given instructions.

Functions of Trade Union

Trade union is an outcome of a factory system. It is based on the labour philosophy “United we stand, divided we fall”. A trade union functions to achieve its goals in a number of different ways (Fashoyin, 2002; and Ahiauzu, 1984).

1. Trade union must be recognized by its members‟ employer as an organization with which the employer is prepared to negotiate must recognize a trade union.
2. Functions which are directly concerned with the achievement of the objective of the trade union are:
3. Negotiating with management to improve the level of pay and conditions of work of its members.
4. Negotiating with management to protect the jobs of its members and to secure a good prospect of a prosperous future for them.
5. Negotiating to improve physical conditions at work.

c. Other functions according to Purcell, 1998; and Akpala, 1984 which are not directly connected to the achievement of goals are:

1. Lobbying politicians to obtain legislation to improve conditions of work.
2. Encouraging political and social consciousness amongst members.
3. Developing political affiliations with other trade unions for achieving political influence over government.

d. A trade union should also provide assistance for individual members who need support.

Characteristics of Trade Union

Certain features distinguish trade union from other associations. Some of the distinguishing features include: Common goals and interest of members; trade union members share common goals and interest and seek to pursue same for the entire members. These interests could range from better terms and condition of employment, safe and healthy work conditions, job security, better wages and benefit and general support against unfair managerial decisions. Another characteristic of trade union is voluntary membership: Membership of trade union is basically voluntary. Worker are free to join or not to join cohering workers to join a union is in contrast to the very essence of trade union in Nigeria, however, law mandate every member of certain profession to belong to that union, i.e. Nigerian Medical Association(NMA) Nigerian Bar Association (NBA) etc. Continuous association is another feature of trade union. Labour union activities do not end in a day. It is a continuous activity. Though a member may decide to opt out, labour union membership may demand a long term status. Additionally, unions are egalitarian union. This is because trade unions conduct their affairs by themselves and this enables them to act in our society. In other words, they are classless, democratic and self-governed. Finally, trade union is an association of workers and salary earner.

Reasons Why Workers Join Union Trade

Unions perform some vital functions for their members that make other workers always willing to join. According to Chand (2016) workers join trade union because of some expected benefits which includes job security wages and benefits, working conditions, fair and just supervision, powerlessness and the need to belong. Job security: Every worker wants security of their employment. No one wants management to wake up one day and indiscriminately announces termination of his or her appointment or employment. As a result of this, workers join union to ensure that their jobs are security protected against indiscriminate and unjustified terminations. Adequate wages and Benefits: Trade union are known for championing the campaign for better and equitable wages and associated be work benefits for their members. They engage management in discussion in need to pay good wage. Workers therefore join unions with the belief that the union will ensure that management pay what is just and fair in wages and salary. Unions are also believe to negotiate with management on other work benefits such as person, vacation, medical facility, paid sick leave, and such other things that the union may see as expedient for their members.

Power in groups: Most employees have realized that it is very difficult for an individual to successfully bargain terms and conditions of employment. Employees therefore join unions because they believe that there will be power in unity. They also perceive that they will be powerless and voiceless when dealing with management as individual workers. Therefore, joining unions provide a strong, collective and powerful force to „challenge unfair and unjust management policies, and to bargain with management where individual voices cannot be heard. Need to associate with others: No man can truly survive in isolation. No man is an island. Man by native love to relate and share with others, and also has a strong need to belong or associate with others. Association with others gives a worker the opportunity of sharing his or her feelings and opinion. In workplace, unions provide people the opportunity of coming together to consider, pursue and promote common job-related interest, and also help workers to socialize with others. Protection from Unjust Supervision: The fear of been unjustly and unfairly treated by managers and supervisors is another reason why workers join union. Most often, some managers who lack the requisite human relation skills tries to impose their opinions and desires on their entire subordinate, and also mistreat them because of his influence over them. To avoid unjust supervisors excesses. With employees in union, the union is in position to intervene with any unfair or unjust action of such manager. Bakke (1945) contend that: “The worker reacts favourably to union membership in proportion to the strength of his belief that the step will reduce his frustrations and anxiety and will further his opportunities relevant to the achievement of his standards of successful living. He react unfavourbly in proportion to the strength of his belief that this step will increase his that this step will increase his frustrations and anxieties and will reduce his opportunities relevant to the achievement of such standards”.

