**1. Introduction**

This study seeks to interrogate the nexus between industrial harmony and political stability as a potential determinant or otherwise, in crisis management, and this will be undertaken within the context of the Nigeria's public sector and its interface with the organised labour. This study further seeks to provoke insightful discussions around the commonplace crisis management mechanisms such as mediation, conciliation and arbitration, otherwise described as alternative disputes resolution (ADR), with view to determining and attaining more strategic and proactive ways

of ensuring a harmonious working relationships between the government and its workers on one hand, and between organisations in the private sector and their employees. This study is predicated on the fact that crisis management is essentially embedded in humanity. In the opinion of some writers, social groups by their nature and context, are in fact characterised by conflicts. This is so because aims, objectives and interests of the social units or individuals that constitute any social groups (including labour unions) differ.

According to Dontigney [1], any situation involving more than one person, conflict can arise. In his view, the causes of conflict range from philosophical differences and divergent goals to power imbalances. Dontigney [1] however warns that unmanaged or poorly managed conflicts has the tendency to generate a breakdown in trust and lost productivity. By extrapolation, this viewpoint can equally be validated in the context of public sector crisis management in relation to the impact of the organised labour unionism. This is unavoidable given the fact that both the government and the labour organisation are structurally antithetical in terms of objectives and functions. However, both will not operate in isolation but will continue to engage and synergise to create and advance industrial harmony which is a sine qua non to stability.

In doing this, it will be worthwhile to contextualise the scope of the study by providing a description of the variables associated with the focus of the study.

The public-sector is a combination of two words which can generically, be described as comprising the exclusive administrative space where the government serves as the employer at the federal; state (provincial or regional) and local (municipal or county) government levels, depending on the nomenclatures adopted by each sovereign country [2]. It also comprises state-owned companies and parastatals, so created to carry out assigned responsibilities for the purpose of serving the entire citizens of the country by the provision of basic services constitutionally guaranteed. These levels of government and the agencies are manned by different cadres of personnel, and who engage in discharging their respective assignments. On the other hand, the organised labour organisations represent exclusively, representatives of a defined group of employees which are concerned with the negotiation, administration, interpretation and enforcement of written agreements covering joint understanding as to wages/salaries, rates of pay, hours of work and other conditions of employment. Simply put, labour organisations The public service refers to the amalgamation of services provided by government to people living within its jurisdiction, either directly (through the public sector) or by financing provision of services. In other words, service provided or supported by government or its agencies as embedded in the constitution of the state or country. The partial provision of such or total neglect has resulted in series of socio-economic and political upheavals in countries thereby disrupting governance and usually accompanied by instability.

## **2. Study research questions**

Against the author's concerns and interest as expressed in the introductory section above, this study seeks to provide objective, but somewhat provocative responses to the following questions which include:


**137**

*Crisis Management in Nigeria's Public Sector and the Impact of the Organised Labour Union…*

c.What mechanism(s) does the Nigerian government adopt in managing and

d.What policy option can the explored to strengthen the nexus between indus-

The study is literature based, and this involves engaging relevant sources from which to draw a basis and strength for its eventual outcomes, particularly from previous related publications and write-ups. This is inevitable since the information to be deployed is essentially from secondary sources, but will be critically examined. In doing this, the author will consider a literature survey method to establish the relevant issues at stake in the context of this paper, and will accordingly do so in the course of the write-up. Furthermore, identified themes and findings therefrom will be critically examined with a view to arriving at fresh perspectives on how the creation of industrial harmony or otherwise, by the organised labour will conduce to a desirable political environment in Nigeria, on one hand, and to serve as a mechanism of crisis management in the public-sector in particular, and in the society in general. This paper proceeds by identifying the relevant theoretical framework for the study. This is followed with a rehash of the nature, evolution and the operations of the organised labour unionism in Nigeria and will attempt to point out its impact on governance dynamics in the country. The paper will provide insights into the character of the private sector where the government dictates the pace, thereby exposing the nature of the relationship that exists between the government and its

The author seeks to apply the conflict theory as the theoretical framework, among the other relevant theories, to underpin the study which focuses on highlighting the nexus between industrial harmony and political stability in the context of crisis management in Nigeria's public sector. The is consequent upon the acute relevance of the theory to the focus of the study which has to do with management of crisis and the fact that conflict is recognised and acknowledged as a part of humanity. According to Chidi and Okpala [3], 'conflict theory is synonymous with the pluralist or the pluralistic frame of reference'. In their view, the conflict theory sees the organisation as a coalescence of sectional groups with different values, interests and objectives. Thus, employees have different values and aspirations from those of management, and these values and aspirations are always in conflict with those of management. The two scholars contend that Conflict theorists argue that conflict is inevitable, rational, functional and normal situation in organisations, which is resolved through compromise and agreement or collective bargaining. Conflict theorists view trade unions as legitimate challenges to managerial rule or prerogatives and emphasise competition and collaboration. This view recognises trade unions as legitimate representative organisations which enable groups of

Rose further states that the pluralist perspective would seem to be much more relevant than the unitary perspective in the analysis of industrial relations in many

resolving the crisis between the state and the organised labour?

trial harmony and political stability towards effective governance?

These questions will be responded to and addressed in the study.

*DOI: http://dx.doi.org/10.5772/intechopen.89562*

employees, who are part of the organised labour.

employees to influence management decisions [4] Rose.

**4. Theoretical framework**

**3. Methodology**

*Crisis Management in Nigeria's Public Sector and the Impact of the Organised Labour Union… DOI: http://dx.doi.org/10.5772/intechopen.89562*


These questions will be responded to and addressed in the study.

