MY DEAD FOLLY!

Waking up this morning,
I looked back at the history of my life.
I saw the messes I had made in my life
In spite of all my gift of wisdom, skill and intelligence.
I began to wonder how I had accumulated these messes.
Well, in everybody’s life, there are lots of messes he makes himself.
Is there anybody who has never regretted having done something?
I look back at my past and I am terrified;
I feel lonely and horrified by the thought that
What I am doing presently
Or about to do now could still be another expression of my folly
But what is there to celebrate is that,
I have also recorded plenty of achievement on the way.
I will rather celebrate my wisdom.
And let my dead folly rest in peace.
While I live in peace.

THE NEED FOR SOCIAL WORKERS IN AN INDUSTRY.

INTRODUCTION
The process of social change whereby a human group is transformed from pre-industrial society into an industrial one is what is known as INDUSTRILISATION. It is also a process of wider modernization where social change and economic development and advancement of large scale energy and metallurgy productions. This technological advancement has played a substantial role in the making as well as in the marring of social welfare among human groupings. This is to say that the mechanization of work activities as well the contemporary state of globalization has effects on people especially in the world of work. These effects are however detrimental as well as beneficial to social partners in the industrial organizations. It appears therefore that as technological innovations and inventions advances, social welfare of people at work also improves.
A critical look into the above submission and the contemporary interrelationship between the social partners-the workforce and managers- in the world of work shows that it is only one group that is improving in terms of social welfare. This is not to say that the other group’s social welfare is not improving but the claim made here is that “the improvement of social welfare of one group is increasing at an increasing rate while that of other group is increasing at a decreasing rate”. This therefore shows that some groups of people in that world of work are vulnerable and need effective social services that will enable them survive as individual and to function appropriately in industrial societies. It is needless to say here that the vulnerable groups are workers. This therefore brings about the urgent need of social workers in industrial organizations to help the working group realize their full potentials which is the main focus of this article.

THE CONCEPT OF SOCIAL WORK
Prior to the year 2000, it was widely accepted that social work could be defined as an organized work intended to advance the Social conditions of a community and especially of the disadvantage groups by providing psychological counseling, guidance and assistance in form of social services (on line dictionary of social work 1993). This means that social work is a professional activity of helping individual, groups and communities enhance and restore their capacity for social functioning and creation of social conditions favorable for all compatriots. Bit following the outcome of the general meeting of the International Federation of Social Workers (IFSW) on the issue of social work definition held in July, 2000 in Montereal, Canada, it was concluded a new definition of social work will replace the old one while understanding that the profession (social work) in the 21st century is dynamic and evolving, thus no definition should be viewed as exhaustive.
While describing social work, it was construed as “a profession that promotes social change, problem-solving in human relationships utilizing theories of human behaviors and social systems. Social work intervenes at the point where people interact with there environment” summing it up, I will submit that social work is a profession which involved the provision of NEED to the NEEDY, it now depends on individual definition of NEED as well as the NEEDY.

SOCIAL WORK PRACTICES IN INDUSTRIAL ORGANISATIONS
The IFSN has also submitted that there is no clear boundary of social work practices among human groupings and in the larger society. This is because Human Right and Social Justice serve as the motivation and justification for social work actions. From this point of view, it can be accepted that the role of social workers in Industrial Organization is not only needed but also justifiable. In addition, a close look into the current trend in the attitudinal behaviour of Human Resources Managers (HRS) of today shows that there is urgent need for social services in industrial organization. The role of Human Resource Managers (HRM) is to effectively manage the human component of the organization and help the individual workers personalities in terms of knowledge. Skill, welfare, safety and other right as well as psychological benefits of these working groups. This is due to improve their (workers) performance on the job which in turn will enhance the speedy achievement of organizational goals and objectives. (Bankole Akanji, 2000).
Unfortunately, reverse is the case in Industrial Organizations of today. Social partners now perceive HRMs as members of management staff of every organization who undoubtedly will often promote and protect the interests of the employers at the expense of workers interests. Because of these, it therefore becomes so glaring that if not for the growing pervasiveness of Trade Unionism, workers will be living like strangers in the land of theirs. They will have nowhere to resort to for immunities in checking the excesses of employers. It is pertinent to note at this juncture that some organizations are yet to allow or register trade unions. This means that workers in such organizations will be living in penury.
If it is the truth therefore that social justice and human right provides basis for social work practices to be limitless, then professionals, and practitioners alike in the field (social work) are needed for emancipation of workers in the world of work. It thus, becomes a point of interest to identify among others the areas where social workers will be helpful to the working group in Industrial Organizations. These are listed below:
- Ergonomics
- Education and training
- Incapacities at work
- Young person employment
- Casualisation (among others)
Few of these shall be explained in this article;

