Nigeria Labour Congress (NLC) and Strike Action in Labour Conflict Management in Nigeria (1999-2011 (original) (raw)
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Labour conflict and management in Nigeria
In the course of interactions between employers and employees, conflict is likely to emanate due to differences in perceptions, values, attitudes, interests and other policies. Scores of conflicts have been in record over the years especially the incessant strikes at local, state and national governmental levels in Nigeria. It is against this backdrop that the study documentarily analyses labour conflict and management in Nigeria in recent years, with emphasis on incessant strikes by various labour unions, and the available statutory conflict management strategy. The study utilizes secondary data to arrive at conclusion that conflict management mechanisms has largely been ineffective in the country and the statutory provided mechanism has been found to be misused in most occasions which is the major reason for the incessant strikes in the country. The study therefore recommends that government and organisations should ensure that managers and administrators are skilled in conflict management and organisations and unions be compelled to abide by the statutory provided mechanism for conflict management in the country.
2015
Over the years, Nigeria experienced industrial conflicts which have given rise to strikes both in private and public work sectors. The worse hit is the Nigerian civil service. This is a sector where government whose responsibility is to cater for the wellbeing of her citizens is itself the employer. This study underscores the consequences of strike actions in Anambra state civil service between 1979 and 1989. The period under study cut across two types of political regimes: civilian and military regimes. The study utilized ex-post facto type of design since the events under study had taken place. Questionnaire distributed to elicit information from respondents which were certified fit for analysis were 162. Snowballing technique was applied. Results indicate that strikes within the period gave rise to negative consequences (14.8%) and positive consequences (14.2%).Results also reveal that strike has both positive and negative consequences (71%). Out of 13 numbers of strikes embarked...
Saudi Journal of Humanities and Social Sciences, 2020
Industrial actions are all forms of work dissatisfaction that can manifest in several ways like absenteeism, strike, high labour turnover among others. This has posed a lot of threats to all sectors of the economy and affected Nigeria society socially, economically and politically. Two theoretical postulations were used to investigate the perceived causes and effects of industrial actions in South West Nigeria. Survey research which involved 400 respondents from four randomly selected local governments was employed in the study. Data, which were sourced from both primary and secondary sources, were analysed using quantitative and qualitative methods. From the findings, the respondents revealed that hike petroleum price (85.3%), poor working conditions (66.3%), labour union interest (72.6%), members' welfare (64.2%) and failure of management to keep to agreement (73.7%) were some of the factors responsible for industrial actions in Nigeria. Also, the respondents confirmed that undeveloped economy (70.6%), political stability (53.7%), development of entrepreneurial skills (66.3%), improved government administrative efficiency (70.5%), brain drain (80%), and increased poverty (60%) were the perceived outcomes of industrial actions on Nigeria political economy. On the efficacy of strike actions, respondents affirmed that labour union objectives are usually attained during strike (64.2%), and there were increases on wage labour (65.3%). Based on the findings, strike favours the workers, and negatively affects the nation and government in the long run. Thus, it was recommended that, there is need for stable labour-management relations between the government, industries and employees that will enhance a good bargaining environment. Also, there is need to improve on minimum wage policy of the government for the employees so as to improve the welfare of the employees and reduce the incidences of strike actions.
Abstract: Right to strike is an integral part of workers’ right to protect and defend their social and economic rights which are incidental in employment relationship without which workers will be regarded as slaves. These social and economic rights are part of the fundamental objective and directive principles of state policy as enshrined in chapter two of the constitution of Federal Republic of Nigeria 1999 as amended. Strike is regarded as one of the most cherished instruments of trade unionism in Nigeria. Workers in Nigeria view strike as the most powerful safeguard against the unjust treatment of their employers. Without right to strike workers in Nigeria will be at the mercy of the employers who may impose low wages or poor condition of work in utter disregard to the terms of the parties contract of employment. However, looking at the volatile nature of Nigeria’s political and economic setting one will begin to imagine whether right to strike will do Nigeria industrial relation more harm than good. This is bearing in mind the attitude of Nigerians to work as no day passes in Nigeria without strike or threat of strike. The implication of the recurrence of strike in Nigeria could be as a result of the unenforceability of collective bargaining. This paper carries out an examination of the correct and extant status of workers right to strike and its potency in Nigeria industrial relation. The researcher undertook critical analysis of the above topic with the aid of statutory and judicial authorities, textbooks, journal articles, internet materials and international instruments. At the end, the writer concluded that there is no law in Nigeria which provides workers with right to strike instead workers in Nigeria are placed under some legal disabilities when they embark on strike thereby rendering strike a mere privilege and not a right. The writer having taken cognizance of the attitude of workers in Nigeria, recommends that strike should not be made a right but instead collective bargaining should be made enforceable to curb the incessant strike action in Nigeria.
