CHAPTER ONE

INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Unionism is said to be solidarity resulting from joint
workers strength. It creates the motivation of workers
group to bargain successfully on terms of employment and
condition of work. As individual, a worker does not have
adequate bargaining power and employers can choose to do
what they like with him or her perhaps, the only exception
to this situation is the case of exceptional talents, artists,
chief executive or individuals who are
While labour union (unionism) exists in an organization,
many works like to join them in order to benefit from group
effort from paid employment which they as individuals
cannot easily negotiate with the management of their
organization. Through the umbrella of unionism, employees
can have their voices heard in the companies, and they can
be in a better position to actualize their dreams.
The main problem to tackle in this essay is how to solve
or

reduce

the

problems
1

associated

with

personnel

effectiveness,

how

can

organization

particularly

public

organizations secure adequate utilization of their human

resources for greater efficiency and productivity throughout
effective

and

efficient

employees

training

development

programme.
1.2 STATEMENT OF THE PROBLEMS
The statement of problems to this research is as stated
below:
The politicization pose a serious defect of the trade
union movement in Lokoja is that the leadership has been
provided by outsiders especially professional politicians.
Leaders being affiliated to one or the other party, the unions
were more engrossed in toeing the lines of their political
leaders than protecting workers interest.
Lack

of

enlightened

labour

force:

The

lack

of

enlightened labour force capable of maning and conducting

the movement efficiently, purposefully and effectively has
been a major problem in the development of trade unions in
the country, lack of education, division by race religion,
2

language

and

caste,

migratory

nature,

lack

of

self

consciences, and non permanent class of workers have been

attributed as the causes for the lack of enlightened labour
force in Lokoja.
Miscellaneous problems: the majority of the register
unions are independent union as only 16,000 units out of
50,000 registered unions are affiliated to the central trade
unions (CTUs)
1.3 OBJECTIVES OF THE STUDY
The purpose of carrying out this study is to examine
the role of unionism in improving the welfare of workers in
Lokoja local government council.
To find out whether the role played by unionism has
any impact in the life of the workers
To ascertain if Lokoja local government has made any
positive or negative contributions to the development or
improvement of workers in the council.

Lastly, they have to disclose the problems confronting

the union on the course of implementing policies for
improving the welfare of workers.
1.4 SIGNIFICANCE OF THE STUDY
This study will be of great importance to unionism or
trade unions in Lokoja local government council and how to
harness their method in a more efficient manner in
improving the welfare of the council.
This study would equally add to the body of literature
and it would enable further research on related variables.
Students of public Administration and political science
have more to learn on this study and could equally serve as
a study material to them.
Members of the public who are interested in getting
themselves familiar to the effect of unionism and importance
of belonging to a union can gain from using this research
work.

Academicians nationwide could also build on this study

for further research
1.5 RESEARCH HYPOTHESIS
Ho: Effective Unionism has no good impact on workers welfare
in Kogi State
Hi:

Effective Unionism has a good impact on workers welfare in

Kogi State

1.6 SCOPE AND LIMITATIONS OF THE STUDY

In the process of carrying out this project work, several
problems were encountered by the researcher among which
include:
Insufficiency of time allowed to complete the research,
Non availability of adequate and relevance materials in the
nearby library, and funds which handicapped the researcher
from widening the scope of the study such as linking up with
trade unions in other organizations for more comprehensive
analysis.

This study is limited to Lokoja local government council.

