Introduction

Industrial Relation is one of the important problems for the success of a firm. The term industrial
relations refer to the whole field of relationship that exists because of necessary collaboration of
men and women in the employment process of modern industry. Industrial relations is nothing
but an “Employment Relationship” In an industrial setting. It includes all the laws, rules,
regulation, agreements awards of court, customs, traditions, as well as policy framework laid by
the government. Thus, IR involves a study of the conditions of work, mainly the level of wages,
Security of employment, Social conflict, Cultural interactions legal aspects of disputes under
laws etc. The term “Industrial Relations (IR)” also known as a “labour Management Relations”
or “labour relations”. The term „Industrial Relations‟ comprises of two terms: 1. Industry: It
refers to “Any productive activity in which an individual or a group of individuals is are
engaged”. 2. Relations: It means “The relationships that exist within the industry between the
employer and his workmen”.

Industrial Relations

According to International Labour Organization (ILO), ” Industrial Relations deal with either the
relationship between the state and employers and workers organizations or the relation between the
occupational organizations themselves”. According to Dale Yoder” Industrial Relation is a relationship
between management and employees or among employees and their organization that characterizes and
grows out of employment”. According to Armstrong ” IR is concerned with the systems and procedures
used by unions and employers to determine the reward for effort and other conditions of employment, to
protect the interests of the employed and their employers and to regulate the ways in which employers
treat their employees” Thus, Industrial relations refer the relationship that exists between the employer
and employees in the day-to-day working of an organization.

Industrial Relations of Qatar

In Qatar generally, legislation permits the formation and operation of trade unions, but this
applies only to Qatari nationals, while in the Qatar Financial Centre trade unions are not
recognized or regulated by its employment legislation. In Qatar generally, statute provides that
employers and employees have a right to conduct collective bargaining and conclude "joint
agreements" on any matters related to work, while in the Qatar Financial Centre collective

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bargaining is not recognised or regulated by its employment legislation. Employers have no
statutory obligation to inform and consult employees, directly or through representatives, on any
business or employment matters, including redundancies and business transfers. While in Qatar
generally there is a statutory procedure for resolving collective labour disputes, in the Qatar
Financial Centre collective labour disputes are not recognised or regulated by its employment
legislation.

Nigeria Industrial Relation

The Nigerian industrial relations system has been in a worrisome state since the nation's
independence. The relationship between the government and labour has always been turbulent.
Certain lingering challenges have not only driven a wedge between the harmonious relationship
that should exist between labour and government but have also negatively affected productivity
and development. For instance, these challenges have accounted for the incessant labour disputes
culminating in strikes, lockout, picketing, sit-downs, agitations, and demonstrations in Nigeria's
industrial relations system. It is now almost as if a few months cannot pass by without labour-
government conflicts over one demand or the other. This in turn leads to protest or industrial
actions that degenerate a colossal loss to the economy and foreign exchange community. The
Nigeria Labour Congress (NLC) in particular, since unfolding, has always used instruments such
as strikes, demonstrations, and protests to either press home its demands. These issues are
becoming more glaring in recent times and manifest often in the formation and content of
regulatory frameworks, as well as the powers and actions of the law-making bodies and the
actors in the Nigerian industrial relations system.

Industrial relations in Nigeria and Qatar

In Qatar generally, legislation permits the formation and operation of trade unions, but this
applies only to Qatari nationals, while in the Qatar Financial0020cx Centre trade unions are not
recognized or regulated by its employment legislation. Also, employer have no statutory
obligation to inform and consult employees, directly or through representatives, on any business
or employment matters, including redundancies and business transfers. In Qatar generally,
statute provides that employers and employees have a right to conduct collective bargaining and

2
conclude "joint agreements" on any matters related to work, while in the Qatar Financial Centre
collective bargaining is not recognized or regulated by its employment legislation. While in
Nigeria, The relationship between the government and labour has always been turbulent. Certain
lingering challenges have not only driven a wedge between the harmonious relationship that should exist
between labour and government but have also negatively affected productivity and development. For
instance, these challenges have accounted for the incessant labour disputes culminating in strikes,
lockout, picketing, sit-downs, agitations, and demonstrations in Nigeria's industrial relations system.

Reference

Ackers, Peter (2002). "Reframing Employment Relations: The Case for Neo-Pluralism". Industrial

Relations Journal. 33 (1): 2–19. doi:10.1111/1468-2338.00216. ISSN 1468-2338.

Ackers, Peter; Wilkinson, Adrian (2005). "British Industrial Relations Paradigm: A Critical Outline
History and Prognosis". Journal of Industrial Relations. 47 (4): 443–456. doi:10.1111/j.1472-
9296.2005.00184.x. hdl:10072/15401. ISSN 1472-9296.

Banfield, Paul; Kay, Rebecca (2008). Introduction to Human Resource Management (1st ed.). Oxford:

Oxford University Press. ISBN 978-0-19-929152-6.

Barchiesi, Franco (2014). "Conflict, Order, and Change". In Wilkinson, Adrian; Wood, Geoffrey; Deeg,
Richard (eds.). The Oxford Handbook of Employment Relations: Comparative Employment
Systems. Oxford: Oxford University Press. pp. 241–
259. doi:10.1093/oxfordhb/9780199695096.013.011. ISBN 978-0-19-969509-6.