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  • OVERVIEW OF LEGAL FRAMEWORK OF NIGERIA’S INDUSTRIAL RELATIONS  The fact of depression or rather more appropriately underdevelopment of an economy does not legally justify the denial of workers’ rights particularly those that are in the statute books. In spite of its beggarly prescriptions for solving Africa’s economic crisis, the NEPAD document contains two admissions which are: • The impoverishment of the African continent was accentuated primarily by the legacy of colonialism, the cold war, the workings of the international economic system and the inadequacies of and shortcomings in the policies pursued by many countries in the post-independence era.• For centuries,…

  • CASE STUDY 1: REORGANIZING HP    The Problem In the mid-1990s, global computer major HP1 was facing major challenges in an increasingly competitive market. In 1998, while HP's revenues grew by just 3%, competitor Dell's rose by 38%. HP's share price had remained more or less stagnant, while competitor IBM's share price had increased by 65% during 1998. Analysts said HP's culture, which emphasized teamwork and respect for co-workers, had over the years translated into a consensus-style culture that was proving to be a sharp disadvantage in the fast-growing Internet business era. Analysts felt that instead of Lewis Platt, HP needed…

  • INDUSTRIAL RELATIONS AND COLLECTIVE BARGAINING STRATEGIES: THE NEW TRENDS IN LABOUR RELATIONS   Introduction The underlying political and economic principle of the IMF/World Bank Economic Recovery Programme i.e. structural Adjustment Programme (SAP) the Nigeria’s state is implementing is supposedly to create an economic environment determined by market forces and a liberal political system. In the field of labour-management relations this means that the industrial relations practice is to be deregulated. The concept of deregulation of industrial relations means that a Government or any of its agents will not intervene on condition of work service between employers and employees. Specifically deregulation,…

  • INTERNATIONAL LABOUR ORGANIZATION (ILO) CONVENTIONS AND RECOMMENDATIONS   International labour standards are legal instruments drawn up by the ILO's constituents (governments, employers and workers) and setting out basic principles and rights at work. They are either conventions, which are legally binding international treaties that may be ratified by member states, or recommendations, which serve as non-binding guidelines. In many cases, a convention lays down the basic principles to be implemented by ratifying countries, while a related recommendation supplements the convention by providing more detailed guidelines on how it could be applied. Recommendations can also be autonomous, i.e. not linked to any convention. Conventions…

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