Abstract:
Industrial conflict management is an important element in labor management relation. Past studies had examined industrial conflict management with little or no attention to collective bargaining. From the foregoing, the study examined collective bargaining and industrial conflict management; A study of Nigerian Ports Authority Lagos.
The study employed Conflict theory and Pluralist theory as framework. Multi stage sampling technique was adopted with questionnaire as the instrument of data collection. Data analysis involved the use of frequencies, percentages, and Spearman correlation co-efficient.
The findings of the study revealed that 57.1% of the respondents strongly agreed that one employer multi union structure promoted conflict in the work place. By the same vein,64.3% of the respondents strongly disagreed that various issues discussed under collective bargaining receiving the interest of union members that allowed peace to reign in the work place. On the involvement of collective bargaining had been able to address the demands of different groups in diverse ways that brought proper handling of conflict, 78.6% disagreed with the idea. In addition,57.1% of the respondents strongly agreed that failure to honor collective agreement between labor and management as a major weakness of collective bargaining which made conflict problematic to be managed in the work organization. Hypothesis 1 showed significant relationship between structure of collective bargaining and workplace conflict. Hypothesis 2 revealed significant relationship between scope of collective bargaining and conflict prevention. Hypothesis 3 indicated significant relationship between bargaining units and conflict management. Hypothesis 4 showed significant relationship between using collective bargaining and degree of occurrence of conflict.
Conflict management is paramount because it helps work organization to achieve their goals and objectives through industrial peace . Consequently, much attention should be placed on reaching collective agreement, conflict resolution strategies, recognition of union representatives, in order to minimize the occurrence of industrial conflict and to ensure goal attainment.
