Employment Relations & Human Resource Management- Scholarly Publications

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Browsing Employment Relations & Human Resource Management- Scholarly Publications by Author "Anyim, F.C.."

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    The Effect of Statutory Sanctions on Management of Trade Disputes in Nigeria:
    (Sciedu Press, 2011) Anyim, F.C..; Ikemefuna, C.O; Owoyemi, O. A
    A cursory look at the Trade Disputes Act in Nigeria shows that the Act did not specifically remove the right of workers to strike but in practical terms it is absolutely impossible for workers to embark on strike if all the provisions outlined in the Act including statutory sanctions are diligently and faithfully followed at appropriate times. In spite of these practical difficulties or constraints and other measures taken by government to minimize industrial disputes, evidence abound that strikes have been occurring in large number in both public and private sector of the economy irrespective of the institutional framework put in place for disputes settlement. This study is an attempt at assessing the impact of statutory sanctions on the number of disputes reported. In other words, has the sanctions met its intended objectives in terms of curtailing the number of disputes or otherwise. Trade unions in two sectoral groups: oil and gas and tertiary institutions in the educational sector where industrial strife has been on a high side were drawn as samples for the study. The findings from the study revealed that the imposition of statutory sanctions has no significant effect on the number of disputes reported. Besides, government seldom invokes the sanctions when parties breach the Act. The way forward or measures to make the sanctions more effective and result-oriented were proposed to guide policy makers and other stakeholders involved in trade disputes management. Keywords: Statutory Sanctions, Management of Trade Disputes, Critical Appraisal 1. Introduction It is generally believed that an industrial relations system is derived from the particular political, economic, legal or other contexts within which it exist. These contextual factors play prominent roles in shaping the direction of industrial relations. In many industrialised and developing countries of the world, the industrial relations have emerged from the British model. However, with time each country continues to fashion its system to meet its specific needs.