ABSTARCT
A labour management relation in places of work has become a subject of discussion in recent times. Poor working relationship exist among employer and employee leads to several industrial actions by different set of government organizations, labour union, and management union. The objectives of this study is to identify causes of management labour union poor working relationships and analyze the problems, identified and proffer solution at improving the situation and develop measures that would curtail poor management union relationship in organization. The method of data collection through primary method which include oral interview and questionnaire secondary data were also collected by the review of related literature encyclopedias, handouts, text books, newspaper. The patterns of the answers has helped to identify the problems that good working relationship exist between management and union leaders. The worker appreciate the condition of services and the fringe benefit provided for them. Recommendations were proffered that employees want basically in the workplace is satisfaction security and basic recognition by management in decision taking.
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The growth of labor sector in Nigeria today inevitable necessitated a definite relationship between union and management. This relationship broadly speaking concerns the continued existence of the firms in order to achieve the purpose for which it was established. The attainment of this goal is largely depends on the relationship between management and worker in industry, the formation of workers union and management union are obviously of the management indicates that employees are interested in the decision of the management in the work place, workers union through their representatives to seek to participate in the determination of the policies under which they will agree to work. The recognition of this interest, not only formalize the labour management relationship between the two parties, as long as production continues, can be sustained indefinitely. However, the formalization of industrial relations system in nigeria does not mean that conflict has been eliminated from industrial relations, forces involving conflict have come more predictable. Both management and union still holds hostile attitude which would emphasis soured relationship and maximize conflict between management and workers. It is on the basis of the foregoing background that there is a need for urgent attension to an indept research into declining relationship between management and worker in unilever Nigeria Plc.