Another problem is inadequacy of information given by the
respondents.
1.7 DEFINITION OF TERMS
TRADE UNION: This term refers to any combination of
workers or employers, Whether temporary or permanent, for
the purpose of regulating the terms and conditions of
services and provision of benefits allowance for its members.
WELFARE OF WORKERS: This is the process of increasing
the knowledge, skills and capacities of all the people in
people in any given organization or society and also make
sure that their daily needs are made available such as food,
housing and clothing for effective services.
HUMAN RESOURCES: This is the energies, skills talent and
knowledge which are potentially applied to the production of
good and services.
LABOUR FORCE: The labour force comprises of all those
who work for gain whether as employees, employer or self-

employed and it includes the unemployed who are seeking

for job.
PERSONNEL: Personnel generally means a body of persons
employed in an organization or workplace. The term is
generic

and

does

not

typically

distinguish

between

classifications of those employed, such as full or part time,

temporary or permanent etc.
EMPLOYEE: Employee is anyone who has agreed to be
employed under a contract of service to work for some form
of payment.
MANPOWER: This term refers to total supply of personnel
available or engaged for a specific task or total labour force
of a nation, including both men and women.
IMPACT: It refers to the striking of one thing against
another; forceful contact collision.

CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION
2.2 NATURE AND COMPOSITION OF WORKERS WELFARE
Workers

welfare

broadly

defined,

includes

compensation, working hours, labour insurance, education,

vocations, employment services and union organization. In
its more narrow sense, it is the improvement of labour
conditions and job efficiency through the comparative effort
of employer, labour union and employees
The government is also raising funds for various leisure
activities such as holiday trips, mountain likes, excursion
and overseas travels.
These activities are all aimed at improving the quality
of workers lives, as well as improving job efficiency.
Welfare includes anything that is done for the comfort
and improvement of employees and is provided over the
wages. Welfare helps in keeping the morale and motivation
8

of the employees high so as to retain the employees for

longer duration.
The composition of welfare measures needs not to be in
monetary term only but in any kind and forms. Employees
welfare includes term only but in any kind and forms.
Employees welfare includes monitoring working conditions,
creation of industrial harmony through infrastructure for
health, industrial relation and insurance against disease,
accident and unemployment for the workers and their
families.
Labour welfare entails all those activities of employers
which are directed towards providing the employees with
certain facilities and services in addition to wages or
salaries.
Workers welfare has the following objectives;
1. To relief workers from industrial fatigues and to improve
intellectual, cultural and material condition of living of the
workers.
2. To provide better life and health facilities
3. To make the workers happy and satisfied
9

4. Welfare, measures may be produced by the employees

government employees or by any social or charitable
agency.
2.3 LABOUR UNIONISM: ORIGIN, NATURE AND FUNCTION
The origin of unionism can be traced from the 18 th
century, where the rapid expansion of industrial society drew
women, children, rural workers, and immigrants to the work
force in numbers and in new roles. This pool of unskilled and
semi-skilled labour spontaneously organized in fits and
starts throughout its beginning and would later be an
important arena for the development of trade unions. Trade
union as such were endorsed by the catholic church towards
the end of the 19th century.
Unionism have sometimes been seen as successors of
the guides through the relationship between the two is
disputed, medieval guides existed to protect and enhanced
their

members

livelihood.

Though

controlling

the

instructional capital of artisanship and the progression of

members from apprentice of craft man, journeyman and the
10

eventually to master and grandmaster of their craft. A trade

union might include workers from only one trade or craft, or
might combine several or all the workers in one company or
industry.
Labour union and collective bargaining were outlined
from no later than the middle of the 14 th century when the
ordinance of labour was enacted in the kingdom of England
labour unionism organized the Nigeria Labour Congress an
amalgamation of the four existing central labour unioins
(NTVC, LUF, ULC and NWC) was an attempt to rid the labour
movement IN Nigeria of the external influence which to
some extent was the reason for the ideology dichotomy and
the cold war unionism of this period.
NATURE OF LABOUR UNIONISM
The nature of labour unionism which is strategic part of
human

resources

management

has

been

defined

and

explains various forms. Debate among academicians and

practitioners of labour unionism have fail to produce one
definition of the subject matter that command universal
11

acceptance, believe and operational consideration with which

they are confronted. Trade union for example, will naturally
look at labour management relations as the relationship
between unionism management and employers association
and the processes and institutions that have been developed
to structure these relationships.
Indeed,

some

managers

in

small

non-unionized

organizations may not recognize the existence of industrial

relation believing that they are not only human and personal
relations

arising

in

the

employment

content.