Trade Union Movement in Nigeria

The origin of trade union movement in Nigeria could be traced to the pre- colonial period. At this time, there existed guilds, mutual aid groups and professional or occupational craft unions all of which function to play the role of trade union. However, these associations are not in the modern sense of its full-fledged trade union. Rather, most of them are merely workers association (Otobo, 1987). The inception of modern trade unions in Nigeria could be said to coincide with colonialism. Consequently, the first set of trade unions were modeled after British unions. Unlike the situation in most developed countries, trade union preceded industrialization in Nigeria. The organized trade union movement in Nigeria dates back to 1912 when the workers in the Southern Nigerian Civil Service under the then colonial administration organized themselves into workers representatives.

This then became known as the Nigeria Civil Service Union (NCSU) in 1914. This became a pivot with which workers in other sectors began the agitation for the formation of Trade Unions before and after independence in 1960. At this period, trade union could not take the pattern of radical organization because of the paternalistic nature of colonial government which is the largest employer of public labour. Other unions which emerged during this period were the Nigeria Native Staff Union (NNSU), Nigerian Union of Railway men, Nigerian Mechanics Union and the Nigerian Union of Teachers (NUT). It was in 1938 that the Trade Unions Ordinance was enacted which provided legal backing for trade unions. By 1975 during the military regime of General Murtala Mohammed, Trade Union in the country had risen to over 1,000 which include Mushroom Unions. In 1976, the Federal Government established a commission of inquiry into the activities of the various unions and appointed an administrator to administer the unions and come up with a structure for the proper administration of the unions. This became necessary as the Unions were polarized into ideological divide which was creating problems in the country. Towards the end of 1977, these Unions were restructured into 42 along industrial line. The government also insisted on the formation of a labour centre as there were various multiple centers. In February 1978, the Nigeria Labour Congress was formed and inaugurated. The then 42 Industrial Unions became affiliates of the Nigeria Labour Congress with a legal backing of Trade Union (Amendment) Decree 22 of 1978. Several reasons have been given to explain the apparent late arrival of trade unionism in Nigeria.

1. Limited wage employment: Since the largest proportions of the citizens are engaged in the informal work sector, the few wage earners are colonial employers and these are restricted to the colonial officers as well as related parastatals.
2. Low level of economic activities which limited the recruitment into the formal economy and hence membership of trade union.
3. The repressive colonial labour policy also contributed to the late entry of effective trade unionism in Nigeria. The colonial administration regarded trade unions as destabilizing activities. Consequently, it took measures to discourage its employees from membership of these groups.
4. Low consciousness of the worker as to the need of unionism.
5. Absence of legal backing also impeded the early realization of Trade Union in Nigeria.

However, with time these obstacles were overcome and this paved the way for the emergence of trade unionism in the country. For instance, the emergence of small indigenous and large multi-national companies broke the monopoly of public sector employment in the country.

The influence of neighboring countries like Sierra Leone and Ghana also helped to boost the tempo of trade unionism in Nigeria. This factor for instance led to the enactment of Trade Union Ordinance in 1938 which gave legal backing to trade unions in the country. The Second World War also played important role in the growth of trade union in Nigeria. The war brought untold hardship to the workers and the general public in form of acute shortage of essential commodities, rise in prices, stagnant wage structure (Otobo 1987:21). These problems pushed many workers into joining trade unions which was seen as the only forum for improving their bad economic condition. Union agitation during the period led to the introduction of Cost Of Living Allowance (COLA) as well as the first general strike in the country in 1945 with the participation of about 42,000 workers (Fajana, 1995:146). The war heightened the socio-political consciousness of the workers.

The Nigeria Labour Congress [NLC] was formally constituted as the only national federation of trade unions in the country in 1978. Before then, four labour centres existed. These are Nigeria Trade Union Congress [NTUC], Labour Unity Front [LUF], United Labour Congress [ULC] and Nigeria Workers Council [NWC]. The emergence of the NLC ended decades of rivalry and rancor involving the four centres and unions affiliated to them. The unions, numbering over 1,000 were also restructured into 42 industrial unions.

The organization has had a chequered history, surviving two instances of dissolution of its national organs and consequent appointment of state administrators. The first was in 1988 under the military regime of General Ibrahim Babangida. Congress' opposition to the anti-people Structural Adjustment Programme incensed the military administration to take over the NLC. The second military intervention was in 1994 during the regime of General Sani Abacha, whose government also became fed up with the labour movement's agitation for the restoration of democracy. Like the initial case, the military government dissolved NLC's National Executive Council and appointed a Sole Administrator. The same treatment was meted to the two unions in the oil and gas industry National Union of Petroleum and Natural Gas Workers [NUPENG] and Petroleum and Natural Gas Senior Staff Association of Nigeria [PENGASSAN]. However, the administrators apparently added a further brief which plundered the finances of Congress and the two unions. The dissolution exemplified the travails of Congress, its leadership, affiliates and state councils, under military rule. Arbitration, prolonged and unlawful detention of labour leaders, invasion and disruption of union meetings, seminars and other activities of Congress and its components by security forces and a vicious antilabour campaign by the state generally marked the period. The military also invoked its legislative prerogatives to unleash all manner of legislation to check the activities of unions. For instance, under General Abacha, a decree that banned a section of the movement from holding leadership position in Congress came into effect. However, with the death of General Abacha, the unions reclaimed Congress, culminating in a National Delegates Conference held on January 29, 1999. The leadership led the NLC from 1999 - February 2007 with another delegate conference was held on February 2007, the current leadership was elected – Abdulwahed Ibrahim Omar – President.

