Although workplace grievances are normal occurrences, the problem lies with the attitude towards such grievances. Since management-labour interplay has a lot of impact on organizational growth and development, an understanding of the purpose of each other and the ability to effectively communicate with each other is required. An organization grows and develops in an atmosphere of relative peace and stability; and this requires that management must act responsibly, while workers behave reasonably for the organization to be able to meet its set objectives. However, the Nigerian work environment is said to be conflict ridden arising from organizational leadership style, poor remuneration, welfare, security, health and safety of workers within the workplace. The solution lies in industrial harmony which is necessarily not the absence of disagreement, but an understanding between employers and employees that permits the system to achieve set goals. It enables the relationship between management and workers to be anchored on the principle of mutual respect for the employment terms and conditions and the wellbeing of the workers; via the collective bargaining process. Therefore the paper suggests that an enduring industrial harmony could be attained when industrial stakeholders are recognized and involved in relevant aspects of decision making process of the organization; a legal instrument put in place to compel employers of labour to respect industrial agreements arrived at through a transparent and well represented collective bargaining process in which the outcomes were dully signed by representatives of the contending parties in line with the recommendation of the International Labour Organization (ILO); and negotiation must go with effective communication in order to create an environment of trust, harmony and proficiency.