International Journal of Advancements in Research & Technology, Volume 4, Issue 7, July -2015 44 ISSN 2278-7763 Copyright © 2015 SciResPub. IJOART Effects of leadership influence on labour management relations: case study of Ebonyi State University, southeastern Nigeria Ikechukwu Ogeze Ukeje 1 , Ema Michael Abraham 2 , Ndukwe Chinyere 3 1 Department of Political Science, 2 Department of Geophysics, Federal University Ndufu Alike Ikwo, Abakaliki, Ebonyi State, Nigeria; 3 Department of Public Administration, Ebonyi State University, Abakiliki, Ebonyi State, Nigeria. Email: ukejeike@gmail.com ABSTRACT This work identifies the causes of inefficiency and the challenges of leadership influence on labour management relations with case study of Ebonyi State University (EBSU), Nigeria. In the study, descriptive survey design was adopted. The research was carried out on a randomly selected sample of 678 teaching staff and labour union members of EBSU. Data collected for the study were analyzed using simple percentage and Analysis of Variance (ANOVA). Findings from this study indicate that there is a significant effect of leadership influence on labour management relations. It shows a significant effect of labour leadership influ- ence on the management of trade unions like the Academic Staff Union of Universities (ASUU), Non-Academic Staff Union (NASU), and the Senior Staff Association of Nigeria Universities (SSANU) in the case study. The paper therefore recommends that the management of labour unions in state-owned universities in developing countries should be detached from the influ- ence of the government and the university principal officers. Labour unions should be allowed to operate as a single entity rep- resenting and protecting the interest of their members devoid of unnecessary influence by the university management. We infer that labour management relations in state-owned institutions in the region has been politicized on the ground of tribe (ethnic consciousness), religion, sex, and interest sharing among various groups within the management team and this attitude should be discouraged. Keywords : Leadership, Influence, Labour, Union, Management, Relations, University INTRODUCTION The growth of any state or institution is a function of its lead- ership and leadership influence. Leadership in this context is a process of influencing, directing and coordinating the activi- ties of other people in an institution with a particular style geared towards the achievement of the institutional goals and objectives. The etymology for the style of leadership approach was believe that effective leadership influence utilizes a par- ticular style to lead individuals and the nations towards at- taining its basic tasks. Hence, leadership is absolutely essential for the survival of group organizations [26], [30]. Leadership influence is a central element of institutional management. It is one of the indispensable parts of management approach in directing the members of that organization and utilizing their potentials towards the accomplishments of institutional goals and objectives. The degree, to which organizational member- ships utilizes their aptitudes and abilities in the relationship, is predicated on how institutional leadership and leadership influence appreciates the presence of various labour unions and organizations in the institution thereby averting cases of industrial disputes and strikes over wages and conditions of service [25]. Hartnett [20] asserts that participative leadership influence devoid of all kinds of restrictions on grounds of race, sex and religion and co-operative labour management relations en- hances effective service delivery in public institution. Effective leadership influence in institutional management emphasis the process of utilizing the potentials of workforce in an effi- cient and effective manner aimed at achieving the goals and objectives of that institution. Silins [37] observed that trans- formational leadership approach facilitates collaboration among the groups and changes the structural processes of the institution and thus contributes to the performance of the in- stitution. This implies that institutional leadership is con- cerned with structural relationship that brings about institu- tional coherence in a systematic process that gains maximum cooperation and enhances participation between the employer and workers in the organization. Ojonemi; Onechojon, & Attai [31] opines that labour unions representatives have lacked behind in the process of labour management relations as it has failed to change itself into a dynamic and result oriented agents in public organizations. This process of change can on- ly be achieved by adopting good and result-oriented leader- ship influence, identifying opportunities, setting strategic di- rections, and investing resources to enhance human capabili- ties and improve institutional goals and objectives. Notably, a plethora of studies on the nature of industrial relations sys- tem and trade unionism exists [6], [35], [18], [5], but this pa- per argues that most trade unions in Nigeria public institu- tions has failed because of ineffective leadership influence and management between the workers representatives and man- agement teams. This is because, the extant research movement on labour management relations emphasizes the need to place greater attention on the principles that will sustain employee involvement, harmonious employer - employee relations and mechanisms, and on practices that stimulate their activities in IJOART