THE EFFECT OF UNFAIR TERMINATION OF EMPLOYMENT ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

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RESEARCH INFORMATION

✎: THE EFFECT OF UNFAIR TERMINATION OF EMPLOYMENT ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

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Keywords: THE EFFECT OF UNFAIR TERMINATION OF EMPLOYMENT ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

 

RESEARCH BODY

TABLE OF CONTENTS

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND OF THE STUDY

1.2     STATEMENT OF THE PROBLEM

1.3     OBJECTIVES OF THE STUDY

1.4     RESEARCH QUESTIONS

1.5     SIGNIFICANCE OF THE STUDY

1.6     SCOPE OF THE STUDY

1.7     RESEARCH METHODOLOGY

1.8     LIMITATION OF THE STUDY

1.9     DEFINITION OF TERMS

CHAPTER TWO

2.0     LITERATURE REVIEW

CHAPTER THREE

3.0     RESEARCH METHODOLOGY

3.1     RESEARCH DESIGN

3.2     AREA OF STUDY

3.3     POPULATION OF THE STUDY

3.4     RESEARCH SAMPLE AND SAMPLING TECHNIQUE

3.5     INSTRUMENT FOR DATA COLLECTION

3.6     VALIDITY OF THE INSTRUMENT

3.7     METHOD OF DATA COLLECTION

3.8     METHOD OF DATA ANALYSIS

CHAPTER FOUR

4.0     DATA ANALYSIS AND PRESENTATION

CHAPTER FIVE

5.0     SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION

5.1     SUMMARY

5.2     CONCLUSION

5.3     RECOMMENDATIONS

REFRENCE

APPENDIX

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

The African Journal of Economics (2012) shows that Nigeria’s labor standards are too lax and that all an employer needs to do is just desire not to have an employee, and it is done. It also does not cost an employer much to terminate a worker. This situation in Nigeria gives employers too much room to dispense an employee as they see fit. Among other things, Nigerian employees do not know their rights and if they do are too afraid to assert it for fear of losing their jobs. Adeogun (1986; p. 8) states that equal bargaining power in Nigeria is a mirage and points to the vulnerability of employees when negotiating the employment contract. Due to economic and social considerations, the employee is compelled to accept employment without reading or understanding the nature of the employment contract. This economic and social vulnerability of Nigeria, coupled with an extremely high unemployment rate forges in employees a dire willingness to accept any work. This is a problem in many developing countries, Nigeria being one, where one will find many workers chasing the sparsely available job opportunities (Adeogun, 1986; p. 8). What becomes important to the job seeker at that point is to secure the job irrespective of the terms and conditions of the employment contract. Applicants in Nigeria are desperate to make ends meet and must thwart competition from equally desperate fellow citizens. Hence, the applicant is willing to waive all rights to secure the job (Odeku & Animashaun, 2012). In Nigeria, the employment environment is structured to reflect the values of society, as a country, its beliefs are based on equality and freedom for all. Nigeria has policies and structures in place to provide equality, and freedom for its citizens in the workplace as contained in the labour laws. In Nigeria, wage-earning employment was one effect of colonialism. It is of note that the treatment of employees was adopted from common law traditions inherited from the British colonization of Nigeria. It was later necessary to safeguard the interest of both the employer and employee; hence a means of regulating employer-employee relations was introduced. Employees at first were made objects of servitude, but steps were put in place to avoid unfair treatment to both party, i.e. employer and employee. In Nigerian history, industrialization brought with it increasingly poor employment standards. Employers took advantage of their workers by providing them with little to no job security as well as no safety and health protection in the workplace. The issue, however, is that despite the availability of such structures, the worker is yet to experience full equality and freedom in the workplace. Despite the availability of policies and structures, both countries still struggle to maintain a balance in employment relations. If the imbalance of power continues without being addressed both countries will suffer, albeit differently, in employment relations. The key issues faced by Nigeria that hinder labour rights are population growth, unemployment, poverty and corruption. Major challenges currently face Nigeria, and one of them is its currently precipitous rate of population growth at 3.2%. This growth rate will only serve to stress the Nigerian population further; at the same time, social programs demonstrate a downward decline where 50% of the population lack basic coverage of social services (Ugbomeh, 2010). The country cannot keep up its responsibility of providing social amenities to its citizens due to corruption and other economic issues (Ugbomeh, 2010). There is the need for the Nigerian society to recognize that there is a problem with the system because it does not work for the average citizen. The society needs to identify and describe what the underlying problems are. Nigerian society needs to find better ways to solve its problems. Society needs to take steps towards achieving the goal of more equitable and fair relationships, inside and outside of the work setting. The society also has to hold the employers and government accountable for creating order in the employment environment. The Nigerian employer should also be ready to compromise more with the employee. A set of principles and values should be created to guide employment relationship between the employer and employee. Guiding principles should be in place to prevent a relapse or return to status quo. The National Labor Agency should be working hard to bolster/ train/ educate/ develop human resource management (HRM) departments through which supports for the workforce can be flowed through to employees in order to strengthen the workforce, improve overall socioeconomic status 7 (SES) and quality of life of the people, and ultimately, to bring health and prosperity to all Nigerian people, not only a small minority in political leadership.