Other

managers may be given under these titles e.g. personnel

management, social welfare services etc.
Although, there is no universal acceptable definitions
that have achieved wide spread acceptance. According to
Sidney and Web defined trade union as any continuous
association of wages earners, the primary purpose of which
is the maintenance and improvement of the condition of
their working life. Also to trade union ordinance of 1976,
defined trade union as any combination whether temporary
12

or permanent the principal purpose of which are regulation

between workman and master or between workman and
workman or between master and master or for imposing
restricting condition on the conduct of any business and also
the provision of benefits to the members. this is probably
why some scholars look at labour as synonymous with
human relations at work.
FUNCTIONS OF LABOUR UNION
1. One of the fundamental functions of a labour union is to
negotiate for an agreement with the organizations with
respect to condition of employment for its members and
to ensure that the organization always live up to the
terms of this agreement
2. Another function of unionism is that of protecting the
interests

right and privileges of its members from

arbitrary or unfair treatment by the management

3. More so, labour unions seeks to increase and maintain
wages rates. Most unions today content that wages rate
should be comparable with the cost of living indices.
4. Unionism also attempt to control labour supply two major
options are available in the pursuance of these functions.
13

First, members may be made compulsory as in the case

of closed shop or union shop and secondary, it can be
voluntary as in the open shop system.
5. Labour union also performs social and education function.
The union provides opportunity for workers to share their
experience and services as an opportunity for mutual
assistance

and

cooperation

moments

happiness

are

shared and in time of problem of his neighbor. Unionism

also serves as a good ground for educating members.
these are exemplified through the organization of local
and

annual

conference,

short

term

seminars,

training

workshop

programmes
and

bulletins

like
for

members.
6. Unionism also communicates with the management and
outside world on behalf of its members. This the union
does to protect the interest of its members. Union also
embarks on commercial activities to generate revenue to
sustain their existence.
7. Most importantly, labour unions exercise political power.
This

they

do

by

sponsoring

electioneering campaign.

14

their

members

for

2.4 LABOUR

UNIONISM

AND WORKERS

WELFARE

AN

OVERVIEW
Every social system is inevitably influenced by this and
the labour unionism system often seems to be more
influenced by past and pervades than other aspect of natural
life.
The development of modern labour union as claimed by
many authors is a comparatively recent phenomenon. This is
in order considering the fact that until recently, majority of
Nigerian population were self-employed leaving a very
minute segment of the population as wage earners.
The first formal union to develop in Nigeria was the civil
service

union

formed

in

1912.

Nevertheless,

some

extremists believed that the union initially had no well

defined objective or direction. As put by Yesufu, the main
reason for such union elsewhere for instance in Sierra Leon
the real aim of the union was stated at a much later date to
promote the welfare and interest of workers.

15

The railway workers union and the Nigeria Union of

Teacher (NUT) both sprang up in 1931. The corner stone for
the formation of all these union was to improve the existing
conditions, which the union believes to have depreciated
below appreciable standard.
The overview of labour union in Nigeria will not be
complete without the mention of 1938, the year the labour
union ordinance was enacted. The ordinance stipulated a
minimum code of conduct in respect to the over all
administration of trade union.
Another crucial development in the overview of modern
labour union in Nigeria was the establishment of the trade
union

congress

in

1945.

