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FFECT OF COLLECTIVE BARGAINING STRATEGIES ON CONFLICT MANAGEMENT IN NIGERIAN ORGANIZATIONS (A Case Study of selected union and organizations in Lagos and Ogun state, Nigeria)

Author

Listed:
  • Solomon Akpoviroro Kowo

    (Department of Business Administration, Kwara State University, Nigeria)

  • Ľubica Vareckova

    (Institute of Management, University of Ss Cyril and Methodius, Trnava, Slovak Republic)

Abstract

The increase in demand for better working conditions of workers in Nigeria has given the rise to conflicts between unions and management. This research analyzed the influence of collective bargaining strategies on conflict management in Nigerian organizations. The objectives of the study were to determine the effect that negotiations have on the emerging third party intervention in an organization and also to examine the effect of reconciliation on joint consultations in an organization. For the purpose of this study primary data was used. The ex-post facto method was employed. Yamane formula was adopted to determine the sample size. A sample size of one hundred and sixty-five (165) employees out of the two hundred and eighty (280) employees was employed. Data was analyzed using manual and electronic based methods through the data preparation grid and statistical package for the social sciences, (SPSS). Linear regression analysis method which also makes use of ANOVA was employed to test the two hypotheses. The findings of hypothesis one shows a significance level below 0.01 which indicate a statistical confidence of above 99%. This implies that Negotiations in collective bargaining have effect on Emerging third party intervention. The findings and result in hypothesis two shows that reconciliation significantly affects joint consultation in collective bargaining. Thus, the study recommends that employers association should continue to play their role in ensuring they improve the working conditions of employees and also play their participatory and supporting role as regards issues relating to collective bargaining and conflict management in their various organizations. It also recommends that employees must carefully understand the implication of every action they take in the organization and be careful when negotiating the terms and conditions of their work and issues relating to their working condition.

Suggested Citation

  • Solomon Akpoviroro Kowo & Ľubica Vareckova, 2023. "FFECT OF COLLECTIVE BARGAINING STRATEGIES ON CONFLICT MANAGEMENT IN NIGERIAN ORGANIZATIONS (A Case Study of selected union and organizations in Lagos and Ogun state, Nigeria)," Business & Management Compass, University of Economics Varna, issue 4, pages 253-266.
    • Handle: RePEc:vrn:journl:y:2023:i:4:p:253-266
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    More about this item

    Keywords

    Collective Bargaining; Conflict; Negotiation; Third Party Intervention; Reconciliation;
    All these keywords.

    JEL classification:

    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management
    • M55 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Contracting Devices
    • M59 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Other
    • O25 - Economic Development, Innovation, Technological Change, and Growth - - Development Planning and Policy - - - Industrial Policy

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