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Labour unionism is one activity that most organizations today fail to recognize and to also understand its significant contributions towards organizational productivity. This study attempts to find out whether or not labour unionism in organizations are partners in progress, that complement management’s effort towards enhancing organizational productivity and efficiency. It is also an attempt to find out if harmonious working relationship in an organization is influenced by labour unionism activities. The study has shown that labour unionism in the organization is not destructive but a boost to the worker with intentions of motivating him to putting his best towards organizational productivity, by protecting his rights and interest. Productivity is therefore further enhanced when labour/management conflicts are mutually resolved creating more confidence in the worker and thereby making labour put in more effort towards the attainment of organizational goals. The study therefore recommends that management should recognize and acknowledge labour union activities and contributions to the organisation. This will bring about harmonious working relationship so as to enhance greater productivity and mutual resolution of conflicts. Moreover, management must identify itself with the employees’ demands especially on improved conditions of service so as to minimize the level of conflict and to foster understanding between management and the union members.
ENO Collins (Fri,) studied this question.