ABSTRACT
Companies’ revenue and profit have been adversely affected by the ever-increasing incidence of industrial conflicts between workers and management in recent times. Each time there is a conflict, most likely strike ensues thereby giving rises to manna-day hours lost which brings about loss in productivity. This has really been a problem in the aim various sectors of the economy. It is the aim of this research work to find out the course and the remedy to industrial conflicts. This research work has five chapters. Chapter one contains a general discussion of the industrial conflicts. It further state the problem, the scope, the limitation and finally the definition of terms. A number of proof related literature examiners by other studies as it relates to industrial conflicts are highlighted in chapter two. Chapter three deals with the design of the study, the method used in collecting relevant data .In chapter four, the data got from the research survey were analyzed and interpreted. Finally, the summary of findings, conclusion on the research and recommendations made by the researcher are all in chapter five.
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY The parties to Industrial conflict are usually the management and employees or the labour or workers union and the government and its agencies. The medium in which these parties interact is through the Industrial relation system. The aim of the various parties is maintenance of Industrial peace. But Industrial peace does not mean in the grave yard. To us Industrial peace is something more than the absence of conflict in the work place. In labour management relations, conflict is more than the expression of irritability or ill-will. Inspite of the strong desire among the parties in the industrial relation system to co-exist, there is nevertheless latent antagonism among them because of the following factors. Firstly, the interests of both the employer and the employee are not completely mutual. Management may be trying to keep cast down while union is seeking higher wages. The employer’s representative is mainly concerned with proprietary interest, which in turn is directly related to the financial interest of the shareholders. The interest of the employee, organization or union is primarily that of people as well as their material, spiritual and physiological needs.
Secondly, the desire of the parties is more or less unlimited wages can never be as high as the workers mighty desire as profit is the determinant for managed, to consider increasing wages. Nevertheless, the money available for distribution between the contending parties or claimants is always limited in the short-run.
Thirdly, both modern and development societies are dynamic. Consequently, even if a certain distribution of income and power could be devised which was not subject.
