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
