Liderazgo educativo (tipos)

It is believed that industrial relations originated out of the co-operation that existed amongst men, women and children who were meant to work under very poor conditions. It must be noted that in the classical economy workers were treated like commodities subjected to the natural laws of demand and supply. With the invention of machines, managers succeeded in mechanizing production in industries through the application of such principles as ‘interchangeable parts’ and the transfer of skill from human to machine. The remarkable success convinced management that such principle could be applied to labour (machine and labour could be managed the same way). Just as the machine could be purchased as cheap as possible and discarded as soon as it ceases to operate economically, labour should be treated in like manner.

These workers during this period, were exposed to very dangerous work environment (like mines) where they spent long hours and received only a little as their payment.

These workers organized themselves into trade unions in order to secure better conditions of service. Thus, industrial relation was coined out of the historical circumstances of the British industrial revolution of the 18^th and 19^th century (Yesufu 1984).

Initially these unions were not accepted but later they gained legal recognition through the provision of law. Even till today, the union bore and still bear that stigma of an alien and disreputable force, acceptable only in its role of negotiating for general wage rates and working hours but to doubtful respectability when it comes to challenging management authority within the plant (Ubeku 1983). They were always seen as a group of people that cause trouble in the organization so that even after trade union formation and operation in firms were formally legalized (1938 ordinance), private enterprises were still sceptical about accepting them.

Industrial relations having originating out of British industrial revolution, created the awareness in workers of their important position in organizations, and with the formation of trade unions, workers were drawn together in greater numbers and at the same time put at a greater distance from their employers.

It is increasingly concerned with how employees shall be full identified with the purposes of the enterprise and how he, by effective participation both in the work effort and in the relevant decision making, can find greater self fulfilment in the work situation.

In terms of specific content, industrial relation according to Onwuchekwa(1994),is concerned with labour problems in all ramifications:

 Employment problems and employment security.

 Conditions of work; hours of work, shift, holidays.

 Remuneration level, frequency, methods of wage payment and wage fixing.

 Labour and employee grievances and dispute

 Levels of production and efficiency

 Safety, health and welfare at work

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 Social security, sickness and old age benefit, maternity leave, employment, injury compensation.

 Employee development: training, upgrading and promotion.

The relevance of industrial relations can only be appreciated when the magnitude of disorder that can result from a trade dispute is imagined. This is because, the absence of a good industrial relations environment negatively affect the interests of both management and employees, decreases productivity, exposes the organization to dysfunctional conflicts and rancour, thus militating against the achievement of the broad objectives of the organization.

3. 4 Reasons for Government Intervention in Labour Matters

Yesufu (1984) categorized the reasons for government intervention in labour matters into four broad headings. They are economic; historical and international imperatives;

the state’s dominance as an employer, and political and social factors. These factors as articulated by Obikeze, Obi and Abonyi, (2005) as presented below.

Economic

The government is a major player and stakeholder in the economic sector, particularly in developing economies and so actively participates and intervenes in labour matters due to its effect on national productivity, industrialization and national development.

Historical and International Imperatives

Government intervenes in labour matters because of its position in implementing some international labour convention like the international labour organization (ILO) rules. Implementing these international conventions automatically demands government intervention.

Dominant Employer of Labour

The government is still the largest employer of labour in Nigeria. Its position therefore, confers on it the leading position on all labour issues, since it seems to set the standard for labour relations.

Political and Social

Substantial parts of the population are workers. Anything that affects them adversely, will definitely affect the country adversely. Therefore, the government out of political and social considerations intervenes in labour matters, in order to save the nation from debilitating effects of strikes and industrial disputes.

Self Assessment Tests

Explain the difference between personnel administration and industrial relations.

4.0. Conclusion

From our discussions in this unit and the previous units, the fact is clear that for an organization to properly harness the resources needed to actualize its goals, the concepts of personnel administration and industrial relations must be adequately given

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due attention. Both are considered very relevant to the survival of both private organizations and public organizations.

5.0. Summary

This unit has been able to create an overview of industrial relations. It has been able to explain the nature of the difference(s) between personnel management, labour - management relations and industrial relations as well as the scope and relevance of industrial relation. The three concepts as noted are related but not the same.

6.0. Tutor marked Assignment

Conceptualize the term industrial relations 7.0. References and further reading

Uchendu, O. (2003). Industrial relations management: The Nigeria experience. Enugu:

Fulladu Press.

Obikeze, O. Obi, E.,And Abonyi, N. (2005) Personnel management: Concepts, principles and applications. Onitsha: Book point

Anugwom, G.A (2007). Industrial relations systems in Nigeria. Enugu: RhyceKere Levin, S.B. (1958). Industrial relations in Post war Japan. Illinois: University of

Illinois Press.

Dunlop, J.T. (1958). Industrial relations system. In Uchendu, O. (2003)Industrial relations management: The Nigeria experience. Enugu: Fulladu Press.

Hyman, R. (1975). Industrial relations: A Marxist introduction. London: Macmillian.

Ubeku, A. (1983) Industrial relations in developing countries. London: Mac Millian Publishing Inc.s

Yesufu, T. (1984). The dynamics of industrial relations: The Nigerian experience.

Ibadan: University Press.

Akpala, A. (1982) Industrial relations: model for developing countries. The Nigeria system. Enugu: Fourth Dimension.

Yoder, D (1976) Personnel management and industrial relations. InUchendu, O.

(2003) Industrial relations management: The Nigeria experience. Enugu:

Fulladu Press.

Flanders ,A and Clegg, H (1955). The system of industrial relations in great Britain, its history, law and institutions. The Economic Journal Vol 65,NO258 pp 325- 327

Onwuchekwa, C. I. (1994). Personnel management. Awka: Goshen Publishers

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Unit 13 Actors in Industrial Relations