Journal of Emerging Trends in Economics and Management Sciences: Home

Abstract:
The relationship that exists between employers and employees either individually or collectively remains a central feature of organisational life. Despite the competitive edge that may be secured from sources such as product innovation, technological change and the more efficient utilization of energy and raw materials, the manner in which a workforce performs its functions will normally have a major bearing on the organisations long-term success. However, within organisations, the contrary nature of employment relations and the basic relationship between profit and wages, authority and compliance, creates a persistent tension between employers and employed, management and workforce. This makes the practice of industrial relations problematic and complex. In view of this context, this paper examines the implications of social democracy on industrial relations in Nigeria. However, despite the fact that the main factor underlying economic growth is the quality of institutions and organizations and their capacity to reach an efficient allocation of resources; coordinate and motivate individuals to contribute maximally to the well-being of all. It is however of note that industrial relations is often characterised by conflict of worker and employers interest which may result in industrial disputes. Equally, there is no assumption of equality of interests since workers typically are in a subordinate position within the employment relationship and are subject to repeated challenges by employers as they try to redefine and realign workers interest with corporate goals. Therefore, this study x-rays the nature of the relationship that exists between an employer and employee. Also, the role of trade unions and how their activities helped to regulate employee/employer industrial relations in Nigeria.

Keywords: employer, employee, industrial relations, social democracy, organisation

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