Trade Union Problems in Nigeria

Trade unions are experiencing different challenges all over the world, and Nigeria is not an exception. These challenges have reduced the effectiveness and efficiency of trade unions in pursuing the roles for which they are formed. According to Rajesh and Manoj (2015) the major problems of trade union include; uneven growth, leadership issues, inter-union rivalry, financial weakness, weak collective bargaining process and chameleonic attitudes of trade union leaders. In addition, wrong mentality of trade union or lacks of internal union democracy are problems of labour and unions in Nigeria (Okojie, 2011). On his own, Gangurde (2014) identify lack of unity, low priority policy makers, unorganized sector, and in-formalization of labour relations as the major challenges of trade unions in India. Among the major problems noted by Okojie (2011) as problems facing trade union in Nigeria are lack of internal democracy and lack of credible leaders due to internal party wrangling. Another major problem of trade union in Nigeria is political interest of some trade union leaders. This has made some trade unions in Nigeria been dominated by leaders who has little or no interest on the plight of the workers, but want to use their positions to gain political relevance and in exploiting workers for their political interest. The interests of the workers are not protected by the leader-politicians masquerading as labour leaders. Very often, negotiations with employers, both at public and private sectors fail due to such political leadership, as the interest and welfare of the workers are very often ignored during negotiations, especially when they are promised juicy appointments in ministries, or are heavily induced financially. Observations show that former leaders of notable labour unions few years ago are today fully fledged politicians. Even when some of them are voted into political offices in the country, they have resorted to excuses and have also failed to treat the workers fairly, and labour unions have always been at logger heads with them, and even going on strikes. Closely allied to this is outside leadership of unions and political leaders of unions. Sometimes, people who are not members of labour union are appointed as the leaders by government and company‟s management. The domination of political leaders on the main is due to the absence of full time union workers. These outsiders or political leaders lack the knowledge of basic principles and practices of trade unionism, and only devote limited time and energy to trade union activities. When this happens, union members will not trust the leaders and considerers them as pawns in the hands of government and company‟s management, as well as enemies to the wellbeing of union members. Experiences have showed that these appointed outsiders who does not share the feelings of the workers will not fight for the interest of union members, but for that of their masters that appointed them. This always results to conflicts and lack of industrial peace should the workers decides not to take instructions from these “outsiders”. Hence, outside leadership acts as a major problem of trade unions in Nigeria. Inter union rivalry is another challenge of labour union in Nigeria. On account of multiple unions there occurs a problem of union rivalry. Unions try to play down each other in a bid to gain greater influence among workers. In the process they do more harm than good to the cause of unionism as a whole. Employers are given an opportunity to play unions against each other. They can refuse to bargain on the contention that there is not true representative union. Besides this, the workers' own solidarity is lost. Employers are able to take advantage of infighting between workers groups. Solution to this problem can be found in secret ballot vote. After some stipulated time period say two years or so, the workers should go to polls to elect their representative union for that duration. This would do away with both multiplicity of unions and union rivalry. Another major challenge of trade union is opposition of management. Most often some organization‟s managements, especially, those of the private sector sees labour unions as enemies who must be stopped and never be allowed to exist in their firms, they felt that allowing labour unions freedom to operate in their firms will give the workers opportunities to form a common front in their demands and bargains. Lack of support from the employers and general public is another major challenge of trade union in Nigeria. While the public sometimes detest them due to their constant strikes and threats of strike actions, go slow policy, and their usually hard line positions, the employers as noted by Olson (1965) consider trade unions as organizations only striving to secure benefits for their members, such as financial gains like raise of wages, bonuses, various allowances insurance benefits, overtime payment and non-financial benefits such as job security, comfortable work places, and recreational facilities and decreasing fear of employer through collective bargaining. In Nigeria, this is a very serious challenge when one considers the