Welcome to Sam Obukelihor's Blog

 Looking for a country Ruled by Civilian coup plotters legitimized by a compromised and confused judiciary to the hurt of the citizens?  Find a country where her citizens have lost confidence and interest in the ballot box with progressively decreased legitimate votes at the elections. 

 The Trades Disputes Act in Nigeria does not contemplate the giving of an ultimatum to go on strike or Court injunctions to stop strike actions.  It is also correct to say that Nigeria is a signatory to the ILO Convention on COLLECTIVE BARGAINING,  but curiously,  Nigeria's public sector managers do not respect the outcome of Collective Bargaining - "Collective Agreements".  The following are some of the factors fueling incessant strikes by the public sector trade unions. They are:  - Disregard for the sanctity of Collective Agreements.  - Bogus demands.  - Impunity.  - Attitudinal restructuring.  - Injunctions from compromised courts.  - Personal interests.  - Personal Ego.  - Outright selfishness by parties.  - Refusal to follow laid down procedures.  - Compromise of officials of Trade Unions.  - Disobedience of court rulings.  Could all of the above factors fueling incessant public sector unions strikes be eliminated?  Finally,  we make bold to say that public sector u

 Looking for a country that will ever remain backward irrespective of its massive natural endowment and prayers to God?  Find a country that has forgotten or ignored it's history. 

 The Traded Disputes Act in my life set out in clear terms the procedure for handling disputes when they arise.  When a dispute occurs or a grievance attains a dispute status,  both are to use their internal machinery to settle it. However,  when the internal machinery fails to resolve the dispute,  they would then move to the Third Party Intervention.  The Third-party intervention in the resolution of Trade Disputes begins the the signing of the Agreement of Disagreement. The third party intervention could either be voluntary or compulsory.  First stage of third-party intervention is called MEDIATION. This is where both parties agree to appoint a mediator acceptable to them to help in resolving the dispute.  Second Stage of the third-party intervention comes when the first stage fails to resolve the dispute. This compulsory stage is called CONCILIATION.  It comes by either party declaring a trade dispute against the other. At this point, the Minister of Labour and Employment shall app

 Looking for a country where its RULERS operate a different economy of opulence from the RULED who are asked to tighten their belts perpetuity?  Welcome to my beloved country,  Nigeria

 Strikes are a product of the inexcusable irresponsibility of the managers and union officials but certainly not the workers.  In an industrial relations environment,  there are interactions between workers and managers on the one hand and between management and the union on the other hand. One very important ingredient of this relationship is "Action" which has meaning for the Actors STRIKES evolve from a very small action called Complaint.  When an individual complaint is left unattended,  it consequently develops into a group complaint.  In environments where management feels it is doing workers a favour by employing them,  the group complaint develops into a Grievance. At the point where the group complaint attains a grievance status,  a third party gets involved. This third party is the union which starts to speak for the workers.  An uncaring management does not consider it expedient to deal with the grievance which then grows into a Dispute.  Finally, if the dispute is

 In general speaking politically,  there are LEADERS and RULERS. The difference in the main between them is, that while LEADERS lead by example,  RULERS on the other hand rule by precepts.  Taking the above scenario to HR Management,  you have HR Professionals and HR Practitioners. Three main differences between the two are as follows: - Firstly,  HR Professionals have wisdom based on correct application of knowledge, while HR Practitioners have knowledge that cannot be applied.  Secondly,  While HR Professionals listen by being silent,  HR Practitioners listen by talking. What is the "letter" missing between LISTEN and SILENT?  Thirdly, While HR Professionals read,  HR Practitioners are allergic to reading. An example will illustrate this for you. Sometime ago I was asked to prepare a policy to address the situation of staff who constantly miss their lunch due to no fault of theirs. I did the policy that was three pages,  and I was told the head of HR Function has not time t