Page 1 of 10

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 06

July 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 27

An Investigative Study of Industrial Conflict in Oyo

State Teaching Service of Nigeria

Ajayi Adeola

ajayifunso4christ@gmail.com

Abstract

This paper investigated the industrial

conflict in Oyo State Teaching Service of

Nigeria. It identified causes of industrial

conflict between teachers and the state

government and the effects on secondary

schools in the state. It also examined the

mechanisms for resolving industrial crises

between the teachers and the state

government. This study was necessitated by

the need to ensure improved industrial

conflict resolution mechanisms in Oyo State

Teaching Service.

The findings from oral interview revealed

that the major causes of industrial conflict

were poor condition of service, poor

funding,breach of agreement by state

government, unlawful retirement and illegal

retrenchment of teachers, threat and

blackmail of teachers among others.

The study also discovered that the effects of

industrial conflict were felt in the area of

student performance, low enrolment in

public secondary schools, juvenile

delinquencies and the low morale of

teachers and students.

Moreover, the mechanisms used such as the

court order and industrial arbitration panel

were not effective due to non implementation

of the judgement by the state government.

The study concluded that an industrial

conflict is an inevitable outcome of human

interaction and the poor management will

have devastating effect on the educational

sector in Oyo State.

Keywords: Industrial Conflict, Mechanism,

Arbitration, Court Order, Conflict

Resolution, Collective Bargaining.

Introduction

Conflict is inherent in all societies

irrespective of location, composition and

mode of organization conflicts arises when

people congregate, share spaces, facilities

and resources. It is a phenomenon that

cannot be underrated in every human

organization. This is because it can make or

mar the survival growth and progress of an

organization. So management of industrial

conflict should be given serious attention, if

the goals and objectives of an organization

must be achieved (Adegoroye, 2004).

Conflict results from human interaction in

the context of incompatible ends and where

one’s ability to satisfy needs or ends

depends on the choices decisions and

behaviour of others. It is therefore possible

to argue that conflict is endemic to human

relationships and societies. It is the result of

interaction among people, an unavoidable

concomitant of choices and decisions and an

expression of the basic fact of human

interdependent (Adejuwon & Okewale,

2009).

Page 2 of 10

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 06

July 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 28

Furthermore, industrial conflict can be seen

as an aid to incremental improvement in

organizational design and an agent for

evolution functioning in the decision making

process.

It is said to have started as soon as the

employer – employee relationship emerges

in the course of economic development.

This is because the exploitation that is

implicit in the capitalism mode of

production. A reaction against the industrial

system and capitalism in general followed

and led to the development of modern

industrial relation and labour movement in

Nigeria (Adegoroye, ibid).

As early as 1896 attempt were made to form

a trade union in Lagos. By 1912, the Nigeria

Civil Service Union in (NCSW) was

formed. By 1931 trade union were in

existence, among them are: the always

Workers Association and the Nigerian

Union Teachers (NUT). The poor condition

of service led to the first general strike in

Nigeria on July 22 1945. Between 1955 to

1983, a total of one thousand three hundred

and eighteen (1318) trade disputes were

hundred and eighteen (1,318) trade service

while between 1990 and 1998 a total of one

thousand four hundred and fifty (1,450)

trade disputes were recorded and nine

hundred and fifty eight (958) work

stoppages were recorded (Federal Ministry

of Labour and Productivity, 2003) .

The Colonial Government set up Trade

Union Ordinance of 1938 to regulate work

activities in the country and workmen’s

compensation ordinance was passed in 1941

(Adegoroye, ibid).

He furthered stated Trade Dispute Act of

1976, among others made an elaborate

provision for the management of trade

disputes.For instance, the act created legal

institution like the Industrial Arbitration

Panel (IAP) and the National Industrial

Court (NIC) to manage trade dispute. It also

vested the responsibilities of managing

industrial relations on the Ministry of

Labour, Employment and Productivity.

This paper is thus a timely one as it is poised

to investigate Industrial Conflict in the Oyo

State Teaching of Nigeria.

Statement of the Problem

Industrial Conflicts which generate into

violence in most cases have become regular

features between teachers and state

government. From 1990 to date the

education sector has witnessed industrial

conflicts more than any other sectors of

Nigeria economy. This situation in Oyo

State was particularly bad until recent times

when some palliative measures were taken

by the new administration. From December

2009 to May 2010 teachers in the state

embarked on strike to press-their demand for

payment eighteen thousand naira minimum

wage in salary approved for workers by the

federal government.

In 2010, public schools were closed up to

five months while 2011; the number of days

that school were opened for work was less

that the number of days that they were

closed.

There is no doubt that these series of strike

actions have had adverse effects on the

educational sector in the state and colossal

economic losses, in term of man – day

losses.

Page 3 of 10

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 06

July 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 29

It is against these background problems that

this study set out to examine the influence of

autocratic leadership style on the

management of industrial conflict in Oyo

State Teaching Service of Nigeria.

Objective of the study

The objectives of this study are to

i. review literature existing literature

on industrial conflict and causes industrial

conflict

ii. examine the effect of industrial

conflict on the educational sector of the

state; and

iii. assess the various mechanisms for

conflict resolution between the teachers an

the state Government.

Significance of the study

This study is expected to broaden our

knowledge in the importance of harmonious

industrial relation in the teaching service

with particular reference to the secondary

school in the state. This is because the

secondary school is the foundation that other

forms of higher education are built on.

Therefore a healthy relationship is very

crucial between the state and her teachers so

that government educational programmes

will be well implemented.

The study is also expected to assist in

formulating solutions to the problems

industrial conflict in Osun State and

stimulate further research in the field of

industrial conflicts management in Nigeria

with particular reference to the teaching

profession and the public service in general.

Literature Review

Concept of Industrial Relations

Industrial relations grew out of the industrial

circumstances of the British Industrial

Revolution of the 18th and 19th centuries

when feudalism as a mode of production

gave way to capitalism. The industrialist

were known as the capitalists or

‘‘bourgeoisie’’.The Industrial revolution

transformed the western world from a

largely agricultural world to an industrial

society. As a result of this, many people left

farms and agricultural works for industrial

occupation offered in

‘‘burgeoning’’factories.

Flander (1965) defined industrial relations

as the study of the institutions of job rules

and regulations arguing that it is essentially

concerned with both procedural and

substantive rules. These rules establish

rights and obligations, which together

defined status.

Wolfgang (1999) subscribed to the view by

defining industrial relations as the set of

rules and institutions, which determine pay

and other condition for employment. This

tend of rules are identified as; the

substantive rules that regulate pay and

employment. While the key institutions in

industrial relation are identified as

companies and employers association trade

union and the state.

Ejifor (1993)submitted that industrial

relations is a multi-dimensioned discipline

which concerns itself centrally with human

relations in workplace that the study of

industrial relation recognizes conflict

interpreted in various forms as an intrinsic

phenomenon in employment relations.

Therefore, industrial relations is concerned

with forecasting, containing and resolving