hard line position of ASUU and their constant threat of strike action. The manner ASUU executives pronounce strike actions have today made the general public detest the union whenever an issue concerning ASUU and the Federal government is raised. This position is especially true of most parents, students and other labour union members who sees most ASUU‟s actions as creating and adding additional cost and burdens to parents, unusual delays to university students graduations from their academic programmes, as well as a negative influence on students‟ academic performances. Another challenge of trade union in Nigeria is lack of unity among unions. In fact, union disunity has reach the all time high that even people in the street are aware that trade unions leaders are divided and are fighting for their own immediate material wealth and benefits instead of the total welfare of the union members. This has started for a long time and has been aggravated with time, and more divisions is likely to be witness if genuine efforts are not put in place to check and stop the ugly incidence. Today, trade union is divided along many lines such as political and tribe lives. This have been made clear since labour unions have started to join forces with some political parties to openly challenge government policies and decisions at rallies and meetings organized by ruling or opposing political parties. As it is in Nigeria today, the Nigerian Labour Congress, which is the umbrella body of all labour unions has at different times paraded two different National executive officers with both groups claiming to represent the interest of the Nigerian workers. In some instances, the different executive groups will mark different union National programmes or activities at different venues. For instance, in 2016, while one faction is celebrating workers day at Abuja, another faction was doing the same function at Lagos. In fact, the same disunity is been witnessed in most of the thirty six states of the Federation. For instance, in 2015, when faction of Rivers State chapter of Nigeria Labour Congress (NLC) declared a strike action for non-payment of about three months salaries of the state civil service employees, another faction immediately called on the state civil servants to disregard the misleading information, that they are already on discussion with the state government to settles the issues. Worse still, these different factions have failed to see common grounds to come together to fight for the common interest and issues affecting the union members. The major reason for this much disunity among trade union in Nigeria is that union leaders do not give room for internal party democracy. There is also no room for union members to participate, decide or vote on policy issues or to elect their union official. These result to unwillingness of the majority to attend branch meetings or take part in policy debates and elections. When this is the prevailing circumstance, aggrieved members will oppose the union leadership and seek to remove them by use of provision of the union bye-laws or passing a vote of no confidence on them. This will however, generate disunity as loyalist of the embattled officers will rally round to defend them. Trade unions cannot flourish when a small number of powerful officers manipulate Union activities and programmes for their own ends in order to retain their own power and authority. As Adefolaju (2013) note, most labour union officials tend to covert the union machinery for personal aggrandizement while trading away the union. Another serious challenge of labour union in Nigeria is union politicization. In a country where everything is grist to the politician‟s mill, it is not surprising that politicians should also “use” trade unions for their selfish ends (Jaywant, 2014). Technically, labour organizations as independent bodies should report only to their members but, in practice, they are putty in the hands of ambitious, and more often than not, unscrupulous politicians. This is especially true of labour unions in Nigeria both at the federal and state levels. Today, many acclaimed labour leaders have not only shown open support to some political parties or their candidates during elections, but are actual active politicians in the camps of the ruling party or major opposition parties. For example, when the Nigeria Federal government announced its intention to remove fuel subsidy during President Goodluck Jonathan‟s administration, the Nigerian Labour Congress and Trade Union Congress of Nigeria join hands with the leading opposition parties to accuse the President (Dr. Jonathan) of insensitivity to the plights of Nigerian workers (union members) and that of the common Nigerians, and also stage various nation-wide protest, but when President Buhari from another party took over at the helm of affairs of the country and announce the removal of same in less than two year in office, the Nigerian Labour Congress and Trade Union Congress of Nigeria and other unions that held several days of nation-wide demonstration and protests over the intended removal of subsidy „went to sleep‟ and never protested or raise an eye brow over the fuel subsidy matter.

