Abstract
The purpose of this study is to examine the system of administration of industrial conflict in higher institution in Nigeria with a case study of Federal Polytechnic nekede, Owerri, Imo State. the result of findings shows that individual conflicts in Nigerian higher institutions occurs in the forms of lockout, strike, work –to-rule and lock-in. the factors responsible for these include workers demand for improved welfare scheme, governments refusal to comply and breach of terms of settlements disputes. Such conflicts are resolved through collective bargaining, vnilateral actions of the government and appointments of mediator and conciliation. The problem in industrial conflicts administration includes the attitude of the institution authorities, government union leaders. The effect of industrial conflict in Nigeria higher institutions involves decline in productivity of all staff loss of much man-hours, laxity among students staff, deterioration of relationship between staff and government. The work recommends that the government should provide adequate funds for effective administration of Nigeria higher institutions, these will make the authorities able to provide adequate remunerations, compensation and welfare scheme for the staff. This will always ensure industrial peace in the institutions.
TABLE OF CONTENTS
Title page i
Certification page ii
Dedication iii
Acknowledgement iv
Abstract v
Table of content vi
CHAPTER ONE
- Introduction
1.1 Background of the study
1.2 Statement of problem
1.3 Objectives of the study
1.4 Research Question
1.5 Statement of Hypothesis
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitation of the study
1.9 Definition of terms
CHAPTER TWO
- Literature Review
- Introduction
- Meaning of industrial conflict
- Meaning of conflict
- Types of conflict
- Effect of industrial conflicts in higher institutions
- Procedures for settling trades disputes.
- Factors responsible for industrial conflict in higher institutions
CHAPTER THREE
- Research design and methodology
3.1 Introduction
3.2 Research design
3.3 Sources / Method of data collection
3.4 Population and sample size
3.5 Sampling techniques
3.6 Validity and reliability of measuring instrument
3.7 Method of Data analysis
CHAPTER FOUR
- Presentation and Analysis of data
4.1 Introduction
4.2 Presentation of data analysis
4.3 Analysis of data
4.4 Test of Hypothesis
4.5 Interpretation of result(s)
CHAPTER FIVE
- Summary, Conclusion and Recommendations
5.1 Introduction
5.2 Summary of findings
5.3 Conclusion
5.4 Recommendation
References
Appendix
Questionnaire
CHAPTER ONE
- INTRODUCTION
- BACKGROUND OF THE STUDY
Industrial conflict has been defined by many authors in their perspectives. But before going in details. The meaning of conflict has to be known. Oxford Advanced Learner’s Dictionary of current English defined conflicts as a situation in which people group or countries are involved in serious disagreement or arugment. The term conflict is seen or experienced in every organization made up of staff and trade unions.
Conflict is based on the incapability of goals that arises from opposing behaviours. Individual differences are bound to produce some conflict, but they will also produce the flexibility, creativity and specialization necessary for modern organization to survive. Having know what conflict is all about, industrial conflict is therefore any dispute or incompatibility of interest between employee and employer or employers and employees connected with employment or non-employment.
In the formation of the nation’s industrial policy the federal government was influenced by the country’s social and economic conditions and the standards set by the international labour organization (ILO) of which Nigeria is a member. In Nigeria, trade unions services and industrial relation department are under the federal ministry of labour and productivity they are primarily responsible for the promotion and maintenance of industrial peace and harmony in all trade disputes which have failed to settle through internal machinery designed to reach amicable settlement of disputes. The increase in strict and industrial tension could be blamed on deeprated suspicions between employers and workers as well as intra-union crises. In a bid to maximize their standard of living which often eroded by initation, workers demand higher pay and better condition of service and employer resist such request because they fear that it might reduce their profits.
      The causes of inter and intra union disputes may be traced to communication gap between the official’s and member alleged misappropriation or embezzlement of unions found, arbitrary dismissal of national officers by the union, refusal to call national delegated conference as and when due, in recent years, trade dispute especially those of inter and intra union cases have resulted in litigations in the law courts. Some disputes has led to the institution of more than 40 court cases involving different trade unions. The industrial relations degree of 1996 sets the detail of law disputes between employees and trade union are to be settled. Employers and unions are required to attempt internal settlement through joint constitution and collective bargaining. Where this fails, there is provision for the declaration of formal trade dispute and for the matter to be referred to the ministry of labour and productivity. The ministry can then refer the case to the industrial arbitration panel which renders a binding decision, if any of the parties resorts to the decision. The matter will be lasting referred to the national industrial court.
