ABSTRACT
This study deals with conflict
management strategies in the public sector, a case study of National Archives
Enugu Zonal Office. The Research method is survey. The research design is
descriptive design using questionnaire survey. The population of the study is
202. The sample for the study is 130 respondents drawn from the population.
Structured questionnaire is the research instrument. Stratified random sampling
was used in selecting the sample for the study. The procedure was made possible
through the application of Taro Yamani statistical method. Direct method of
data collection was made. Descriptive and inferential method of data analysis were
adopted using charts, tables and chi-square statistical tool. The research
findings show that: (a) medication, collaborating compromise and division of
labour are the major conflict management strategies used by National Archives
Enugu. (b) The red flags of conflict include personal interests, bureaucratic
principles, application of ethical standard and embezzlement of public fund.
(c) Conflict in the public sector has both positive and negative impacts. The
negative consequences include low productivity, non-achievement of
organizational goals while the positive impact is reforms and establishment of
rights. The problems could be solved through the application of task setting
and division of labour, disciplinary measures and public service rules.
LIST OF
TABLES
Table 1: Population table 27
Table 1: Sex of Respondents 34
Table 2: Age of Respondents 35
Table 3: Marital Status of Respondent 36
Table 4: Duration of Respondents in Service 36
LIST OF
FIGURES
Figure 1: Bar Char Illustrating Table 1 in Percentages 38
Figure 2: Bar Char Illustrating table 2A in Percentage 40
TABLE OF
CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
List of Tables vi
List of Figures vii
Table of Contents vii
CHAPTER
ONE: INTRODUCTION
1.1 Background of
the Study 1
1.2 Statement of
the Problem 4
1.3 Objectives of
the Study 6
1.4 Research
Questions 6
1.5 Research
Hypothesis 7
1.6 Significance of
the Study 7
CHAPTER
TWO: LITERATURE REVIEW
2.1 Introduction 9
2.2 Definition of
Conflict 9
2.2 The
concept of Management 11
2.3 Conflict
Management in the Public Sector 14
2.4 Type of
Conflict 15
2.5 Conflict
Management Strategies in the Public Sector 19
2.6 Summary of
Literature Review 22
References 24
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Research Method 26
3.2 Research Design 26
3.3 Research
Population 27
3.4 Sample for the
Study 27
3.5 Sampling
Technique 28
3.6 Measuring
Instrument 30
3.7 Validity of the
Measuring Instrument 30
3.8 Method of Data
Collection 31
3.9 Method of Data
Analysis 32
3.10 Expected Result 32
References 33
CHAPTER
FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Personal Data
of the Respondents 34
4.2 Section B:
Intrinsic Data 37
4.3 Test of
Hypothesis 44
CHAPTER
FIVE: SUMMARY, RECOMMENDATION AND CONCLUSION
5.1 Summary of
Finding 52
5.2 Recommendations 56
5.3 Conclusion 58
Bibliography 60
Appendix 63
CHAPTER
ONE
INTRODUCTION
Industrial or Organizational
Relations as a subject of study is concerned with the behaviour of men in
organizations in which they work for living (Swinton 2008:1). Organizational
Relations attempts to explain patterns of cooperation, conflict management and
resolution among workers and between two groups (Black 2000:17).
Benton (2000:1) organizational relations seek
to discover factors determining outputs of the organization, from human
satisfaction to physical products, dissatisfaction or labour and relations
between an organization and the host community as regards cooperation and
social responsibility.
Organizational or workplace conflict
management calls for strategies and styles for successful resolution of the
conflict in the private or public sector. Kail Mark in his scholarly work,
Alienated labour stated that the production of goods and services holds the
key to human progress and fulfillment or satisfaction
of wants and
needs (Marx 19 :7).
Weber (Somonu 2005:6) in his study
on bureaucracy and rationalization found that bureaucratic organizations are
the dominant institutions of industrial society. This presupposes that in the
course of production, varying interests and valves are bound to arise. These
have the capacity to trigger off conflicts in the public sector where bureaucracy
rears its head.
(Benton 2000:495) in the 1890’s
Taylor evolved scientific management to achieve strategic planning and
achievement of organizational goals, reduce conflicts and increase
productivity. Nowadays conflicts, conflict management and resolution are common
in the public service of Nigeria. These
conflict are of various kinds and dimensions such as those involving
union-management relations workers and their counter parts, government and
Trade Union, internal conflicts in government establishments Emanating from
power tussle, embezzlement of public fund and inter professional conflicts.
These call for conflict management and resolution in order to achieve
organizational goals.
Brett and Golderg (2004:2) defined
conflict as disagreement or discord, while conflict management refers to the
long term management of conflicts. Conflict management is the label for the
various opportunity and ways by which social groups, individuals and
organizations handle grievance in line with what they consider to be right or
wrong. Many government establishments as ministries, para-military, parasatals
and Agencies are in recent times confronted by various kinds of conflicts.
These conflicts have negative effects on productivity and achievement of
organizational goals. As a result of inadequate knowledge of conflict
management skills and strategies (Amako 2007:18). Mbonu (2008:7) stressed that
conflict management is on going process that may achieve solution to organizational conflicts
resolution.
Ibeanu (2006:3) Nduka (2007:17)
stated that in strategic management and corporate governance, corporate
strategy, task setting, division of labour, recognition of cadres as
professional clerical and executive help in
assignment of roles and
management of conflict in the public sectors.
Management by objectives (MBO) as
well as strategic management demands acquisition of management skills, staff
discipline, motivation and team work for organizational success. Conflict
management strategies become necessary to reduce hostility and rancor at work,
increase productivity building of good corporate image and achievement of
increased profit and other organizational goals.
The organizational structure of an
ideal ministry or parasatal in the pubic sector is hinged upon the principle of
cooperation between the top management, middle management, staff and the entire
organization for enhanced productivity. The role of the policy makers and
labour unions are also important factors that bring about organizational success.
Conflict between the government and
the labour union over pay rise, actualization of labour, like in prices of
petroleum products lead to stagnation of industrial activities and loss of
economic resources. Also conflict between the inter-professional cadre and some
professionals with divergent interests lead to tension, confusion and
negligence of roles in the public sector.
Templer (2007:30) stressed that the
attainment of organizational success depends on the application and
operationalization of strategic management skills, task setting, division of
labour, recognition of cadres, role assignment, existence of disciplinary
measures and conflict resolution methods.
The
bureaucratic nature of the public service for example, the National Achieves of
Nigeria can provoke different kinds of conflicts in the organization.
CONFLICT MANAGEMENT IN THE PUBLIC SECTOR: A CASE STUDY OF NATIONAL ARCHIVES ENUGU ZONAL OFFICE
