LASU’s 87th Inaugural Lecture: Don advocates peace education as panacea to industrial disputes

Success Damian:

Professor Akanji Rafiu Bankole, Professor of Industrial Conflict and Human Resource Management of Faculty of Management Sciences, Lagos State University (LASU) has called for Peace Education as panacea to constant industrial disputes in Nigeria.

He said “Peace education should be incorporated into the orientation programmes (induction course) of both public and private organisations to enable the workers to acquire the skills required for the maintenance of peace in the workplace.”

Prof. Bankole took the stand while delivering the 87^th Inaugural Lecture Series of the Lagos State University (LASU) at Ojo, Lagos State on Tuesday, November 29, 2022.

Titled Train the Operators the Machine Shall Produce the Desired Outcome: ‘The Human Resource Management Perspective’, Prof Bankole further stated that government at all levels should encourage the effective use of all identified skills in the conflict management processes particularly among labour leaders by organizing regular training programmes on the skills for them.

He added that employers of labour should complement government efforts by organizing similar training programmes for members of their management that represent them during the negotiation processes with the trade union leaders, adding that the two Federations of Trade Unions, Nigeria Labour Congress (NLC) and Trade Union Congress (TUC) could equally follow suit by organizing either joint or separate training programmes on the identified generic skills for the leadership of their affiliated trade unions.

Further in his recommendation, Prof. Bankole said that the Nigerian Employers’ Consultative Association (NECA) could also join the train by organizing workshops on the conflict management skills for its members. He added that the government through the office of the Registrar of Trade Unions should formulate and enforce a policy that will make it mandatory for all labour leaders especially those at National and industrial levels to attend training programmes on the behaviour modification skills as soon as they are sworn into office. “The government through the office of the Registrar of Trade Unions should formulate and enforce a policy that will make it mandatory for all labour leaders especially those at National and industrial levels to attend training programmes on the behaviour modification skills as soon as they are sworn into office,” he stated.

He said employers of labour should encourage and assist their workers financially to update their knowledge educationally through part-time degree programmes, sandwich or distance learning programmes organised by tertiary institutions in Nigeria or through the National Open University system. He stated that this suggestion became necessary because the low literacy level of some labour leaders is found to be responsible for their deficiencies in communication skills which is one of the skills required to enhance conflict-handling behaviours of labour leaders.

Prof. Bankole advised that a centre for conflict management and peace studies should be established in Lagos State University as one of the leading universities in Nigeria, where people could come to undertake certificate programmes on conflict management and peace studies. “Most importantly, a centre for conflict management and peace studies should be established in Lagos State University as one of the leading universities in Nigeria, where people could come to undertake certificate programmes on conflict management and peace studies.”

He added that as Professor of industrial conflict and human resource management, conflict per se is not inherently dysfunctional nor naturally destructive rather its outcome depends largely on how it is handled or managed by the parties involved in the conflict. In essence, a conflict that is promptly, skillfully and effectively managed from the onset by the parties can bring about a myriad of functional consequences.

He spoke on conflict mode instrument which is based on five conflict management styles: competing, accommodating, avoiding, compromising and collaborating. He also identified two major types of negotiation patterns, namely: Positional Negotiation Pattern and Collaborative Negotiation Pattern. Explaining Positional Negotiation Pattern he said this pattern of negotiation is premised on the aggressive pursuit of interests by conflicting parties; hence, it is typically adversarial and competitive in nature. Parties involved in conflict make demands that are inconsiderate of the interest and needs of other parties and this makes it extremely difficult for the interests of both parties to be mutually satisfied.

He said positional negotiation pattern encourages parties in conflict to perceive each other as enemies in competition. Thus, the pattern promotes a win-lose outcome instead of working towards a mutually beneficial outcome. And because the pattern is characteristically judgmental, confrontational and aggressive, there is always stalemate (deadlock) whenever it is applied. Unfortunately, he said, “This is the pattern often adopted by labour leaders, management representatives and/or government representatives in our industrial relations space.” While the collaborative negotiation pattern is a process where the conflicting parties or the disputants attempt to enlighten each other about their needs and concerns, and both parties search for the best ways to solve their differences in such a manner that the interests of both parties are mutually satisfied and their fears allayed. This pattern is more appropriate and effective than the positional negotiation pattern because it is based on mutual understanding and feelings aimed at building a sustainable cordial relationship between the two social actors.

Speaking on the Dynamics of Industrial Conflict, he said Conflict as a phenomenon is dynamic hence it takes on several forms and shapes in organisations. The knowledge of the various forms that conflict could take will enable a conflict manager to adopt the appropriate approach to nip the eruption of conflict in the bud.

He added that Research efforts in the field of behavioural sciences have identified some behaviour modification skills that can stimulate general positive behaviour in an individual thereby enabling him/her to choose the appropriate conflict management strategy in a conflict situation. Prominent among the behaviour modification skills that are relevant to negotiation and conflict management in the workplace, according to the erudite Professor, include Emotional Intelligence, Communication Skill, Assertiveness Skill and Interpersonal Skill.