Between 1960-1966, industrial relations system in Nigeria was based on Laissez-faire doctrine or voluntary ethic. The colonial trade union ordinance of 1938 allowed any five or more persons to form trade unions. The trend led to the proliferation of over 1000 mushroom unions which were not well...

Sequel to the civil war that threatened the corporate existence of Nigeria in 1967, the Military government that came to power in 1966 adopted a radical change within the period 1967 to 1979 on industrial relations policy due to the spate of industrial unrest occasioned by the economic hardship...

Sequel to the civil war that threatened the corporate existence of Nigeria in 1967, the Military government that came to power in 1966 adopted a radical change within the period 1967 to 1979 on industrial relations policy due to the spate of industrial unrest occasioned by the economic hardship...

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...

The internal recruitment is perceived in some quarters as the most favourite source of staffing an organization in stable and developed companies. The system needs a strong support from other HR processes in order to enhance morale and promote productivity otherwise it could yield disappointed...