- ERGONOMICS: This is a design of work environment in such a way to improve people’s working condition and to help them to work more efficiently by removing all sorts of industrial hazards and create a stress free factory environment. Nigeria Industrial Relations is characterized with some constraint among which occupational health and safety is one.
It has therefore been argued by several scholars and writers that the state of ergonomics in Nigeria industries needs serious improvement. It seems that the Factory Acts which was enacted to meet up with the essential need for the provision of health, safety and welfare for workers so that their safety will not be put in jeopardy (Adewunmi 1998) has not really been observed by employers. Second, the factories inspectorate who are responsible for the enforcement, the Factory Acts in the world of work are short facilities to effectively do this. Also among the problems relating to ergonomics is that the punishment provided by the Act is not adequate enough to ensure that erring employers comply (Ranti Samuel 2008). Thus, it becomes a point duty for social workers to intervene in this menace, explore their expertise and to recognize complexity of interaction between human beings and their working environment and the capacity of people to be affected by this relationship especially in terms of hazards. To alter the multiple influences upon them including bio-psychological factors which will help reduce workers vulnerability in the work place.
- EDUCATION AND TRAINING: It will be wise to explain this phenomenon from the “Peter Principle”, an organizational theory whose claim is that “workers have the tendencies of attaining their level of in competency in the work place: (Mullins, 2005). The tenet of this theory is that an employee when performing effectively will be promoted to another upper cader where the level of intelligence and performance needed is higher than that of his previous position. On getting to his new position, his level of competency will reduce base on the feet that it is his position that was upgraded while his knowledge and skills were not improved to meet up with the challenges of the new positions. Such worker may still be fortunate to get promoted to another higher level where more skills, knowledge as well as more responsibility are required. At this third position, the Peter Principle claims that he must have attained his level of in competencies (Mullins 2005). This therefore may lead to workers being declared as redundant. As such it becomes important for a periodic educational program, seminar, workshop etc. organized for workers to keep them informed on various aspects as may be needed to uplift their position in the world of work. Though this Educational function is a function of Trade Union, social workers can also join in the movement for keeping workers informed so that their intelligence as well as technological know-how will be improve and his will help boost the ego of the organization as well as improving the living standard of these working groups.
- INCAPACITY IN WORK PLACES: Workers in their daily integration with machineries and other industrial resources such as chemicals are exposed to certain hazards which may render workers permanently or partially incapacitated. The workmen Compensation Act has specified some ways through which injured workers can be compensated for injuries sustained. The provisions of the act regarding compensation compared to the value of humanity are insufficient, for instance, a workman whose hands or legs were amputated as a result of the injuries sustained in he process of work may be given a whole sum of amount as compensation. Undoubtedly, we all know that such money may not be enough to feed him for the rest of his life. Apart from this, the act has not provided for compensation as regards other psychological trainer that such victim may be going through. This therefore becomes a duty for industrial social workers to help the working group a normal and fulfilled life after such injuries.
- CASUALISATION: This is also an unfair labour practice that trade union in collaboration with social worker, human right activists and government should take time to address all related barriers, inequalities and injustices that exist in industrial society. This will help the disadvantaged group in industrial organization and it will also bring about industrial peace and harmony which serves as one of the prerequisites for national development.
- YOUNG PERSON EMPLOYMENT: The Labour Act of 1974 has addressed the issue of young person employment in such a way that they (children) will not involve themselves in carrying heavy load as their duty or work in a environment inimical to their health moral, psychological and physical development. The International Labour Organization (ILO) has also pointed out in their convention on “Core Labour Standard” that there should be an effective abolition of child labour in all forms. It therefore seems that these are responsibilities that involve the help hand of social workers to ensure that this dream is realized. This is because it is not very hard to find out in the cities of Nigeria some very young Nigerians who works in a way that may affect them in future especially those that hawks in the high ways. Researches have shown that this is due to the effect of poverty among Nigerians. This is another point where social workers should come in to help people enrich their lives and prevent them from dysfunctioning. Social Workers have been described several times as change agents in the society and in the lives of individuals, families and community they serve, thus they should extend this practices of change to industrial organization.