Roles of Trade Union in Industrial Harmony and Development of Nigeria Organizations

The roles which trade unions play are influenced by their own characteristics as much as by their environment. On the whole, trade unions perform various roles that are very significant that filled an important gap in the Nigerian industrial environment. These various roles of unions are important elements in good industrial relations. Otobo and Omole (1987) identify five key roles of unions in Nigeria. These roles are welfare of their members, industrial peace, democratic processes, productivity and economic and social progress. This role not only brings about enhancement in the conditions of work, employment and wages of workers but also lead to great competence among workers. One important role of labour union is the effective promotion of collective bargaining agreement. In every industrial and economic setting, trade unions constitute an in element of fundamental importance to collective bargaining, which is vital for industrial peace and harmony. Every labor union in Nigeria sees this as a major role they are expected to carry out. Labour union uses collective bargaining agreement to secure fair wages and benefits, as well as fair working hours, and better standards necessary for wage increases. Labour unions also use the medium to stop employees from being fired without just cause, and other arbitrary and unjust actions of managers against the employees. Through the collective bargaining process, the labour union saves the employer much time that he could have used in negotiating with workers individually. These times that are saved through collective bargaining process can be employed by management to consider other challenges affecting the organization or in strategizing ways to achieve competitive advantage over competitors. In this role, labour union is seen as a spokesperson for the employees. Trade unions promote and sustain peace and harmony in work environment: This is because, any decision agreed upon collectively by workers and management is bound to command obedience of and respect among the general body of workers and employers also cannot afford to treat such decisions in a light manner. Muya and Simotwo (2015) note that labour union can act as indirect catalyst for creation of harmonious work environment. This role is always effective when there is continual negotiation with employers over issues that relate to employees work conditions in order to avoid employer-employee conflict. This role creates a feeling of self respect and confidence among union members, and also ensures that parties in the agreement live up to their billings. In Nigeria, the Nigerian Labour Congress, PENGASSAN, and others play this role effectively. This role enables labour union to ensure that cordial and good understanding between employers and employees could be established in work place and leads to a harmonious and conducive working environment. It is such environment that results to higher organizational and individual productivity. This role helps to safeguard organizational stability, growth and leadership. Contribution to member‟s welfare: Otobo and Omole (1987) observed that the role of unions can be considered in terms of contributions to the welfare of their members, industrial peace, democratic processes in industrial relations, and productivity to social progress. According to Singh (2008) trade union roles has been to protect jobs and real earning their members, secure better conditions of work and life, and fight against exploitation and arbitrariness to ensure fairness and equity in employment contexts. This view is supports by Singh and Kulkarni (2013) and Barrientos and Smith (2007) when they note that unionization has become instrumental in improving the quality of life of workers. Trade unions thus negotiate improvements to better pay and working condition for their members. Improvement of organizational productivity: This happens when labour/management conflict are mutually resolved. This means that the settlement makes the workers more confident thereby making them put more effort toward attaining organizational productivity. It is essential to note that labour union play serious and vital role in resolving of labour/management conflicts. In other words, when labour-management conflicts are resolved, it makes the workers develop more confident thereby making him put more effort toward attaining organizational productivity. Unions also perform such role as increasing workers‟ productivity or efficiency, improvement of workers discipline, improvement of workplace peace and harmony and participating in decision making with management (Addison and Schnabel, 2003). Labour union acts as employee‟s representative. This happens as Labour union represents workers for the purpose of giving them identity by serving as their voice at workplace and society. This is not limited to when there are grievances and the need for improved welfare package for members, but in protecting the interest of the employees by taking active participation in the management. Based on the discussion above, unions have a vital role to play not only in the management of industrial relations bur also in ensuring continuous progress and harmony of the nation. The role of union as agent for collective bargaining and pursuit of member‟s welfare can have both a positive and negative effect on both the individual and industry. The positive side is that it has helped to bring about industrial harmony between management and employees. Since unions wield much power due to strength in united and collective voice, unions should also channel this power to constructive use in different areas in other to benefit their members and employers and ensure a win –win situation for all parties. Moreover, with a set of highly trained and educated leaders who have good negotiating skills and knowledge of the country‟s labour law in position to stead the boats of trade unions, trade unions will be seen as great assets and partners in progress by management of industries rather than as liabilities. Above all, trade unions acts as watch dog of the workers and general society against bad government and management of companies‟ policies that is inimical to the well-being of the citizens and workers.

2.2 THEORETICAL FRAMEWORK

At the core of social sciences research lays the imperative to provide a framework on which a research is based. This framework consists in the theoretical approach. Four theoretical framework appropriate for an in-depth study for the purpose of clear understanding was used in this study.

Revolutionary Theory.

The theory was developed Karl Marx In his books Poverty of Philosophy (1847) and the Communist Manifesto (1848). The theory is known also as the Theory of “class war and dialectical materialism”. For Karl Marx the purpose for existence oftrade unions is to overthrow capitalism.Marx also believes that every trade union or proletariat class consciously or unconsciously has to involve in political action which is indispensable for achieving economic equality. Trade Unions are therefore the instruments for class struggle between proletarian workers and capitalist businessmen. Its short run purpose is to eliminate competition among labour, and the ultimate purpose is to overthrow capitalist business man. Trade union is pure simple a class struggle, and proletarians have nothing to lose but their chains and they a world to win. Marx is of the opinion that trade unions should aim not only for abolition of wage system but for gaining political power through revolutionary watch work which means the trade union shall not remain as bargaining agent for wages but shall aim at political power so that there will be equal society,Shiva (1970).As far as the theory is concerned Marx is on the two conflicting parties that are the employers and employees where by the employers are the ones who controls and run the state (Government) and are the ones who establishes strong exploiting legal mechanisms which undermines workers working life such as low wages, long working hours, poor working tools .In contemporary business environment the rulers are the capitalists. According to this theory, employees should strive on strengthening power through their trade unions as a proletariat class through involving in political activities forming political party to compete and take total control of the ruling system in order to create safer and favourable legal grounds for employees who are working in. Therefore the employee problems could be solved by working under the political and economic system controlled by working class themselves.