Development

of

TUC

union

necessitated by the need to have a central organization to

coordinate the activities of the various workers organization
in the country. The TUC was later disorganized due to
leadership tussle occasioned by tribal sentiment
Nevertheless, on August 1953, the all Nigeria Union
Federation (ANTUF) was inaugurated with similar objectives
16

as the previous union i.e. the congress except that the

former had proposed setting up it own political party with
the nation of realizing a socialist government. That dream
did not come true since the federal had to break up for
similar reason as in congress but more so, on political
ideology.
Presently, the Nigeria Labour Congress (NLC) serves as
the central body representing all unions in the country.
For

instance,

the

National

Workers

Board

was

specifically established to take charge of the training and

retraining of the human resources of the country through
various programmes designed to broaden and improved the
mental capacity of workers towards better goal attainment in
their chose vacations.
Thus, workers development can only be achieved
through requisite training in widest ramification such that
would bring about the best realization of organization aim
and objectives. Now considering the enormity of the burden

17

of training. Both the government and the organized private

sector have role to play in this regard.
In conclusion, going through the overview development
or organized labour in Nigeria. There are three important
event

that

have

influenced

the

rapid

growth

and

development of labour unionism following the establishment

of labour ordinance in 1938. These events are;
i.

The granting of cost of living allowance (COLA) to

ii.
iii.

government workers in 1942.

The general strike of 1945
The Enugu shooting of 1949

2.5 EFFECTIVE UNIONISM: THE NECESSARY COMPONENTS

Chris Obisi has listed the following as conditions
necessary for effective labour unionism.
i.

Genuine leadership must be developed within labour

ii.

union members for political and economic associations.

Professional labour unionists should be employed and

iii.

paid on full time basis

Government must always compliment genuine labour
union efforts.

18

iv.

To eliminate and rivalries, one union in one industry

v.
vi.

should be permitted.
Labour union function should not be narrowed
Collective bargaining items should be widened and not

vii.

discriminated against
Adequate sanctions

must

be

imposed

against

management idiosyncrasies and arbitrariness

viii. Union members should be dedicated and unruly and
ix.
x.

awkward members discouraged

Robust finance for trade union
Outside interference of any kind should be avoided.

2.6 IMPEDIMENTS TO EFFECTIVE UNIONISM IN NIGERIA

There are certain factors which have militated against
the growth of labour unionism in Nigeria these includes;
1. Problem of illiteracy: Generally, the level of education
of Nigeria is very low compared to there of the income
rich countries. The low level of literacy on the part of
workers, the low level of employers doubt has affected
the growth of labour unionism in Nigeria.

19

2. Another constraining factor is poverty: In Nigeria,

there is generally a problem of poverty, these is poverty
because income is low, low income generate low savings
and thus, low capital formation and low investment. These
situations make the standard of living average.
3. There is also problem of unsatisfactory annual financial
returns. Most unions are financially handicapped because
of poor annual return
4. There is another problem of division within unions. This is
a serious problem in Nigeria. This is why it has been so
difficult to have the central labour organization which is
acceptable to all unions.
5. Furthermore, there is the problem of unfair attitude of
employers. In fact, there is poor attitude of employers
towards unions. This negative attitude tends to discourage
workers combinations.
6. Weak organization is another problem, which hinders the
growth and development of labour union in Nigeria
7. Finally, there is the problem of poor membership of the
unions. In fact, the open shop system adopted in most
organizations has weakened the membership of unions.

20

2.7 DEPOSITIONING

OF

UNIONISM

FOR

EFFECTIVE

PROTECTION OF WORKERS, WELFARE IN NIGERIA.

Labour unionism not only concern the workers and
employers.

Most

importantly,

it

must

concern

the

government and the society in the wider perspective

industrial relation has been constraint state of flux. Thus,
there is need for genuine restructuring which leads to
stability and viability of labour unionism.
Over the years, there has been increased quest for the
overhauling of trade union in Nigeria due to various reasons
ranging from inter and intra union rivalries to corruption in
management and gross malpractices.
1. There is hope for more commitment of government at the
various level of the issue or workers development given
increase in budgeting allocations to government at the
various level and their parastatals.
2. With the recent emolument of workers across the various
sectors of the economy, union sources of funds are
abound to increase since higher salaries leads to increase

21

in union due to payable of members. this will ensure more

funds being available at unions disposal to finance their
training programmes.
3. These are hope that workers would show more interest in
advancing their worth educationally, given the more
training a workers undergo, the more he/she earns no this
job, then workers academics interest would be stimulated,
since it would enhance their positions in an organization
socially and economically.
4. Since the government at all levels and private sector
organization should have to poised to stem in both public
and private life, prioritization of needs, whether training
or other would take shape so that workers of various
categories are designed for jobs for which they are best
stimulated and suited, thereby avoiding a situation of over
or under supply of workers.