CONCLUSION
In summary, the current trend of globalization, transplanetry, industrialization, commercialization, urbanization and the continuous invention as well as advancement of technology has created a scenario in industrial organization that is completely different from the scenario prior to industrial revolution. Thus, new ways and practices should be applied into this current industrial organizational scenario so as to create for and avenue where the interrelationship between the social partners will be free of all forms of arbitrariness, injustices, slavery and inequalities in Nigeria industrial Societies. Social work as a profession that strives to alleviate poverty and liberate vulnerable and oppressed people in order to promote social inclusion is unavoidably important in industries.

Oludeyi Olukunle Saheed.
08055609725
www.klatz238.blogspot.com

MORE SCORES TO SETTLE.

When we came to this new village,
We were strangers with plenty of scores to settle.
We could not live in isolation.
We then formed and became a rainbow family.
This is one score we first settled.

The family we created was unique.
It was envied by many others in this village.
I became the head of the family.
And I made you a decision maker in the family.
People detested you and question your membership.

“He is illegitimate and a misfit,
He is originally from a military family,
He is a deviant.
He should be excommunicated from our noble family.
If not, he will bring havoc”

These are the claims of your siblings.
Our neighbours claimed such.
But I premeditatedly turned my deaf ear.
I prevented you and your siblings from all odds.
This is the way I settled this score.

You came home one day and met small meal.
Your siblings had eaten much and you became furious.
You stormed our home with fire and set it ablaze.
You and the soldiers from your military family came to me.
You pointed the accused finger at me.
You made me suffer the cause with pain.
You bitted your feeder’s finger.
You settle this score in your own ways.

But there are still more scores to settle.
As an exemplary head of this family,
I won’t hit nor scold you.
I will rather teach you lesson.
The lessons of wisdom which supercedes power.

I will then embrace you, hug you and kiss you on your forehead.
I will give you another meal and reconstruct our home.
I will do this because very soon,
When the ships are down,
There shall be more scores to settle
But settle in my own ways.

From the September 14th incidence. KLATZ.

NIGERIAN LABOUR RELATIONS AND THE CONSTRAINT.

