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Importance Of Industrial Dispute

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1.0 INTRODUCTION
Workplace disputes are inevitable and their negative impact on organizational effectiveness makes it paramount to manage them well (Dix & Oxenbridge 2004). Whilst workplace dispute resolution procedures represent the first step in managing workplace conflict, the use of tribunal methods incorporating alternative dispute resolution (ADR) such as conciliation, mediation and arbitration provide greater certainty in determining the reasons behind conflicts with an aim of reaching settlement (Tia Schneider & Danenberg 1994).
According to Industrial dispute act 1947, an industrial dispute means any dispute or difference between employer and employees, or between employer and workmen or between workmen and workmen, which is connected with the employment or non employment or the terms of employment or with the conditions of labor, or any person. Scope definition is very wide industrial dispute. Occupational and non-occupational word in the definition is the widest amplitude and has but in juxtaposition to create a comprehensive definition. Any dispute regarding the employment or non-employment is the subject matter of a class of industrial disputes. Dispute differs from discipline and grievance. While discipline and grievance focus on individuals, dispute focuses on collectivity of individuals. In other words, the test of industrial dispute is that the interest of all or majority of workmen is involved in it (Chand, n.d.).
There are several forms of industrial
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