INDUSTRIAL CONFLICT AND COLLECTIVE BARGAINING: EVIDENCE FROM NORTH CENTRAL REGION OF NIGERIA
IAEME, 2019
Industrial conflicts in organizations are inevitable due to disagreement between the employees and employers which can either benefit or harm the organization. For the efficacy of the employer, there should be very positive ties between employer and workers. This study therefore, focuses on the use of collective bargaining as an effective instrument for management of conflict in Store Product Research Institute, in the north central of Nigeria. The study made used of pluralist theory as frameworks and employs both qualitative and quantitative research techniques. The findings of the study shows that negotiating via the process of collective bargaining on the terms and conditions of employments were not satisfied to the employees in the way the management of the institution handle them. Therefore, a proactive collective bargaining procedural and substance rules are recommended for both parties to reach collective agreement.
The Repressive Face of Law to Strike in Nigeria: Hope for Industrial Peace?
Journal of Commonwealth Law and Legal Education, 2009
Though the strike is accepted as an indispensable component of a democracy and a stimulus to social dialogue in industrial relations, strikes have remained controversial in many jurisdictions and are repressed by law in some legal systems. This paper examines the legal response to strikes in Nigeria and the implications for workers. It reviews the law over time and finds that it has remained repressive, based on the lopsided desire to protect general services and the business interests of the employer over and above the interests of the worker. In spite of these repressive laws, workers have continued to use strikes in expressing their grievances. The paper argues for legitimization of strikes in industrial relations in Nigeria. This is necessary if we are to encourage social dialogue and workers' participation in the democratic management of the enterprise and the economy as a whole. The paper posits that sustained social dialogue and workers' participation in the democratic management of the enterprise is a panacea for industrial peace and sustainable economic development.
Journal of Techno-Social, 2022
Over the years, industrial actions have been one of the crucial issues resulting to the decline in organizational productivity in Nigeria. Strike actions have been considered by the organized unions as a means of expressing their grievances and struggling for their rights and privileges. These actions have serious and negative effects on organizational efficiencies such as low productivity, loss of profit, low performance, and the eventual collapse of some promising ventures. Owing to these consequences, there is a need for alternative tactics to end this menace. Thus, the influence of trust-building and consensus approach on conflict resolution as alternative strategies to strike actions in Nigeria is examined in this study. The study adopted a survey design. A sample of selected organized labour union leaders and key top executive officers formed the respondents of the study. Cluster and simple sampling techniques were used to select sampled respondents. A validated structured questionnaire and interview were adopted to gather needed information for this study. Ordinary least square regression, correlation, and cross tabulation were used to analyze the collated data. The findings revealed that honesty, loyalty and sacrifice are significant in conflict resolution and crisis management. It was deduced from the study that conflict is unavoidable in a workplace but can be managed through a proactive measure of trust and consensus-building approach. The study recommended among others that keeping to the agreement, openness, understanding, collaborative and participative efforts are needed to enhanced organizational efficiency.
Labour activities in Nigeria have been a thing of concern to people of Nigeria. The activities date back to the 1960s, with each event attempting to pull down the government in an extreme case. This paper deals with Labour Unions and conflict management in Nigeria: A Case Study of Academic Staff Union of Universities (ASUU). The work employed content analysis and survey as research design. ASUU was chosen as a case study because of the damaging effects ASUU strikes have had in the educational sector of this nation. This research work discovered that ASUU, in each of their activities, tried to pull down the government in order to ensure that the rights of their colleagues whom they represent are not trampled upon or denied by the government. This research work also discovered that they used meetings, dialogue and consultations, including lobbying to ensure that their demands are met. Another method applied in settling disputes was the use of " collective bargaining " which serves as a vital tool between government and labour. Recommendations and conclusions were drawn.
Extent and Justifications for Strike Proneness in The Nigeria Public Sector Industries
IJHCM (International Journal of Human Capital Management), 2021
Strike has become one of the most effective tools used by workers to drive home their demands and the intensity of this varies from one sector to another. Therefore, the objective of this study is to investigate strike proneness and why public sector industries are more strike prone in Nigeria. The study takes an exploratory approach by reviewing extant literatures as a focal point of analysis to determine the extent of strike intensity among industries in the public sectors with a view towards drawing up relevant justifications. The findings of the study shows that in comparison with other sectors, education as sub sector of public sector are more strike prone and the reason generally for public sector strike proneness is because government is the highest employer of labour as well as the umpire ensuing the behaviour of an employer and at the same time involve in the regulatory framework that guides the employment relations between the employer and employees in the private and ...