1.2     Statement of the Problem

There is a difference between termination of a contract of employment and a dismissal. Termination gives the parties the right to determine the contract at any time by giving the prescribed period of notice or payment in lieu. Dismissal on the other hand, is a disciplinary measure, which carries no benefits and can only be exercised by the employer. Also, unlike termination, in cases of dismissal, the employer is required to give reason for the action. In Nigeria, an employer can terminate the contract of employment with his employer at any time and for any reason or for no reason at all provided that the terms of the contract of service between them are complied with also employers threaten their workers too much and they are forced to overwork their ability most times threatens them with sack letter.

1.3     Objective of the Study

The main objective of this study is to find out the effect of unfair termination of employment on the private and public sectors in Nigeria, specifically the study intends to:

1.     Find out the cause of  unfair termination of appointment in Nigeria

2.     Investigate the effect of unfair termination of appointment in Nigeria

3.     To proffer solution to the problem of unfair termination of appointment in Nigeria

1.4     Research Questions

1.     What are the cause of unfair termination of appointment in Nigeria?

2.     What is the effect of unfair termination of appointment in Nigeria?

3.     What solution can be proffered to the problem of unfair termination of appointment in Nigeria?

1.5     Significance of the Study

This study will vividly look into the reasons and causes for too much of unfair termination of employment in Nigeria, employers threaten their workers too much and they are forced to overwork their ability most times threatens them with sack letter, however this research work will proffer some solution to the highlighted problems in Nigeria and also make research on the effect it has on Nigeria private and public sector. The research work will also expose different stakeholders in the Labor union and those involve in policy making in Nigeria to the problems highlighted above and help them proffers some real life solution

1.6     Scope of the study

This research work will cover some selected employees in Ogun state. Different issues will be reviewed in this research, this study will also vividly look into the reasons and causes for too much of unfair termination of employment in Nigeria.

1.7     Research Methodology

This study is basically on the problem of unfair termination of employment in Nigeria. The study therefore adopts one of the traditional methods of gathering information, i.e. the secondary and primary sources. A sizeable percentage of secondary sources that is used came from published and unpublished works which include materials extracted from: Archives, Newspapers, discussions, Conference papers, Magazines, Internets, Books, and Articles in journals e.t.c.

1.8     Limitation of the Study

The challenge of finance for the general research work will be a challenge during the course of study.

However, it is believed that these constraints will be worked on by making the best use of the available materials and spending more than the necessary time in the research work. Therefore, it is strongly believed that despite these constraint, its effect on this research report will be minimal, thus, making the objective and significance of the study achievable.

1.9     Definition of Terms

Termination: bring to an end.

Unfair: not based on or behaving according to the principles of equality and justice.

Employment: the state of having paid work

 

Keywords: THE EFFECT OF UNFAIR TERMINATION OF EMPLOYMENT ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

 


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Keywords: THE EFFECT OF UNFAIR TERMINATION OF EMPLOYMENT ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

 


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