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INDUSTRIAL HARMONY: AGREEMENT AND RULE VIOLATION


INDUSTRIAL HARMONY: AGREEMENT AND RULE VIOLATION

Victor, Barinua Y.
Department of Management, Faculty of Business Studies,
  Ignatius Ajuru University of Education, Rumuolumeni, Port Harcourt, Rivers State, Nigeria
Email: vbarinua@yahoo.com

ABSTRACT
This paper is on industrial harmony. Specifically the paper focuses on agreements and rules violation; lack of good fate by parties in industrial relations.  In this paper parties of industrial relations are employers, employees and government.  These parties operates within the confines of established agreement and rules (law) that governs their existence. However, as noted in this paper some of these laws are violated and thus hampering the existence of industrial harmony.  Specifically, Section 251 and other related Sections of Nigerian Constitution clearly outline some of such labour laws.  This paper further stress that a breach of these laws by parties result into a show of lack of good fate.
It was revealed among others, that a lack of trust could lead to violation of agreements and rules and limits the existence of industrial harmony.  Consequently, it was concluded among others that good cooperative working conditions fueled by the spirit of trust among workers can lead to industrial harmony.  It was therefore recommended among others that parties of industrial relations must respect and adhere to mutual agreements and rules once reached.
Keywords: Industrial harmony, industrial relations, agreement and rules violation, employers and employees.

INTRODUCTION
The Nigerian workplace has been characterized by unfavorable conditions over the last decade.  In most cases there have been conflicts between labour and management of various establishments.  These conflicts usually affect the flow of activities among employers and employees.  Most organizations in Nigeria today have been bedeviled with a myriad of industrial challenges as a result of inefficient and ineffective management style within organization. Studies have shown that conflicts is inevitable at work places, family, political and religious domain. Scholars have further stress that a greater share of interest should not only be placed on its emergence as a normal occurrence in human life, but also on the procedures which conflict can be managed so as to have stability and industrial harmony which improves the extent to which workers interact. The extent to which workers interact within the organization has a greater impact on the kind of atmosphere 
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