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Collective Bargaining as a Tool for Industrial Conflict in Organization and Conflict Resolution

Collective Bargaining as a Tool for Industrial Conflict in Organization and Conflict Resolution

Kassim Olusanmi Ajayi, Kehinde O. Muraina
Copyright: © 2016 |Pages: 16
ISBN13: 9781466698505|ISBN10: 1466698500|EISBN13: 9781466698512
DOI: 10.4018/978-1-4666-9850-5.ch008
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MLA

Ajayi, Kassim Olusanmi, and Kehinde O. Muraina. "Collective Bargaining as a Tool for Industrial Conflict in Organization and Conflict Resolution." Handbook of Research on Organizational Justice and Culture in Higher Education Institutions, edited by Nwachukwu Prince Ololube, IGI Global, 2016, pp. 189-204. https://doi.org/10.4018/978-1-4666-9850-5.ch008

APA

Ajayi, K. O. & Muraina, K. O. (2016). Collective Bargaining as a Tool for Industrial Conflict in Organization and Conflict Resolution. In N. Ololube (Ed.), Handbook of Research on Organizational Justice and Culture in Higher Education Institutions (pp. 189-204). IGI Global. https://doi.org/10.4018/978-1-4666-9850-5.ch008

Chicago

Ajayi, Kassim Olusanmi, and Kehinde O. Muraina. "Collective Bargaining as a Tool for Industrial Conflict in Organization and Conflict Resolution." In Handbook of Research on Organizational Justice and Culture in Higher Education Institutions, edited by Nwachukwu Prince Ololube, 189-204. Hershey, PA: IGI Global, 2016. https://doi.org/10.4018/978-1-4666-9850-5.ch008

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Abstract

The major factor militating against organizational productivity is conflict between individuals or groups of individuals and the management. In any work situation, people are bound to have different interests and aspirations which may tend to conflict with each other. For example, management is committed to pursing a goal of profit maximization policies, while the workers through their unions want higher wages and a lucrative welfare package which tends to result in higher cost of doing business to the management. At times, unions want effective participation in most organizational decisions, even at the expense of encroaching on areas that fall exclusively within the confines of management prerogatives. Management cannot but resist this unwholesome behaviour. In the process, conflict would ensue. Therefore, an important duty of line for mangers to promote organizational productivity is through peaceful resolution of conflicts in the organization.

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