LABOUR-MANAGEMENT RELATIONS IN PUBLIC ORGANIZATION- A CASE OF ENUGU STATE PHCN
This study seeks to examine labour-management relationship in Enugu state PHCN hence it examines the relationship between the management and the informal groups within Enugu state PHCN; ascertains how the neglects of the psychological and social needs of the workers has affected labour-management relation in Enugu state PHCN; and finds out the role of industrial democracy in cordial labour-management relationship. This is based on the observations that have proven from pre-independence in 1960 to date that Nigeria has witnessed chains of industrial actions as a result of trade disputes, which has adversely affected the socio-economic development of the country in general as there has been continuous decline in workers commitment to work, change of profession and complete nonchalant attitude to work occasioned by flagrant abuse of office occasioned by non-adherence to the tenets of human relations theory, leading to the dilemma of weak relationship between labour and management that has resulted to the labour force not satisfied with their management behavior, wages and welfare items. In achieving the set objectives, the secondary source of data generation was utilized hence the work is a descriptive qualitative research depending on the human relations theory and content analysis approach for analysis. Base d on these three hypotheses: there is a relationship between the management and the informal groups within the Enugu state PHCN; Neglect of the Psychological and social aspects of workers do affects the productivity levels in the Enugu state PHCN; and Lack of industrial democracy can mar labour-management relation within the work environment, it was found that there is a relationship between management and the informal groups within a formal organization; Neglect of the Basic Needs of Workers Affect Organizational Productivity adversely; and lack of industrial democracy mars labour-management relationship. Hard copy materials procured at the PHCN office added more colour to the entire work. Thus, the work was concluded with recommendations amongst which both labour and management should respect the agreement they entered into.
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