ABSTRACT
The major aim of the study is the assessment of collective bargaining and industrial conflict resolution using Nigeria Labour Congress (NLC) Akwa Ibom state chapter as a case study. Â The main research question of the study: Does collective bargaining enhance effective industrial conflict resolution in NLC, Akwa Ibom state chapter? The main objective of the study is the assessment of the effectiveness of collective bargaining as a strategy for industrial conflict resolution. The main hypothesis of the study is that, there is a significant relationship between collective bargaining and industrial conflict resolution in Nigeria Labour Congress (NLC) Akwa Ibom state chapter. Survey method of data gathering was employed and the data for the study was analyzed quantitatively. The study adopted conflict management Theory propounded by Mary Parker Follett, which suggested three methods of conflict management namely; domination, compromise and integration. She approves integration as the best method of conflict resolution and this study agreed with her, because integration method is line with collective bargaining principle. The main findings of the study revealed that collective bargaining is the most effective strategy for industrial conflict resolution in NLC, Akwa Ibom state chapter. Findings also showed that there was no significant relationship between collective bargaining as a strategy for resolving industrial conflicts in Nigeria Labour Congress (NLC) Akwa Ibom state chapter. The delay in compliance to collective agreements contributed significantly to industrial conflict. This research work therefore, recommended that the management and NLC of NLC, Akwa Ibom state chapter should always endeavour to embrace collective bargaining for industrial conflict management in order to promote industrial harmony and enhance employee performances in the organization. The actors should strictly adhere to agreement reached collectively in order to forestall work stoppage by the union or closure by the management.
CHAPTER ONE
INTRODUCTION
1.1Â Background to the study
The practice of Industrial relations as a discipline and that of collective bargaining in particular emanated from the private sector the world over. Thus much of the practices of public sector collective bargaining are modeled after the private sector collective bargaining. However, in Nigeria, the obverse is the case as collective bargaining gained its root in the public sector at the turn of the century (Fashoyin 2012). However, in Nigeria, the public sector pays lips service to the collective bargaining machinery. Governments at all levels (federal, state and local) have continued to set aside collective bargaining and give wage awards to score political points in spite of its commitment to ILO convention 98 to freely bargain with workers. The state or the government in the course of regulatory wages and employment terms and conditions revert to the use of wage commissions. Thus, wage determination is by fiat. This preference for wage commission can at best be regarded as unilateral system as collective bargaining is relegated to the background. Wage tribunals or commissions offer little opportunity for workers’ contribution in the determination of terms and conditions of employment can hardly be viewed as bilateral or tripartite. Thus, the state preference for wage commissions is anti-collective bargaining.
Every organization is made up of management and labour work forces. To run any organization, the employers and employees have to work together for the success and survival of the organization. But sometimes due conflicting interests and different work related issues such as inadequate remuneration, this could result in a rival between these two components of the organization. Agitation for an umbrella body to represent Nigerian workers started way before independence. The Nigeria Labour Congress (NLC) came to be as an outcome of many years of persistent, vigorous and concerted struggle carried on by Nigerian workers for better work conditions, good and acceptable remuneration, good work ethics, equality and acceptance among classes and genders and other diverse interests. Most of these struggles appeared to be between the workers and the government, but in reality, these struggles are always between the workers and the social, economical, political, technological, and ecological structure of the society.
