The fate of the Nigerian
worker is always at stake because of the unfavourable conditions in which he works. following this there has been conflict between labour and management of various establishments.
Of course, conflict is inevitable at workplaces , family, political/religious domain, communal, national institutions, group and organisational set up. What is paramount are the ways and means these conflicts are managed to create stability amongst the workers and management.
Conflict is philosophically seen as “a situation in which people, groups or countries, are involved in a serious disagreement or argument, between two cultures a violent situation or periods of fighting between two countries a situation in which there are opposing ideas, opinions, feelings or wishes”. Furthermore, conflict is also described as a situation in which it is difficult to choose-Professor A.S. Hornby in Oxford Advanced Learner’s Dictionary, page 178.
However, conflict may be conceptualised in different perspectives. For instance, conflict may be positive, negative, violent in nature, inevitable as pointed out earlier, inherent in human society, ubiquitous, catalyst for change that comes in various forms. It could be avoided.
Following this description, M. Esther Harding asserted that ‘conflict is the beginning of consciousness as referred to by Omolara Folrunsho, Director of Labour  Management, Michael Imoudu National Institute for Labour Studies (MINILS), Ilorin, Kwara State, an affiliate of Federal Ministry of Labour and Productivity.
In the world of work, there is always managements labour unon dispute  on certain issue(s) which  may be tagged as conflict of interest of both parties. It has its origin from demands or proposals for job security, remuneration increase, fringe benefits or other improvement in terms of employment on which there was collective agreement reached.
For instance, in 2009, there was an agreement reached with the Federal Government of Nigeria and the labour unions on essential  issues for the welfare of workers as they demanded for their rights and privileges. When the agreement lingers without appropriate attention someone would be obliged to ask questions and that is when conflict of interest and rights begin, hence the incessant strike actions embarked upon by Nigerian workers both in the civil and public sectors thereby disrupting meaningful activities which affect the economy.
A good example is what is happening in institutions of higher learning (universities) in Nigeria. The truth is that conflict is not always violent or negative, neither will it be avoided for the simple fact that it plays essential role for the actualization of set objectives. Conflict stands as check and balance for employer-employee relationship for smooth, effective, efficient, high productivity and development of an organisation in a given environment.
Inasmuch as conflict is categorsed into four units viz: Conflict of Interest; Conflict of Rights; Internal Sources of Conflict and External Sources of Conflict, there are mechanisms of resolving these conflicts. Conflict is bound to occur based on disagreement on certain demands by workers when management drags its feet on the non-provision and non-implementation of agreements reached with workers.
Looking into the causes of conflict, the mechanisms in resolving the issues have to do with five-Ws ie. what, where why, when, who. Invariably, what caused the conflict, where did the conflict start; why did the conflict start, when did this problem start, who are parties involved and how are the feelings of the concerned parties over the situation?
When these 5Ws of labour management conflict questions aforementioned are consciously and carefully scrutinised they would lead the way to amicable understanding and resolution of conflicts. Management of organizations see labour unions as a threat hencethere  are always disputes between the two parties caused by delayed or denied justice.
Explaining what conflict is all about, William Ellery Channing opined that “difficulties are meant to rouse, not discourage. The human spirit is to grow strong by conflict.” Indira Ganhdi also opined that “You can’t shake hands with clenched fist” … this means to press firmly, close tightly or to grasp strongly. An anonymous philosopher added that “Resolving conflicts leads to the creation of a new order, some form of stability which itself is a potential conflict situation.”
In other words, employers of labour should not be antagonistic with their employees or its representatives (the unionist) because both are struggling for a better deal  and to achieve the organisational goals in partnership relationship.   It is obvious that management would always require high and efficient productivity from its employee, vis-a-vis the employee would also demand for adequate motivation and a conducive working condition.
It behoves on us to ask the Federal Ministry of Labour and Productivity to harmonise issues with employers of labour and organize orientation programmes to enhance adequate understanding that should exist between employers and employees in the world of work.         According to a biblical injunction, it is certain that two parties can never work co-operatively and effectively without reaching mutual understanding in unity of purpose as cited by Prophet Amos in Amos 3 verse 3. In order to maintain a stable and progressive economy, Nigreian workers should be treated with dignity and not with disdain by employers of labour.
Ominyanwa is a public affairs analyst.

Goddey Ominyanwa