22

CHAPTER THREE
3.1

INTRODUCTION
This chapter is treated under the following sub-headings:

research technique utilized, research population, sample and

sampling

technique,

sample

size

of

respondents,

instruments, administration of research instrument,

research
and

data

analysis.
3.2 RESEARCH DESIGN
The researcher adopted survey method for the research work.
The survey method of descriptive method analysis has been
selected because it is most suitable in assessing the impact of
23

unionism on the development of workers welfare in the area

under study.
Survey research method was adopted for the study. Survey
research method is defined by Adbullahi (1995) and Ajaya (2000)
as a study which involves an investigation on entire population of
people or items by collecting data from samples

drawn

from

population and assuming that this sample is true representation

of the entire population, it is a method usually adopted when
handling a large population especially on issues of the moment
that involves systematic collection of data from the population of
the study

through the use of questionnaire, interview or

observation etc. this technique allows the researcher to collect

information about target population without carrying

out

complete study on the entire population.

3.3 SOURCES OF DATA
Data are collected through both primary and secondary
sources.

The

primary

data

are

collected

through

questionnaire while secondary data are gathered from

textbooks, journals, abstract and newspapers. The data
24

collected from the questionnaire administered will be shown

in percentage table and descriptive analysis of the data
collected would there follow.
3.4 POPULATION AND SAMPLE SIZE
The total population of two (2) labour unions drawn
from the area of the study was 60.
- NULGE- National Union of local government employees
=25
- ALGON = Association of local government of Nigeria = 33
members.
SAMPLE SIZE
The sample size is 20. The sample size was determined using
Taro Yamanes formula.
n

N
[ 1 + N(e)2 ]
Where n = sample size
N = Population size
e = error of sampling

3.5 RESEARCH INSTRUMENT USED

25

The researcher made use of the questionnaire for the

gathering

of

information

for

the

research

work.

The

questionnaire administered contains some items that reveal

some facts about the following area:
i.
ii.
iii.

General background of the respondents

Labour unionism activities
Instrument of labour unionism in achieving workers

iv.
v.

welfare
The effect of workers development in Nigeria
General remark of the respondents
The method of research adopted in data collection is by

personal

contact

in

the

questionnaire.

26

delivering

and

collection

of

CHAPTER FOUR
4.1 INTRODUCTION
All the data collected to ascertain the statement of hypothesis would
be presented in this chapter. They shall also be analyzed and tested.
The statistical technique Chi-Square shall be used to analyze the data.
The result of the tested hypothesis shall form the bases for summary,
conclusion and final recommendation for this study.

4.2 DATA PRESENTATION AND ANALYSIS

The data collected are presented below according to
each of the research questions and hypothesis.
This responses of respondents are tabulated and their
percentages are determined and analyzed.

27

Hypothesis one: Can the development of workers in this

local government be traced to the impact on effective
unionism?
Do you think unionism has in any way contributed to
workers development in the local government?

TABLE 1:
RESPONSE
Yes

NO OF

PERCENTAGE%

RESPONDENTS
32

65%

No

8
Total
20
Source: Computed questionnaire 2016.

35%
100%

From the above table, 32 respondents (65%) agreed

that unionism have contributed to the workers development,
while 8 respondents (35%) were of the opinion that labour
unionism has not contributed to the workers development.

28

Therefore, the above analysis shows that workers

development in the council can be traced to labour unionism
activities
HYPOTHESIS TWO: Does the problem faced by the labour
union in the process of implementing the policies has any
effect on the development of workers.
Question two:

In the training of members, do you have

any of the following problems?