Evolution theory.

This theory is known also as “the theory of industrial democracy”. It was formed by Sydney and Beatrice Webb’s .According to them trade union is an extension of the principle of democracy in industrial sphere. In other words, Webb’s (1920) argue trade union is not an instrument to overthrow capitalism as argued by Karl Marx, but as a means of equalizing bargaining power of labour and capital. Trade unions provide a means by which workers overcome managerial dictatorship in one hand and express voice and empower their participation in decision making processes in work organizations. On the other hand through conclusions of collective agreements, trade unions and employers or employers’ associations have established various Workers Participations in Management (WPM) models. These include Joint Consultations Councils, Consultative Committees, and Board representations. This in turn has expanded industrial democracy, workers participation and enhanced peace and harmony in work organizations. When we apply the theory trade unions should function as a body which regulate differences between employees and employers and concentrates on advocating workers participation on management as the way in which the industrial democracy will be enriched. The working relationships is going to be strengthened by allowing employees jointly participate inManagerial decisions and discussing about their interests with their employers. In doing so employee problems will be solved leading to working satisfaction.

Union control of industry’ theory.

The theory was propounded by Cole’s. The theory of the trade union movement is the same theory that of class struggle of Marx. It was in 1913 in his book “The World of Labour” that he gave a systematic shape to his theory. He argues that unionism is class struggle and the ultimate is the control of industry by labour and not revolution as predicted by Marx. Cole’s approach is syndicalist approach which advocates workers shall not aim at merely wages but also get the control of industry in partnership with state. Cole wants that the trade union has to play economic role coupled with political activity which is control of industry. According to him the main role of trade unions is how to run the industry rather than how to maintain state.As far as the theory is concerned, the employee through their trade unions has to focus on increasing economic struggles in order to gain power to run the industry. There for the strength of the theory is that for the employees to be the owners of industries coupled with political activities will be the way of solving their working problems. Harold J. Laski It is from his work “Trade Unionism in the New Society” (1950) that we get his ideas on Trade Unionism. He wants that the Trade Unions must be guided by long-run philosophy in their struggle against capitalists. According to Laski, “The supreme duty of trade union is raising the standards of workers and therefore of their leaders is to set economic policy in the political perspective that makes its fulfilment possible”. For this the political philosophy is needed. Trade unionism in the hands of Laski is much more political trade unionism. By political trade unionism he does not mean that the trade unions shall affiliate themselves to political parties but he meant that the trade unions themselves grow as political party. He maintains that the capitalism must be replaced by the philosophy of socialism. Therefore in order to face the strong capitalism, the workers need the philosophy of socialism Singh (2004). Again for Harold’s views when we apply the theory trade unions must work and grow by itself at any challenging environment to become a strong political party and formulating long run economic and political philosophy to change a society from capitalism to socialism. The root cause for employee problems is the exploitation done by the employers, there for employee problems could be solved by enacting socialistic philosophy which advocates equality for all.

Marxist Approach

Karl Marx (1818-1883) was in many respects the most influential political theorist of the 19th century. He sought to combine factual analysis and political prescription in a thorough survey of the modern economic system. Ageing that, “the history of all hitherto existing society is the history of the class struggles,” and that liberal governments and ideology were merely agents of the exploiting owners of property. Marx advocated the abolition of private property and predicted the demise of capitalization after a sense if receiving crises. The abolition of property and therefore of class exploitation would make possible a situation in which individual will contribute according to their abilities and take according to their needs. The state, following a transitional period in which the working class would rule, would eventually wither away. The Marxist approach emphasize a materialistic interpretation of history, a dialectical method of analysis, a critical stance toward existing social arrangement, and a political program of revolution. Marx maintained that everything of value in society results from human labour. Thus, working men and women as engaged in making society, in creating the conditions for their own existence. Marx viewed the exploitative economic arrangements of capitalism as the reason for making conflict in form of revolution inevitable, which will usher in a classless society. The situation in Nigeria could be linked to this framework, as workers under the umbrella of NLC are confronted with imperialist policies which strengthen capitalism and exacerbate distributional inequalities, unemployment, poor working conditions, and reduction in welfare of workers. Thus, the government and agents of capitalism are insensitive to their which will result to revolution.

