STRATEGIES OF MANAGING INDUSTRIAL CONFLICT IN UNILEVER NIGERIA
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STRATEGIES OF MANAGING INDUSTRIAL CONFLICT IN UNILEVER NIGERIA
Chapter one
INTRODUCTION
1.1 Background for the Study
Industrial relations is a dynamic landscape defined by the complex interactions between employers and employees inside organisations (Iheriohanma, 2017; Kassim & Ibrahim, 2020). This connection frequently results in confrontations due to divergent interests, points of view, and aims.
These disagreements, if not addressed or managed properly, can have serious consequences for organisational harmony, productivity, and employee well-being (Kreitner & Kinicki, 2020).
Recognising the importance of effective conflict management tactics, several scholars have delved into the complexity of this topic, providing insights that can be customised to different organisational contexts (Maltz & Kohli, 2020).
The management of industrial conflicts is especially important in Nigeria, because the business landscape is complex and ever-changing.
Nigeria, a country with a complex cultural and economic fabric, has a wide range of industries that fuel its economy (Mullins & Christy, 2019). In this dynamic climate, industrial conflicts have become a recurring concern, frequently originating from discrepancies in employee expectations, salaries, job security, and working conditions.
This complicated context needs a thorough understanding of conflict dynamics as well as the creation of effective conflict prevention, management, and resolution measures (Olakunle, 2018).
Unilever Nigeria, a significant multinational firm operating in the country, exemplifies the challenges and opportunities involved in resolving industrial conflicts in this unique context.
Unilever Nigeria operates in several industries, including consumer goods, food and beverage, and personal care items (Puttapalli & Vuram, 2020).
As a prominent player in the Nigerian market, the company’s dedication to preserving harmonious relationships among its employees is critical to maintaining its competitive advantage (Osamwonyi & Ugiaghe, 2021).
The Nigerian workforce, like many rising economies, is diverse, with employees of various races, origins, and goals (Pinkley, 2019). While variety enriches the corporate environment, it also highlights the importance of effective conflict resolution solutions that account for these distinctions.
The global trend of recognising the value of human capital as a strategic asset highlights the relevance of conflict management in modern organisations (Rahim, 2020).
Any organization’s success is dependent on its capacity to create a positive work environment that promotes employee engagement, collaboration, and dedication (Rivers, 2019).
Unresolved or unmanaged disputes can upset this delicate balance, resulting in lower productivity, higher turnover, and degraded organisational performance (Robbins, Judge, & Vohra, 2019).
Understanding Unilever Nigeria’s techniques for managing industrial conflicts and their consequences can provide significant insights not only for the corporation, but also for a larger spectrum of organisations facing similar difficulties.
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