As a result of industrialization, commercialization, and the quest for national development, economic growth and stability in Nigeria, one cannot talk about the corrent trend of labour relations without talking about the participatory role of government. Taking Nigeria as a typical example, government has had so much impact in the contemporary Nigeria labour relations and this is why it is difficult to differentiate labour relations from industrial relations among students of ILR. The role of government traditionally was to act like “unbiased umpire” between the employer and employees through its various agencies so as to insure peace and harmony in industries. Government therefore formulates laws, sets up commission such as the Adebo and Udoji Commissions and establishes boards like Wages Advisory Council and Productivity Price and Income Board (PPIB).
The participatory roles of government show that it has the most powerful instrument that influences and determines the scenario in labour relations. After several research and studies, Kehinde Kestler (2006) opined that the area of interest of government in labour relations is “wages fixation” which takes place through its various commissions, Wages Board and Wages Acts. Under normal circumstances-normal labour relations, the fixing of wages should be a collective agreement (which springs out from collective bargaining and negotiation) between employer and employee. This therefore becomes the new dimension of labour relations where preponderant activities in labour relations is almost taking over by the government. Abudu (1987) contends that government’s participation has become a political pressure that has eroded the principle of Collective Bargaining in industries.
Scholars have also identified another disheartening aspect of government’s role in labour relations which I view as paving ways to complete “employment discrimination”. Uvieghara (1985) pointed out the selfish interest of government in wages fixation. The national minimum wage act was enacted by government for fixing certain new minimum wage. But, it was also outlined in the act some workers who will not benefit from such new minimum wage as:
- Establishment with less than 50 workers
- Persons employ on part-time basis or those who work for less than 40 hours a week.
- Workers base on commission i.e. piece-rate earners
- Workers on seasonal employment such as agricultural (Uvreghara 1985).
The above is no doubt a complete negation to International Labour Organisation (ILO) standard of “core labour standard”. It is a complete occupational discrimination whereas ILO core labour standard states that “there should be no discrimination of any kind in matters of employment or occupation”.
In addition to the above, a good example is in Nigeria where federal government salary was increased by 45% in 1993. The state government detested this and it led to strikes throughout the 30 states in the federation. In 1998, under the military administration of General Abubakar, the increase in salary to N 3,000 naira also witnessed the usual resentment from state which resulted in incessant strikes across the country. Also, during Obasanjo government, the salary structure was reviewed through the parliamentary act. It was increased to N 7500 and N6500 for workers in federal level and state level respectively. This thus becomes the area of government interest in labour relations. Various scholars have therefore seen this as a negation of the “principle of voluntarism” as claimed by the government.
On the final note, it will be inappropriately incomplete if I fail to include that government participation is under pretence of ensuring for peace, harmony, tranquility and orderliness, it has been discovered by scholars and silent observers that the roles of government in the Nigeria labour relations has brought about constraint to achieving “Harmony” in industries. Some of the consequences of government excessive participation in labour relations are identified below:
- High rate of industrial unrest
- High wave of labour retrenchment
- Non-compliance with the provisions of national minimum wage rate act in the public sector
- Loss of man hour
- Low standard of living
- Employment and occupational discrimination
- Unfavorable inequality and indecent work in Nigeria industrial relation
The simple solution to the above scenario is that government should endeavor to maintain the principle of “absetionist policy”, restore the traditional labour relations. Government should also ensure a good and true practice of collective bargaining. Collective Bargaining should not only exist in theory but should be put into practices of its true sense. By so doing, labour relations will be a thing of peace and tranquility which government claimed that it is advocating for will be achieved in industrial organisations.

Oludeyi Olukunle Saheed.
08055609725
www.klatz238.blogspot.com

My White Didn't Stain His.

My white stained his white.
This is what he claimed and asked me for a fight.
But as far as i know, my white is very pure.
In fact very pure.

How can white stain white?
Can white be whiter than white?
If yes, which white is whiter?
And whose white is it?

As I was trying to solve this puzzle,
Then I met the wisest wise.
She was too wise to be helpful.
I met the best fool,
She was too foolish to be useful.

I added the wisdom of the wise to the folly of the fool,
I got nothing.
I added the nothing to my knowledge,
It became heavy to carry.

While struggling to carry it,
I fell into the mud and landed on my palms.
I stamped my muddied palm on my snowy shirt.
It became stained.

Then I realized I needed neither the wise nor the fool,
I needed neither to solve my puzzle.
So I struggled to drag the “nothing” back home.
I gave the wise back his wisdom.
And returned the fool’s folly

I need neither wisdom nor folly to know that whites don’t stain whites
Only stained whites do
If my white is pure,
Then his stain wasn’t from me.

Tell him to stop defaming me.
His political stain was his own made
ASILARS politics is not yet
A do or die affair.
So my white cannot stain his. (edited by KLATZ)

LABOUR RELATIONS.

