Academic journal article Indian Journal of Industrial Relations

Disputes Resolution through Social Dialogue: Evidence from Nigerian Organizations

Academic journal article Indian Journal of Industrial Relations

Disputes Resolution through Social Dialogue: Evidence from Nigerian Organizations

Article excerpt

Social dialogue tries to create an objective process of bargaining in order to protect the interest of the organization which includes employers, employees and the environment. It would be useful to examine in depth the relevant components of the social dialogue and how they have imparted positively to the development of harmonious industrial relations in the country. This study takes data from a 280 sample size drawn from a population of 500 employees selected from 10 companies in Lagos state. It found out a significant relationship between collective process and success. It was recommended that employers and employees along with the government should consistently engage in a social dialogue process to improve the working conditions of labor and industrial harmony in the country.


In recent times, rafts of procedures that tend to emphasize the importance of industrial harmony at work places are being developed globally. The implication of this dynamic labor market process is that employers and employees in conjunction with the government should consistently engage or participate in consultations and negotiations designed to improve the employability and productivity of workers. Consultation and negotiation conditions are created to support significantly the social dialogue structures because of the need to establish commitment through collective bargaining and most importantly to resolve such issues as wage, welfare packages, hour of work, hiring costs etc that are important in employees productivity. Ghosal and Westney (2005) posit that organizational culture and harmonious industrial relations can help in ensuring order in the organizations and cohesion of organizational members.

Social dialogue is a broader framework necessitating the development of harmonious industrial relations. An effective social dialogue has been explained to include tripartism, tripartism "plus", bipartism and civil dialogue. The system of social dialogue has been spelled out not as a description of the actual benefit process but show how the various objective processes of bargaining could be coordinated and pursued without interference with one another. The most striking evaluation of various objectives of social dialogue structure pertains to conditions enabling its success. These enabling conditions can be more effective in dealing with the issues that may be discussed or negotiated in the process.

In the context of this study we shall examine the impact of such conditions that are likely to prevail before effective social dialogue can take place. They are: existence of collective process, stable relationship, flexible attitude, participation of workers in management, mutual trust, continuous process, problem solving attitudes (Obisi, 2015; ILO, 2013a). These conditions do not control the process itself but are instrumental to actuate prevailing tendencies involved in consultations or negotiations process. Therefore the consultations or negotiations process must be controlled by the central focus of these conditions which can over the process period adjust the tempo and quality of consultations or negotiations to the needs of the parties involved (Bosch, 2002).

Literature Review

The purpose of social dialogue within an organizational setting is to protect the interest of the organization which in this perspective includes the employers, employees and even the environments. The various social dialogue processes create buffers between the workers and their organizations and employment relationships which are designed to guarantee workers an income at least for a transitional period when they are not working because of illness, accident, welfare packages, reasonable hour of work, acceptable recruitment and firing conditions.

An effective social dialogue could help to improve productivity in the work places and restore general industrial harmony. It is defined as all types of negotiations, consultations and exchange of information between representatives of governments, employers and workers on issues of common interest relating to economic and social policy (ILO, 2013a). …

Search by... Author
Show... All Results Primary Sources Peer-reviewed


An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.