## **3. Methodology**

*Public Sector Crisis Management*

a sine qua non to stability.

**2. Study research questions**

responses to the following questions which include:

immediate and remote factors responsible for it?

groups (including labour unions) differ.

of ensuring a harmonious working relationships between the government and its workers on one hand, and between organisations in the private sector and their employees. This study is predicated on the fact that crisis management is essentially embedded in humanity. In the opinion of some writers, social groups by their nature and context, are in fact characterised by conflicts. This is so because aims, objectives and interests of the social units or individuals that constitute any social

According to Dontigney [1], any situation involving more than one person, conflict can arise. In his view, the causes of conflict range from philosophical differences and divergent goals to power imbalances. Dontigney [1] however warns that unmanaged or poorly managed conflicts has the tendency to generate a breakdown in trust and lost productivity. By extrapolation, this viewpoint can equally be validated in the context of public sector crisis management in relation to the impact of the organised labour unionism. This is unavoidable given the fact that both the government and the labour organisation are structurally antithetical in terms of objectives and functions. However, both will not operate in isolation but will continue to engage and synergise to create and advance industrial harmony which is

In doing this, it will be worthwhile to contextualise the scope of the study by providing a description of the variables associated with the focus of the study. The public-sector is a combination of two words which can generically, be described as comprising the exclusive administrative space where the government serves as the employer at the federal; state (provincial or regional) and local (municipal or county) government levels, depending on the nomenclatures adopted by each sovereign country [2]. It also comprises state-owned companies and parastatals, so created to carry out assigned responsibilities for the purpose of serving the entire citizens of the country by the provision of basic services constitutionally guaranteed. These levels of government and the agencies are manned by different cadres of personnel, and who engage in discharging their respective assignments. On the other hand, the organised labour organisations represent exclusively, representatives of a defined group of employees which are concerned with the negotiation, administration, interpretation and enforcement of written agreements covering joint understanding as to wages/salaries, rates of pay, hours of work and other conditions of employment. Simply put, labour organisations The public service refers to the amalgamation of services provided by government to people living within its jurisdiction, either directly (through the public sector) or by financing provision of services. In other words, service provided or supported by government or its agencies as embedded in the constitution of the state or country. The partial provision of such or total neglect has resulted in series of socio-economic and political upheavals in countries thereby disrupting governance and usually accompanied by instability.

Against the author's concerns and interest as expressed in the introductory section above, this study seeks to provide objective, but somewhat provocative

a.What is the nature of the public sector crisis in Nigeria, and what are the

b.What is the nexus between industrial harmony and political stability in

**136**

Nigeria?

The study is literature based, and this involves engaging relevant sources from which to draw a basis and strength for its eventual outcomes, particularly from previous related publications and write-ups. This is inevitable since the information to be deployed is essentially from secondary sources, but will be critically examined. In doing this, the author will consider a literature survey method to establish the relevant issues at stake in the context of this paper, and will accordingly do so in the course of the write-up. Furthermore, identified themes and findings therefrom will be critically examined with a view to arriving at fresh perspectives on how the creation of industrial harmony or otherwise, by the organised labour will conduce to a desirable political environment in Nigeria, on one hand, and to serve as a mechanism of crisis management in the public-sector in particular, and in the society in general. This paper proceeds by identifying the relevant theoretical framework for the study. This is followed with a rehash of the nature, evolution and the operations of the organised labour unionism in Nigeria and will attempt to point out its impact on governance dynamics in the country. The paper will provide insights into the character of the private sector where the government dictates the pace, thereby exposing the nature of the relationship that exists between the government and its employees, who are part of the organised labour.

### **4. Theoretical framework**

The author seeks to apply the conflict theory as the theoretical framework, among the other relevant theories, to underpin the study which focuses on highlighting the nexus between industrial harmony and political stability in the context of crisis management in Nigeria's public sector. The is consequent upon the acute relevance of the theory to the focus of the study which has to do with management of crisis and the fact that conflict is recognised and acknowledged as a part of humanity. According to Chidi and Okpala [3], 'conflict theory is synonymous with the pluralist or the pluralistic frame of reference'. In their view, the conflict theory sees the organisation as a coalescence of sectional groups with different values, interests and objectives. Thus, employees have different values and aspirations from those of management, and these values and aspirations are always in conflict with those of management. The two scholars contend that Conflict theorists argue that conflict is inevitable, rational, functional and normal situation in organisations, which is resolved through compromise and agreement or collective bargaining. Conflict theorists view trade unions as legitimate challenges to managerial rule or prerogatives and emphasise competition and collaboration. This view recognises trade unions as legitimate representative organisations which enable groups of employees to influence management decisions [4] Rose.

Rose further states that the pluralist perspective would seem to be much more relevant than the unitary perspective in the analysis of industrial relations in many large unionised organisations and congruent with developments in contemporary society. In the opinion of Wokoma [5], the conflict theory evolved from the works and ideas of Karl Marx, who contended that conflict is inevitable and stems from inequalities of power and economic wealth inherent in a capitalist economy or society. It should be noted that this study is not intended to view the issues associated with this study from any ideological perspective, but strictly from an academic and analytical prism.

The relevance of this theory derives from the role of theoretical construction in research which, in the view of Badejo [6], serves to observe, understand, explain, predict and control events or phenomena. For Fajana [7], theory 'helps in our understanding of events and problems in the practical world'. By application therefore, the fact of the conflict nature of social groups, such as the organised labour being a coalescence of individual group of people, suggest the inevitability of disagreement in the course of interactions that could lead to conflict or crisis from time to time. Therefore, the conflict theory would be most appropriate to underpin this study.
