Original Research

Evaluation of industrial relations mechanism in trade dispute settlement in Ahmadu Bello University, Zaria (2003–2015)

Samuel Otohinoyi, Weinoh Oboromeni, Seth I. Christopher
Africa’s Public Service Delivery & Performance Review | Vol 5, No 1 | a130 | DOI: https://doi.org/10.4102/apsdpr.v5i1.130 | © 2017 Samuel Otohinoyi, Weinoh Oboromeni, Seth I. Christopher | This work is licensed under CC Attribution 4.0
Submitted: 13 January 2017 | Published: 28 August 2017

About the author(s)

Samuel Otohinoyi, Public Administration Department, Ahmadu Bello University, Nigeria
Weinoh Oboromeni, Human Resources Division, Federal University, Nigeria
Seth I. Christopher, Public Administration Department, Ahmadu Bello University, Nigeria


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Abstract

Trade unions encounter conflicts in their work environment which are referred to as trade disputes. Nigerian laws have provided legal, institutional and administrative mechanisms for the resolution of trade disputes like the Trade Disputes Act. The study assessed the effectiveness of industrial relations mechanisms in trade dispute settlement. Data for the study were generated from primary and secondary sources. The instrument of primary data utilised includes questionnaires and interview methods; secondary sources include published and unpublished materials. The instruments were used on the respondents to test the two hypotheses formulated; qualitative and quantitative methods of data analyses were also used in the study with more emphasis on the quantitative method using chi-square statistical tool to test the hypotheses. The study revealed that industrial relations mechanism process promotes industrial harmony in Ahmadu Bello University (ABU), Zaria. Besides, the study found that breach of collective agreement leads to trade disputes in ABU, Zaria. The study recommended that industrial relations mechanism process as stipulated in the Trade Dispute Act should be strictly adhered to as it promotes industrial harmony. Also, collective agreement reached by the actors during their round table discussion or collective bargaining process should be complied with by all the parties involved as it was the outcome of their round table discussion which both parties actively participated in.


Keywords

Industrial Relation; Trade Dispute; Trade Unionism; Collective bargaining; National Industrial Court

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