INDUSTRIAL DEMOCRACY AND LABOUR STABILITY IN NIGERIA- A CASE STUDY OF SELECTED ORGANIZATIONS IN IMO STATE, 2007-2011

INDUSTRIAL DEMOCRACY AND LABOUR STABILITY IN NIGERIA- A CASE STUDY OF SELECTED ORGANIZATIONS IN IMO STATE, 2007-2011

ABSTRACT

  The purpose of this study is to find out this issue of industrial democracy and how it can enhance labour stability in Nigeria with particular reference to Imo State. The idea of industrial democracy become necessary in view of the unending industrial unrest, strikes and labour instability bedeviling the country. Over the years, low productivity, low service delivery, unhappy workforce among others have been the bane of the Nigeria industrial organizations.  A case study research method was adopted. The populations are the staff of Imo oil palm plantation, Nigeria Labour Congress (NLC) members Imo state chapter, and Nigeria union of local government Employees (NULGE), Imo State. Three research hypotheses were postulated to find solution to the problem under study. Using a stratified random sampling technique, a set of questionnaires was used to collect data from a total of 350 respondents from the three selected organizations in Imo state. Data collected was analyzed using frequency counts, percentage, table and mean test methods. The result from the respondents showed that when the independent variables; membership involvement in decision-making, management adheres to rules of engagement and labour laws, respecting r the will of workers, equity and transparency are combine, they contribute greatly to effective labour-management relation and thereby bring about industrial peace and labour stability. The following findings were obtained: (i) it was discovered that industrial democratic practice will enhance industrial peace and labour stability. (ii) it was also discovered that labour unrest occur as a result of lack of industrial undemocratic practice.(iii) it was also discovered that workers are not given chance to participate in decision-making of the organizations. Based on the above findings, the following recommendations were made: (i) that management should adhere to rules of engagement and labour laws. (ii) That the workers should be allowed to participate in the decision-making of the organizations. (iii) There should be equity and transparency when dealing with the workers. (iv) That the will of the workers should be respected to reduce the apathy being experienced.