Abstract
The study focused on the impact of conflict management in the achievement of organizational goal. Organizational conflict is a disagreement between two or more individuals within an organization as a result of difference in status, scance economic resources, goals and independent nature of work activities etc. also trade union (1978) defines it as absence of organizational harmony as a result of misapplication and misinterpretation of term of employment conditions. Conflict is said to be inevitable and this maxim can be further stressed when workers feel or imagine that there is misrepresentation, misapplication and non application of terms and conditions of employment, conflict ensures. This can be manifested in several subsidiary terms such as Quarrels, dispute over wages and salaries, labour turnover, absentees, etc. this problem can be managed. It can be housely minimized or stomached by maintaining collective agreement between the two parties. Also agreement between the two parties. Also by adopting strategies of conflict management such as incentives, arbitration conciliation, mmediatiion etc. to actualize this, the labour force of workers need to be furnished with conducive atmosphere for the execution and actualization of organizational goal.
TABLE OF CONTENTS
Title
page – – – – – – – – – – i
Certification
– – – – – – – – – ii
Dedication – – – – – – – – – iii
Acknowledgement – – – – – – – – iv
Abstract
– – – – – – – – – – v
Table
of contents – – – – – – – – vi
CHAPTER
ONE:
1.0 Introduction – – – – – – – – 1
1.1 Background of the study – – – – – – 1
1.2 Statement of the problem – – – – – 6
1.3 Objectives of the study – – – – – – 8
1.4 Research question – – – – – – – 9
1.5 Statement of hypothesis – – – – – – 10
1.6 Significance of the study – – – – – – 11
1.7 Scope of the study – – – – – – – 12
1.8 Limitations of the study – – – – – – 13
1.9 Definition of terms – – – – – – – 14
CHAPTER TWO:
2.0 Literature review – – – – – – – 17
2.1 Organization and their objectives – – – – – 17
2.2 Objectives
of organization – – – – – 20
2.3 Group
in organization – – – — – – 21
2.4 Nature
of conflict – – – – – – – 24
2.5 Industrial dispute – – – – – – – 26
2.6 Causes
of organizational conflict – – – – – 30
2.7 Operational
management of conflict- – – – 36
2.8 Processes
of conflict management – – – – – 39
2.9 Appraisal
– – – – – – – – – 43
Reference
– – – – – – – – 45
CHAPTER
THREE:
3.0 Research design and methodology – – – – 46
3.1 Introduction – – – – – – – – 46
3.2 Research design – – – – – – – 46
3.3 Sources/ Methods of data collection – – – – 47
3.4 Population and sample size – – – – – 48
3.5 Sampling techniques – – — – – – 48
3.6 Validity and reliability of measuring
instrument – 49
3.7 Method of data analysis – – – – – – 49
CHAPTER
FOUR:
4.0 Presentation and analysis of data – – – – 51
4.1 Introduction – – – – – – – – 51
4.2 Presentation of data – – – – – – – 51
4.3 Analysis of data – – – – – – – 52
4.4 Test of hypothesis – – – – – – – 56
4.5 Interpretation of data – – – – – – 59
CHAPTER
FIVE:
5.0 Summary, conclusion and recommendations – – 60
5.1 Introduction – – – – – – – – 60
5.2 Summary of finding – – – – – – – 60
5.3 Conclusion – – – – – – – – 62
5.4 Recommendations – – – – – – – 62
Reference – – – – – – – – 64
CHAPTER ONE
1.0 INTRODUCTION
This study falls within the areas of the impact of
conflict management in an organization. Conflict is a type of disagreement
between two or three individuals in an organization, as a result of scare
resources which they must share among themselves or as a result of differences
in status, position etc. the focus of this study lies on the impact of conflict
management in the achievement of organization goals
Conflict can also be a state of mind. It has to be perceived by the parties involved. If two or more parties are not aware of conflict then no conflict exists. When workers feel or imagine that there is miss presentation, misapplication and non-application of terms and condition of employment conflict ensures. This can manifest in serious subsidiary terms Quarrel, disputes of wages over hour of works, impromptu payment of wages and salaries, labor turnover, absentees etc.
In some solution an organization may stimulate conflict by placing individual employees or groups in completive situation, people may compete with one another members. Most people assumed that conflict must be avoided because it connotes antagonism hostility, unpleasantness and dissentions, indeed managers and management theories have traditionally reviewed conflict as a problem to be avoided. In recent years, however we have come to recognized that through conflict can be a major problem, certain kinds of conflict may also be beneficial. For example, when two members of a site selection committee disagree over the post in the office, each may be forced to be more thoroughly in the study and defend his or her preferred alternatives.
As long as conflict is handled cordially and
constructively, it is probably serving a useful purpose in the organization.
Conflict though can produce undesirable results such as hostility and lack of
cooperation which lowers performance.
This problem has to be managed. It can be housefly
unminimized or stomached by maintaining collective agreement between the two
parties. Also, through internal handling, conciliation, negotiation, third
party intervention and finally arbitration, if all these measures are allowed
to pricy organizational goals will eventually be achieved.
Strike and industrial conflicts have becomes a common development in Nigeria. It is obvious that no organization exist without conflict arising as a result of clash in interest or quest for improved conditions of services, where their conditions are not met, the workers threatens to go on strikes. Between 1940-1941 in Nigeria, workers had embarked on series of strikes demanding among other things cost of living allowance.
The general conflict that arose in form of strict
action in 1945 is one of the most important events in Nigeria Labor history.
The most immediate course of this epoch making event has the unwillingness of
the government to honor its pledges made to workers demand over that made in
1992 in the face of increasing price of commodities and the harsh economic
condition. As a result of non-implementation of these demands, the TCU called
the fist ever recorded general strike which lasted for forty five days forcing
the government to set up the Thunder commission that looked into the workers
grievances and a substantial increase in the cost of living allowance which was
made by the government after the commission had submitted its report in 1945.
After independence in 1960, strike and industrial
conflicts continued to hamper the stability of the country. In 1964, another
general strict precipitated by government in ability to meet the demands of the
workers despite the inflationary rate of our currency political instability and
control by the intervention of the them minister of finance, chief S.F Okote
Eboh. Uche indicated that the most likely explanation for the increase strike
and industrial conflict from 1970-1975 periods was the negative reaction of
workers in both the public and private sector of the economy. It is an record
that a total of about 655 disputes were recorded in the 19741-1975 period
alone, perhaps the largest in the labor history of the country.
In July 1982, Mr. Olarewaji S. Lunbe (1982) says the
right of Nigeria workers to strike according to S. 2(12) of the trade dispute
Act No 7. 1976 clearly set out the steps to be taken before workers of labor
could go on strike of lock out”.
THE IMPACT CONFLICT MANAGEMENT IN THE ACHIEVEMENT OF ORGANISATIONAL GOALS (AN APPRAISAL OF THE NIGERIA SITUATION FROM 2007 – 2014)
