ROLE OF INDUSTRIAL RELATIONS IN CONFLICT MANAGEMENT
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ROLE OF INDUSTRIAL RELATIONS IN CONFLICT MANAGEMENT
Chapter one
INTRODUCTION
1.1 Background of the Study
Perhaps others might react to this topic with derision, questioning why deal with concerns of industrial relations or the importance of industrial relations in dispute resolution in an organisation.
However, despite the seemingly endless amount of discussion for negotiation between unions and employers in an attempt to find a long-term solution to the country’s industrial crises,
employees of various establishments continue to complain about how employers have refused to provide for their employment welfare, as stated in employment contracts.
Employees are occasionally victimised by their various employers when they try to pursue their reasonable requests, as was the case with the forty-two dismissed academics at the University of Ilorin in 2002.
Employers frequently resort to intimidating employees by arresting and retaining them in the police net. Advertising employee vacancies is another method used by employers to deny employees of their employment welfare and benefits in exchange for their contributions that propel the organisation to success.
There is also the surprise viewpoint that employers take on personnel and industrial relations management. They have frequently denied employees the freedom to participate in policymaking and resolving conflicts that affect both sides (employers and employees).
Employers sometimes openly brag about their ability to ‘hire and fire’, daring any employee to misbehave and be fired.
Employers and managers have no commitment to labour contracts, even if they exist in their imaginations.
1.2 Statement of the Problem
For many years, there have been a series of problems arising from poor handling of the employees’ welfare by the Employers and management of various establishments in the country.
The problem with ranges from poor or non-redeeming of those promises that contained in the Employment contract that the Employers and management signed and consented to, i.e.
the non-payment of overtime, houses and car-running allowance, non-implementation of bargaining agreement reached, instant or no All of this leads to a breach of agreement, a violation of industrial labour rules, and the formation of conflicts within the organisation.
Aside from the aforementioned problems Employers and management are claimed to have pressured the Senate House Committee on Labour Matters to change labour relations legislation and processes in their favour. Employers often keep fake statements of account in order to mislead the Federal Government about tax payments.
These circumstances lead to corruption and moral deterioration, but the more pressing question is whether it is the wickedness of our generation that has come to ruin the country’s industrial relations system.
This was the foundation of this research:
1.3 Objectives of the Study
This work’s objectives are as follows:
To investigate the cause of industrial conflicts inside an organisation.
To investigate the degree to which industrial interactions can promote industrial peace.
What are the approaches for conflict resolution and management?
Determine the function of industrial relations in managing conflict in an organisation.
1.4 RESEARCH QUESTION.
What are the causes of industrial dispute inside an organisation?
What long-term benefits may industrial relations provide?
What are the solutions to Nigeria’s industrial crises?
What are the barriers to conflict resolution inside an organisation?
What steps are taken to resolve and manage conflicts within an organisation?
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