In recent years, there have been controversies among students of Industrial Relations as to what the phrase “Labour Relations” stands for and what it connotes. The frequently asked question is weather it is an issue or matter between employer and employee alone or whether it is tripartite in nature. The answer to this question thus, necessitates the discourse in this write-up. The true meaning of labour relations is therefore addressed from both historical perspective and scholastic definitions of this phrase in the context of Industrial Relations
Labour as a factor of production is the key element in the productions of goods and services without which other factors cannot be put to use. Labour is therefore defined as the fondamental human input into the creation of utility. Hence, laborers are the people who engage in wage employment and sell their services in exchange for salaries for the purpose of making a living. Labour Relations on the other hand is defined by Fashoyin (1992) as “the day to day relationship between union members and managers in the work places with particular emphasis on implementation and enforcement of agreement” From his point of view, labour relations is all the activities that exist between employer and employee which are confined to particular industrial organizations living government excluded. The prime interest of labour relations therefore is the one which emphasizes the development of peaceful relations, mutual respect for each other and the development of concerted effort among workers to workers or workers to management to find solutions to problems affecting their working life towards better performances and working relationships.(Akinbode et al 2007) Labour Relations thus, becomes the particular relationship that exist on a daily basis between those who offer works to people and those who works are offered to. It is expedient to state here that traditionally, labour relations has been like this and has not changed yet. Although, it has moved towards a new dimension as a result of the incessant intervention of government which also has led to the present misconception of labour relations.
From historical perspective, labour relations has its antecedent during FEUDALISM when the “lords of manors” (also referred to as the nobles) owned the lands and provided work as well as security for the serfs – slaves. One cannot boldly say or claim that labour relations started during this era because the feudal societies were characterized with visible “forced labour”. Workers during this period were living and working under slavery. It was during the MEDIEVAL INDUSTRY that labour relations took its visible existence. This is because the main incentive to work during this era was to earn reward or some kind of payment in all the newly mechanised industries. This is unlike feudalism where it was master to slave relationships.
Also important in the above scenario is of the fact that during this period, government’s participation was not of note. Labor relations as at then was strictly between employer and employee.
From the foregoing, it can be deduced that the day to day activities of the two principal actors in industrial organizations is what is called “labour relations” hence if we construed labour relation to be a tripartite relation, then we are taking it to be tantamount to Industrial Relations whereas labour relations is only an important aspect of Industrial Relations. The two are not the same.
In the next article, the constraint to labour relations which brought about the misconception will be addressed. The article is titled "constraints to the Nigeria Labour Relations".

OUR DREAM: A REALITY. (ASILARS MEMBERS OF TASUED)