TABLE 2:
RESPONSE

NO OF

PERCENTAGE%

Financial problem

RESPONDENTS
10

50%

Personal problems

30%

4
20

20%
100%

Others
Total

Source: Computed questionnaire 2016.

From the above table, 10 respondents (50%) said that
they have financial problems, 6 respondents (30%) said that
they have personal problem, while 4 respondents (20%)

29

stated that they have other related problems which affect

unionism in training their members.
QUESTION THREE: Which of the following training does your
employer give to your members?

TABLE 3:
RESPONSE
In service training

NO OF

PERCENTAGE%

RESPONDENTS
12

60%

Induction training
8
Total
20
Source: Computed questionnaire 2016.

40%
100%

From the above table 12 respondents (60%) said that

in service training is given by their members while 8
respondents (40%) stated that induction training is given to
their members. this show that adequate training is been
given to the employees in the council

30

Question Four: What is the duration of the training given to

your union members?

TABLE 4:
RESPONSE
1-3 months

NO OF

PERCENTAGE%

RESPONDENTS
3

15%

35%

1-3 years

5 years
10
Total
20
Source: Computed questionnaire 2016.

50%
100%

The above table shows that 3 respondents (15%)

stated that a duration of 1-3 months training is given to
union members, 7 respondents (35%) said they are given a
duration of 1-3 years. While 10 respondents (50%) agreed
that duration of 5 years training is given to them.
31

Question 5: Do you think that the training given to your

members in the council is functional?

TABLE 5:
RESPONSE
Yes

NO OF

PERCENTAGE%

RESPONDENTS
11

55%

No

9
Total
20
Source: Computed questionnaire 2016.

45%
100%

From the above table, 11 respondents (55%) agreed

that the training giving to them is not functional.
Question Six: As a member of the union, are you given any
training to enhance your performance?
TABLE 6:
RESPONSE

NO OF
RESPONDENTS
32

PERCENTAGE%

Yes

17

No

3
Total
80
Source: Computed questionnaire 2016.

87.5%
12.5%
100%

Table above shows that 17 respondents (87.5%) state

that they are given training to enhance their performance.
Therefore, hypothesis five which examines the types of
training given to union members in order to facilitate their
work efficiency has been removed right.
In conclusion, the hypothesis postulated had been
proved positively beyond any reasonable doubt to be true
and remain valid and thereby can serve the test of time.

4.3

RESEARCH FINDINGS
The research was designed to show the Impact of
Unionism in Workers Development in the Area under study.
Three hypothesis were formed for the purpose of fact
finding. From the findings, it was discovered that the labour

33

union in the council encounter some problems that hinder

their effective performance in their roles.
It was also discovered that the financial problems
facing the labour union in the implementation of their
policies have a negative effect on the development of
workers, most especially on the training of their members.
From the above investigation, the researcher gathered
that workers development problems have adverse effects on
the economy of the country most especially in local
government sector. A further discovery of this study reveals
that the most effective strategy often adopted by the labour
union in the process of carrying out their objectives is
dialogue with minimum strike actions.
The research reveals how the local government has
been given adequate support to labour union
the council.

34

activities in

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 SUMMARY
From the research findings, it was observed that the
labour unions have some problems confronting them in the
process of achieving their goals and objectives. Inspite of
this, remarkable contributions have been recorded by the
labour unions among which is improvement in the capacity.
Labour unions at the national level. Organized a
number of lectures, workshops, seminars and symposium for
their members in order to enhance workers development in
the country, the local government advocates for members
participation in these endeavours.
Therefore, the role of labour unions in workers
development and the council at large cannot be over
emphasized.

Workers

would

have

developed

in

good

members but the labour unions efforts coupled with the

support of the council management have to be developed.

35

5.2 CONCLUSION
The specific objective of this research was to examine
the impact of unionism on the determination of workers
welfare in Kogi state and Nigeria at large.
The

study

also

exposes

the

constraints

and

discrepancies in the labour union management relationship.

