MANAGEMENT OF INDUSTRIAL CONFLICT IN NIGERIAN TERTIARY INSTITUTIONS (A STUDY OF INSTITUTE OF MANAGEMENT AND TECHNOLOGY, ENUGU
The broad objective of this work is to Appraise Industrial conflict in Nigerian Tertiary Institutions with a particular reference to Institute of Management and Technology, Enugu. The study investigated the causes and management of Industrial conflict in the institution and how such conflicts are managed by labour and management. The study employed the survey research method, which was adopted in eliciting information through questionnaire. The population used for the study comprised academic and non-academic staff of the institute totaling four hundred and sixty-eight (468). The sample size was two hundred and sixteen (216) staff out of 468, which was drawn using Yaro Yamani’s formular for determining sample size. Questionnaire and interview were the main research techniques adopted for data collection. Three hypothesis were formulated to guide the study. Data were also collected from both primary and secondary sources. The data collected were analysed using percentage distribution and chi-square at 0.05 level of significance were used to test the hypotheses. The major findings of the study revealed that the causes of industrial conflicts are mostly as a result of poor remunerative structure, poor communication network between the labour and the management, denial of promotions, poor working conditions and management interference in the union activities. Others are dispute arising from non-payment of salary and fringe benefits. It was concluded that conflicts of interest are inevitable between management and labour. Thus, there is need to pay serious attention to the causes of industrial conflicts to prevent the occurrence. Based on the findings, the study recommends that both the management and labour unions should be partners in progress for better understanding and smooth administration of the institution. Thus, there should be improvement of communication network between labour and management. Staff welfare and other necessary staff demands should be unanimously tackled by the management and labour unions and dialogue should be adopted while resolving conflict in the institution. Finally, management is advised not to involve themselves in the activities of the labour union in the Institute of Management and Technology, Enugu.
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