Living in a beautifully well furnished aparment, i needed a spouse to assist me in domestics. This young beautiful girl appeared. I wanted her but she was relunctant. I spoke with her parent but they would not consent. My landlord and neighbours said i was too inferior to her standard. But my family memberstold me that she was a dream that can be achieved. To date this girl, i strived, scrambled, and bleeded as all hope was dying. I was perplexed and terrified. Suddenly, my eyes opend and i found her sleeping naked right on my chest and in the other side was our kid "it was all a dream" i did not believe i had already married to her.
Dear students of ILR, this is the situation that occured between us and ASILARS, When we found ourselves in this unique University and choose ILR, we felt the need to form an association that will help us take care of academic and social needs in this course of study. Then, it was all a dream that needed to be tranformed to rality. But to do this was difficult as every indications depicted impossibilties ( just as is my dream above) every situation seemed rough and tough. But today, after all frantic and anormouse efforts put forward by us as family, ASILARS is no more a dreabut a REALITY and she has within her short period recorded series of notable achievements thatare comparable to taht of her sister associationson Campus who havebeen in existence for years. I say to God be the glory.
Being the president of this great and vast growing association, it is myinterest to make acknoelegement of thos who participated in the strugle for ASILARS' establishment in TASUED. I therfore acknowlege the almighty God's intervention and thank him for blessing me with the charisma that i need. I acknowledge the likes of Mr. A.O Akinsanya, Mrs. S.A Ajede(the assciation adviser) Com. Adeeko Christopher who became a pilgrim in the strugle for the birth of ASILARS. AY CIRCLE (ASILARS honorable), Erinoso Micheal(Sociology) with his frantic and intellectual advices. Com. Agbe-davies and her group Com. Fatuga Enitan and the constitutional drafting commitee. The Electotal Officerswho ensured for smooth runnig of ASILARS election. Also all the 300 level students of ILR who contributed money for ASILARS registration. I will not forget to express my gratitude to the indefatiguable ASILARS EXCOS for their comitment. It will be unfair if i fail to acknowledge the participation of BJ and Elvis of sociology, GOD FATHER in social works. Oh my God! and the SQOOCHES BOYS, you all are great and i owe you a lot.
I want to quickly remind us all that we ILR students especially the present 300 level students have made a history of a life time. A history of legacy that will not defunct as long asa TASUED exists. And a legacy that will benefit all the up-coming students of ILR. I will not forget to inform you that the present EXCOS in ASILARS has been chracterised with "criticalness in thinking and reasoning" for the speedy and progreeive development of the association. Thus, we have had PLENTY in our book of programmes.
I wish us all an astonish success in our academic pursuit and pray that more of our dreams will tranform into realities in no time.

Thanking you.

KLATZ( June 2008)

HARMONIOUSE EMPLOYMENT RELATIONS; A PREREQUISITE FOR NATIONAL DEVELOPMENT

Usually, African Countries are regarded and referred to as the second or third world countries-developing or underdeveloped countries, while Europe countries and Latin American are regarded as developed countries. Among other major criteria for identifying a developed or underdeveloped countries are the level of a country’s industrialization and commercialization, the technological know-how, level of literacy and her numeric strength-population.
However, these are not the only major prerequisite for national development, there are others which I may call the “intrinsic” factors while the listed above are “Extrinsic” factors. Intrinsic factors such as people’s interpersonal relationships also play vital role in nation building and sustainable development. Yet, concentrations have not been placed on them.

My intension here is to identify interpersonal relationship that exists within all organizations in a country as factors that stands as an important grease that lubricate the other factors identified above as extrinsic which are necessary for national development. As the microcosms of the larger nation, organizations comprise gregarious people who interact and interrelate on daily bases in an attempt at making a living. These people-usually referred to as Actors in industrial relations-thus put in place all their energy and effort both physical and mental to the success of Organizations. This becomes necessary because of the nature and structure of contemporary bureaucratic organizations and the interdependent of people within such organizations for the attainment of organizational objectives. The success of all organizations in a country leads to the success and development in such country and vice versa.

THEORETICAL FRAME WORK
The above scenario may be extrapolated from “the system theory” of Professor John. T. Dunlop in 1958 who viewed the relations between these people (discussed above) as system and an analytical sub-system of an industrial society (Otobo 2005). A system and a sub-system of another system within which exist several sub-systems. The function of each sub-system in a system is interdependent and functioning system. What is extrapolated from this Dunlop’s claim is that the organizations or industries are important for a nation’s development. These Organizations provides basis for a country’s development and growth and may not themselves do this without the interdependent interaction among people who operate within such organizations. Dunlop refer to these people as actors in industrial relations who interact and interrelate on daily basis to see to the fact that organizational objectives are achieved and in turn get remunerations to cater for their needs and estate. These therefore defined the concept of EMPLOYMENT RELATIONS in this article. Employment relations thus, means the relationship that exists among different people of different background, race, sex, believes and interest who came together for socio-economic reasons in Organizations.

