An Analysis of Labour-Management Relations in Public Enterprises in Nigeria.

ABSTRACT
Although, there is great diversity among countries in the legal framework governing employment relations, it should be recognised that in many developing countries like Nigeria, the legal framework is still considered more restrictive as against the rudiments of industrial democracy. Going by the recommendation of the International Labour Organisation (ILO) conventions, it is expected that both employer’s and employee’s association(s) will come to the bargaining table each with relatively well   defined positions on the employment relations issues before them, with public authorities refraining from any sort of interference which could restrict the freedom or impede the lawful exercise thereof. This indicated that ILO
conventions on employment relations which are directly or indirectly built around the basic principle of voluntary collective bargaining allow each government to decide the kind of machinery it considers most suited to the needs of its country. Successive government in Nigeria have become, perhaps, the most important factor in determining; the employment relations climate in the country through various Decrees, Acts that have come to bear on employment relations policies and practices. As such, National policies relating to labour/employment at a particular period in time is a function of the philosophy and ideological orientation of the nation’s leadership at that time or period in question.

 
TABLE OF CONTENTS
Title Page
Declaration
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE
1.0 General Introduction
1.1 Historical Background of the Study
1.2 Statement of Research Problem
1.3 Objective of the Study
1.4 Significance of the Study
1.5 Research Hypothesis
1.6 Research Methodology
1.7 Scope and Limitation
1.8 Research Design
1.9 Definition of key terms
Reference
CHAPTER TWO
2.0 Review of Empirical work related to the study
Reference...
CHAPTER THREE
3.0 Data Presentation and...