Pluralist Perspective

Pluralism had developed in western democracies with the aim of explaining the nature and distribution of power in those societies. Its central position is that power is distributed among various groups in society. This is based on the assumption that the organization is composed of individuals who constitute distinct sectional groups, each with its own interests, objectives and leadership (Ratnam, 2007). This leads to a complex of tenuous and competing claims which have to be managed in the interest of maintaining a viable collaborative structure.

As opposed to the unitary perspective, the pluralists see conflicts between management and employees as rational and inevitable. Common interest and mutual dependence are seen to be a necessary condition for the survival of the whole of which they are parts. According to Haralambos and Holborn (2000), pluralism’s starting point is that industrial society increasingly differentiated into a variety of social groups and sectional interests. For example, the industrial revolution culminated into the division of labour and the subsequent growth in occupational groups. Each of the groups then developed its own needs and interests. Organizations were thereafter formed to represent and articulate these interests. These organizations thereafter became specialized and function as interest groups. Pluralism is therefore politics of interest groups with each pressing for its own advantage. As no one group is seen as being dominant, politics therefore becomes that of bargaining and compromise (Haralambos and Holborn, 2000). Such interest groups involved in bargaining and compromise are trade unions as well as professional associations.

As trade unions are the major groups that represent the interest of employees in any work organization, they have been able to use the ideology of pluralism to integrate the working class into the capitalist society. This is so because conflict between employers and employees has been institutionalized and regulated. This in turn has led to industrial stability as the relationship between capital and labour has moved from adversarial to the level of cooperation as either strives for its own survival. According to Dahrendorf, (1959) both sides are expected to gain from opportunity of pluralism (cited in Haralambos and Holborn, 2000). This he believes would lead to a more equal balance of power, between both employers and employees and the consequent development of what he calls industrial democracy.

For Dahrendorf (1959) the formation of workers’ interest groups, that is, trade unions, signals the beginning of democracy in industry, and the groups are expected to represent workers. This is moreso that employers cannot bargain with a disorganized collection of employees. However, to be effective, the interest groups require legitimization of employers and the state. The recognition symbolizes a major step towards industrial democracy and the institutionalization of industrial conflict. There is no doubt that trade unions have been effective in making possible the provision of economic benefits and rights for their members. This is because they are responsible for increase in earnings, improvement in working conditions, longer and paid holidays and shorter working week, among several others.

However, pluralism has been criticized for issuing what Dahl and Rose (cited in Haralambos and Holborn, 2000) call non-decision making. That is the possibility that some are able to prevent certain issues being decided upon. It is obvious that trade unions would not support decisions that could alter the structure of inequality. For instance, women participation in the rank-and-file of trade unions belies their population. Healy and Kirton (2000) have also noted the enforcement of oligarchic structure in trade unions. This has encouraged the struggle to access power resources. They note that this conflicts with their democratic function of representing their membership. Another criticism of the pluralist perspective is that it assumes that the electorate is adequately represented if its opinions are reflected in government activities. Within the trade unions officials tend to convert the union machinery for personal aggrandizement while trading away the union.

2.3 EMPIRICAL REVIEW

According to Adefolaju, T. (2006)Trade Unions in Nigeria and the Challenge of Internal Democracy Trade Unions emerged from the efforts of workers to seek improvement on existing working conditions through collective actions. They function to provide social, economic, political and psychological benefits for their members as well as the platform for participation in managerial functions in the industry. Today’s unions are no more mere bargaining agents orlobbyists but rather transformed into a social movement through which the working class has promoted mass democracy. In the face of persistent agitation for participatory democracy in the larger polity, this paper examines the level of adherence to the tenets of democracy in the internal workings of five trade unions across south west Nigeria. A total of six hundred and forty workers in wage employment were selected for this study, using a multi-stage random sampling technique. In-depth interviews were held to compliment the use of the questionnaire administered. The research reviewed some literature and is hedged on the pluralist perspective. The findings revealed that these unions are yet to imbibe the tenets of democracy in their internal administration as, for example, female participation in their activities is only about 23 percent. The study therefore recommends appropriate measures to ameliorate the situation.