THE NEED FOR HARMONY IN EMPLOYMENT RELATIONS
Allan Fox in his “Pluralist Theory” views organizations as made up of powerful and conflicting sub-groups with their own legitimate loyalties, objectives and leaders. These competing sub-groups inevitably induced, in part, by the very structure of the organization. The identified conflict as not necessarily a bad thing but can be an agent for evolution and internal and external changes (Mullins, 2005). It should be noted that before these changes occur in organizations, many valuables must have been destroyed. Thus the need to ensure in any country’s organizations peace and tranquility which is important for stability in any country and which will in turn ensure developmental activities in the country. This is why Professor Awoyemi said in an international conference “Human Right Enforcement in African Continent” held in Nigeria in October 6th to 7th 2008 that “where there is Justice, there is Peace, where there is Peace, growth and development takes place”. It therefore becomes imperative to ensure Harmony in all aspect of employment relationship so as to ensure that African countries are developed substantially. Employment relations in this context does not necessarily limited to Industrial Organization but to all other sub-systems of the nation such as; Employment relation in the Political System, Employment relation in the Religion Institutions, Employment relation in the Educational Institution, Employment relation in the Economic Sector, Employment relation in the Family Institution. These are the major areas where employment relations is pervasive and having concluded that Harmony in these employment relations is vital to a countries development, the question to ask thus, is how can this harmony be achieved in the world of work? This question is however answered in the below section.

WAY FORWARD
Government of every country are having a superseding power over the actors-employers and their association and workers and their unions of industrial relations. Thus, the role of government in developing countries should be targeted towards the actualization of national development. Such Government therefore needs to strive to achieve peace, tranquility and orderliness in industrial setting. Some of the ways through which peace and harmony can be installed into every industrial society are therefore suggested below;
(1.) Industrial right to be reserved: Recognition and reservation of individual actor’s prerogatives without any arbitrariness is an important instrument for ascertaining that peace reign in industrial society.
(2.) Collective participation in decision making: In all organizations, in most African Countries, it is observed those workers are usually placed at the disadvantage position. They are usually sidelined in decision making, this also constitute grievances in industries as workers will remain antagonistic to this practice. Thus, it is imperative that the practice of equality and free collective or joint negotiation or participation in matters that affect their working life should be adopted in developing countries so as to avert conflict and disputes in industries.
(3.) A regulatory body should be set up against unfair labour practices: In Nigeria for example, a commission was set up against corruption by their formal President, President Olusegun Obasanjo who set up Economic and Financial Crime Commission (EFCC) to regulate and sanction all corrupt public officers and the likes. This commission has played a substantial role in Nigeria, that Nigeria which was rated as the most corrupt country on the continent now has good image in the Global world. Government of developing countries should set up similar commission against erring employee or employers who might be found guilty of unjust treatment and practices.
(4.) Unbiased legislation: Government of every second world countries should ensure that employment laws enacted are not biased and are not favourable to one side. Labour laws should be formulated in such a way that the individual social partners are protected from injustice. By this, peace will surface in industrial organization.
(5.) ILO recommendations must be adhered to: For peace and harmony to take industrial organization as living home, the recommendations for International Labour Organizations should strictly be adhered to by social partners. Especially the core labour standard as recommended by the ILO.
(6.) Abolition of casualisation: The practice of casualisation or temporary staffing of employee should be eradicated if harmony is expected to reign in a country’s organizations. This practice of casualisation has been observed to be employers’ dubious way of depriving some workers of some fringe benefit that they deserve.
(7.) Incorporation of human right into secondary school curriculum: The subject of human right should be included in secondary school curriculum and should be taught as a separate subject which will cover all aspect of worker’s right at work, employers prerogative, governments duties and citizens obligations.

CONCLUSION
It is crystal clear that developments occurs in a gradual process and are determined by some overt and covert variables. Unfortunately, attention is placed only on the over factors that brings about development such as industrialization, commercialization, etc. while some of the covert factors such as; industrial peace and harmony, man power development, etc. have not really been put into consideration by many African governments. With all the said and done in this article, it is believed that sustainable and rapid development will take place in African countries.

Oludeyi Olukunle Saheed.

08055609725

www.klatz238.blogspot.com