INDUSTRIAL CONFLICT: IMPLICATIONS TO THE ACHIEVEMENT OF INSTITUTION OBJECTIVESÂ (A CASE STUDY OF NON-ACADEMIC STAFF UNION UNIUYO)
CHAPTER ONE
INTRODUCTION
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- Background of the Study
Every organization has its major aim of operation or existence, which it must strive to achieve no matter the challenges of the environment. Business organizations for example strive to achieve the goal of maximizing profit through hardworking. Likewise, trade unions also have the sole aims of their existence, which among others includes protection and sustainability of their member’s welfare etc.
In order to attain these objectives trade unions employ various approaches and strategies on different occasions. One of such approaches is industrial conflict or industrial action. This approach is often adopted in response to employees or worker generates.
They are used to put pressure on government or employees.
Industrial conflict is regarded as a work stop page caused by the mass refusal of employees to work which is aimed at forcing the employees demand (Armstrong (2004).
Although industrial conflict may portend negative signal for economic and political development, it nevertheless could be a necessary catalyst for growth and development, especially in the area of improvement in the standard of living of the employees.
Adesola (2004), considers industrial conflict as an important Feature of capitalist societies, whose profit maximization is the central objective of investor and industrial organizations. This therefore means that the majority of workers in capitalist economic live at the level of substance, hence their ability to improve their economic and social conditions lies in their utilization.
Over the years, industrial conflict has continued to increase with workers demand for improved condition of work and wages. And management most times would not accurately satisfy the needs and requests of employees even in the face of economic recession.
The most significant aspect of industrial conflict is strike action. In practice however, it has been difficult to separate strike form other forms of expression of industrial dispute.
Section 2(9)of the Industrial Dispute Act cited in Aremu.et al(2015), defines strike as cessation of work by a body of person employed in any industry acting in combination, a concerted refusal or a refusal under a common understanding of numbers of persons who are or have been so employed to continue to work or to accept employment.
Each time strike occurs, substantial man-lvur lost, a good example was the first general strike of 1945, the 1993 Asus strike which University in the country is closed for couple of months thereby causing set back in the testing institutions. Trade unions like the Non-academic staff of Universities have been successful to some extent in achieving their objective through industrial conflict.
It is in this context that this research inches to assess the implication of industrial conflict on the achievement of trade unions objectives in both private and public sectors in Nigeria and how management policies/decision are influenced by workers through the representative (trade unions) to the effect of harmonizing management policies in the trade unions objectives, thereby
Enhancing good industrial relations, peace and lemony in the place of work.
1.2Â Statements of Problems
The unstable industrial relations climate in Nigeria leaves much to be desired. The situation has resulted in all time record of lost of making hour’s unprecedented work stoppage almost in all establishments. There has been frequent industrial disharmony among the employer and the employees, arising from lack of the employees. The prevailing industrial dispute in the Nigerian tertiary institutions has been so alarming with an in desirable Effect on students.
The action and counter action of the Non-academic staff unions of the universities and polytechnic staff union towards insensitive attitude of their employers have led to frequent industrial action by the union.
These means that remolded to strike as the last resort to balance the flows between their members and the management (employes) when the bargaining and consultation fail to yield desirable result. This implies that management that the only language understand by the management of the universities and polytechnics is strike action. Furthermore, it is indisputable that the agitations of non-academic staff union of universities are to foster the adequate condition of service which would go a long way in stimulating advantageous atmosphere for students to accomplish the prerequisite curriculum objectives.
It is also the objectives of the union to offer effective job performance, thereby fostering discipline qualitative education in campus.
It is not certain however, if member of non – academic staff of universities, have achieved their objectives satisfied through industrial conflict.
- Research Objectives
The following shall constitute research objectives for the study:
- to find out the possible Sources of industrial conflict in an organization
- To determine ways in which industrial conflict hinders the achievement of institutions objectives.
- To ascertain the implication of industrial conflict on any institutions.
- Ito examine has industrial conflict can be prevented and resolved.
1.4 Research Questions
In the course of this study, the research & formulated the following research questions:
- Dose the study of industrial conflict ideology possible Sources of industrial conflict in an institution?
- Does industrial conflict in any way hinders the institutional achievement its objectives?
Do the implications of industrial ascertain
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