Alhaji Ahmadu Ibrahim (1999) investigate the Globalization and the Trade Union Movement in Nigeria the penetration of the third world societies and their integration into the organic unity structure ofthe western capitalism via globalization had the greatest impact upon the working class and its organizations trade unions. And trade unions are often in contestation with the spirit of capitalism currently globalized. The consequences and challenges for the trade union movement in Nigeria that results from the various strategies that are adopted and applied are analyzed. Evidently, globalization through neo-liberal policies impacted negatively on the working class and its organization; by redefining work, skills obsolescence and deskilling of workers, re-engineering, contracting and sub-contracting and casualization of labour, increased job insecurity and unemployment. Similarly, it has led to pauperization of the working class, withdrawal of social provisioning and commodification of basic services by government, increased cost of living, declined in workers’ welfarism, consolidation of inequality and erosion of industrial democracy, with their attendant consequences on the organization of trade unionism in Nigeria. The study concludes that, the challenges for the trade union movement in Nigeria results from the various strategies that are adopted and applied by agents/driving forces of globalization. it is considered imperative for workers to be united in confronting the enormous power of capital. This can be done through the collective effort that required both socio-political and economic responses from the trade union movement in Nigeria.

Obiekwe, Onyebuchi and Obibhunun, Lucky (2014) examined the roles of labour union in Nigeria industrial harmony and development. It notes that strong and united labour unions are pre-requisites to industrial and national development of any nation. Some objectives of trade unions such as negotiation, representative body, maintenance of employee-employer relationship, and promotion of member’s welfares were noted and discussed. The paper also observed that workers join union because of job security, need for adequate wages and benefits, power in group for collective bargaining and need to associate with others. Some challenges facing labour unions in Nigeria such as disunity, financial weakness, weak collective bargaining process and dishonest attitude of trade union leaders were identified. The paper concluded that disunity and politicization of trade union are major obstacles for the development of strong and stable trade unions which is an integral part of cordial industrial relations. In addition, a strong and enlightened labour union is vital for good industrial relations system and help to promote the interest of labour union. It is recommended, among others, that unions should identify current trend in industrial relations and educate their members to anticipate for the changes brought about by environmental forces affecting industries. Trade unions should create a level playing ground for all members to take part in the decision-making machinery of their unions. Union members should ensure that only qualified, tested and trusted leaders who are truly workers should be voted into offices both at the local, state and national level. In addition, union leaders should be properly trained and educated to know the basic labour and industrial laws of the country in order to plan their actions within the provisions of the laws. Trade unions should also provide for the adequate training of their members in order to give room for advancement of their members.

Lucky Igohosa, Ugbudian (2013), investigate the new trends in government- labour relations in the downstream of the oil and gas industry in Nigerian fourth republic. Government-Labour relations particularly in the downstream of the oil and gas industry in Nigeria has not been short of conflicts. In the time past, the conflicts were largely between employers and employees. However, since the Fourth Republic a new trendhas emerged that involves state governments and labour union in the industry. It must be said that the conflicts were a product of the reaction of the union against social, economic and political policies of the government. This new trend is best demonstrated in Lagos state, where the attempt by the state government to manage traffic led to clashes of interest between the state government and member of the National Union of Petroleum and Natural GasWorkers (NUPENG).

The work examines the nature of conflict between Lagos state government and National of Union of Petroleum and Natural Gas Workers. The work discussed the nature of the conflict, elaborated on the institutional process for industrial conflict resolution, explored how the conflict was managed, examined the role of bad governance in the conflict, discussed the impact and implication of the conflict and offers suggestion on how to improve conflict management in this particular case and in general.

The work interviewed relevant authorities and individuals in the conflict: the officials of the Lagos state ministry of transport and its agency- the Lagos state transport management authority (LASTMA) and their counterpart in NUPENG. Publications such as a newspaper, journals and books were also consulted. The collected data from the respondents and publications were analysed descriptively. The work argues that bad governance is the root of the conflict as successive government abandoned the infrastructural need of the nation in the sector which culminated in the dependency on imported refined crude oil products. This created it own problem of managing traffic as the major importation outlet is in Lagos and there is lack of parking lots to accommodate the inflows of unprecedented tanker vehicles. The work further argues that, the attitude of members of NUPENG also contributed to the conflict. Also, lack of communication which brews mistrust, lack of confidence and end up in conflict played a part.

2.3 CHAPTER SUMMARY

In this review the researcher has sampled the opinions and views of several authors and scholars on the concept of trade union, concept and history of trade unionism, and origin and development of trade unionism in Nigeria. The works of scholars who conducted empirical studies have been reviewed also. The chapter has made clear the functions of trade union, characteristics of trade union, and reasons why workers join union trade. In this chapter also, the researcher has been able to review some literature on trade union movement in Nigeria, trade union problems in Nigeria, and roles of trade union in industrial harmony and development of Nigeria organizations. This chapter is thus fulfilled the conceptual, theoretical and empirical requirements.