Also, it evaluates overall benefits of workers in Nigeria.
In carrying out this study, some studies of earlier
researchers on the impact of effective unionism on the
determination of workers welfare in Nigeria and importance
to workers were examined.
5.3 RECOMMENDATIONS
The researcher, after all the findings and conclusion,
advanced

the

following

suggestive

measures

for

improvement based on the outcome of the study.

i.

In negotiating for the training of personnel, trade

unionism should emphasize on high level skill of

36

development and prepare its members for strategic

ii.

responsibilities in their organization.

The labour union should encourage development and
improving of model project of co-operation between
educational establishments and industries in order to

iii.

match with workers relevance in the economy.

The council management should encourage the use of
different varieties of incentives for job motivation
among

iv.

workers

in

the

councils,

and

various

organizations at large.
For the perpetuation of steady growth of the economy
paralyzing strategy, such as strike should be avoided in

v.

the settlement of industrial conflict.

Finally, government should give adequate support to
the labour unions and endeavour to accommodate their
problems through collective planning implementation
and evaluation in our local governments and the nation
in general.

37

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Dnaiello, O. (2006) The Political Struggle Nigeria, Benin
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Herbert, B. (1961) Social Management Theory London:
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Odeh, A.M (2011) Civil Society and Democratic Consolidation
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Consolidation. Nigeria http/www
Olusho F. (2009) The Challenges of Managing Employees
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and

Safety

Programmes

in

Construction

Industry, Anyigba Adejoh Publishers

Daiwo, O.E. (1987) The Role of Nigeria Labour Congress in
Industrial Relations, Lagos: Adeyeye Publishing Co.
Tayo, F. (1976) Industrial Relations in Nigeria, Ikeja,
Longman Nigeria Limited.
38

Wogu, A. (1969) The Trade Union Movement in Nigeria,

Benin Ethiope Publishing Corporation.
Nigeria Labour Congress (1998) The Nigeria Labour Right,
Lagos Light Publishing.
Nigeria

Labour

Congress

(2000)

The

Nigeria

Labour

Congress Organization Structure , Handbook, Lagos

Light Publishing, Lagos.
The Guardian Newspapers (2007) 1 May 2007, Page 24-25

39

APPENDIX
Department of Public Administration,
School of Continuing Education,
Federal Polytechnic Nasarawa,
P.M.B. 001, Nasarawa.
19th March, 2016.
Dear Respondents,
RESEARCH QUESTIONNAIRE
I am a final year student of the above named
institution/department.
I am conducting a research on the The Impact of
Effective Unionism on the Determination of Workers Welfare
in Kogi State. A case study of Lokoja Local Government
Council.
The research is in partial fulfillment of the requirement
for award of National Diploma (ND) In Public Administration.
As a way of contributing to the success of this research,
please answer these few questions according to your view.
Please be assured that this is purely an academic
exercise and all information disclosed shall be treated with
utmost confidentiality.
Thanks in anticipation.

Yours faithfully,
Yusuf Aruwa.
Researcher

40

QUESTIONNAIRE
INSTRUCTION: Please, tick () as appropriate the
correct answer
SECTION A PERSONAL DATA
1. Age
18-25
(
34-50 (
)
2. What is your sex
Male
(
)
3. Marital status
Single
(
4. Occupation
Student

)
26-33
(
57 and above (
Female

) Married (

) 34-50 ( )
)

)
) Divorce (

) Civil servant (

) Others (

5. What category of workforce do you belong?

Management staff
(
) Senior staff (
Junior staff (
)

SECTION B: QUESTIONNAIRE ON THE TOPIC UNDER

STUDY
6. Do you think that unionism have any of the following
problems?
Official problem
Others (
)

) Personnel problem (

41

7. Does training of your members have any contribution to

workers development in the council?
Yes
(
)
No (
)
8. Does workers development has any effect on the economy
of the council
Yes
(
)
No (
)
9. What is your opinion or your own view on the effect of
workers development in Lokoja local government council
and in Nigeria at large?
Positive(
) No idea (

) Negative (

42