This research study is to investigate the conflict
management in local government. Service with particular reference to Ojo local
government being the local government use as a case study for this work.
Conflict management is very crucial in the achievement of each other actually
when there are employer over some issues like condition of work or condition of
The local government, which is the third tier of the
executive arm of government, is established to meet the welfare the local
The ubiquitous presence of conflict can hinder the local
government constitutional duties. The activities of various social groups in
the local government. If not effectively controlled or managed can be costly in
terms performance &,reputation. The instrument used to carryout this study
effectively was the questionnaire which was administered to the staff of Ojo
local government area total number of one number (100) questionnaire, were
administered which the hypotheses using percentage while the hypothesis was
tested with he chi--square statistics.
The result and funding of the study reveal that conflict
management in the local government is the fundamental phenomenon that effect
the performance of the local government management its employee.
CHAPTER ONE: INTRODUCTION
Background of the Study
Brief History of Local Government
Statement of research problem
Purpose of study
Significance of study
Definition of terms
CHAPTER TWO: LITERATURE REVIEW
2.1 What is Grievances
2.2 Industrial Conflict
2.3 Sources of Conflict
2.5 Nature of Industrial Conflict
2.6 Conflict Resolutions
2.7 The conflict Resolution Procedure
2.8 Theoretical Framework
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Concept of Research Design
3.2 Population of the study
3.3 Sampling size
3.4 Sampling Technique
3.5 Instrument for data collection
3.6 Validity and Reliability
3.7 Method of Data Collection
3.8 Procedure for data analysis
FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Sex of Respondent
4.2 Marital Status
4.3 Educational Qualifications of Respondents
4.4 Respondents Status
4.5 Years of Experiences in the office
4.6 Data Analysis and Testing of Hypothesis
4.7 Testing of Hypothesis
FIVE: SUMMARY OF FINDINGS,
CONCLUSION AND RECOMMENDATION
BACKGROUND TO THE STUDY
The term conflict specifically means breakdown of
relationship between parties and this was corroborated by oxford English
dictionary definition in which conflict was defined as a serious disagreement,
on argument, a struggle, a fight. The history of mankind cannot be devoid of
conflict from the primordial age to the era of communal capitalism, feudalism
up to the present.
A lot of attempts were recorded in capturing various
sources of conflict and how it can be effectively managed. In every organization
where people of different backgrounds and interest have , to interact in the
collective effort towards achieving a common goal, conflict is bound to take
place. This is because every member of the organization comes from different
places, background and brings to the workplaces his own personal interest,
ambition, which he/she earnestly desires to achieve along organizational goals.
These individual goals may not necessarily be compatible with that of other
members and as a result of this conflict will definitely come up in the organization:
Conflict management may be planned and formal or unplanned
and verbal or physical ranging from passive resistance to active aggression.
Conflict takes place between individuals and between groups,
between distinct organizations or groups within an organization and conflict no
doubt is an important element of social interaction and apart from being a
"negative " factor that "tear apart" conflict may
contribute in many way to the maintenance of groups and collectivities as well
as the cementing of inter personal relations. A conflict is therefore endemic.
It is common knowledge that an organization needs peaceful co-existence for
survival, which may be threatened by conflict.? Conflict management is very
crucial in the achievement of organization goals for proper understanding of
each other actually when there are disagreement between the employees and
employers over some issues like conditions of employment etc. Karl Marx and
some scholars say that industrialization is a mixed blessing, which has brought
prosperity, strike and dispute in industries. It is unthinkable to find any
organization without conflict.
The local government, which is the third tier of the
Executive arm of government, is established to meet the welfare needs of the
local people. Although the various local councils in the country were created
in the early 50s to perform localized functions and to bring government closer
to the people, the purpose of local government is essentially to promote
democracy at the grassroots level and ensure service delivery. A local
government system may be recognized as either a single - tier or multi-tier local
government. It is single tier if it performs all the functions assigned to a
local government within its area of jurisdiction and it is multi tier, if two
or more local councils share responsibility for local services within a given
local territory. The management structure of local government takes the form of
mayoral or mayor - council model. The mayor (chairman) is a weak mayor, as he
does not have the power to appoint, remove and supervise the entire
administrative staff. The ubiquitous presence of conflict can hinder the local
government in discharge of its constitutional duties. The activities of various
social groups in the local government if not effectively controlled or managed
can be costly in terms performance and reputation. In fact any organization
without conflict is as good as dead. Conflict can only be dysfunctional or
harmful where there is no machinery that is put growth of the organization.
Conflict management expressed in what ever form pose cost
to all industrial relations actors, certain machinery have to put in place for
emerged overtime and new approaches are being worked out to reduce the effect
of conflict in both public and organized private sector in order to prevent the
development of all forms of costly expression of industrial discontents.
BRIEF HISTORY OF OJO LOCAL GOVERNMENT
Ojo local government was carved out of Badagry local
government in May, 1989. Until October I, 1996, when two other local
governments namely Amuwo - Odofin and AjeromiIfelodun local governments were created,
it was the most population of 1.01m by the 1991 national population census
With the creation of Amuwo-Odofin and Ajeromi/Ifelodum
local governments, there were boundary adjustments. As at now, the local
government shares boundaries with Badagry local government at Oto with the
Ologe lagoon forming a natural boundary on its southwest flask. It is bounded
in the East by Amuwo-Odofin local government, in the North by Alimosho local
government and in the south by the lagoon.
Ojo houses the Alaba International Market, which is the
largest electronics, electrical parts, and allied material market in the West
Currently, Ojo local government Area is divided into 11
Electoral Wards, which are represented by councilors under the leadership of
Apostle Solomon Ajibola Akin- Aina as Executive chairman.
Local government in the federation over the year have gone
through various reforms, particularly during the regime of Generals Ibraham
Babangida and Sani Abacha when local governments had their political
functionaries either elected or appointed and enjoyed autonomy.
The present political functionaries at the local
government level were elected on April, 2003 on party basis. However, the
elected functionaries assumed office on June 1, 2003 having been sworn-in by the Executive
governor of Lagos
state, Senator Bola Ahmed Tinubu.
The 1999 constitution, which is the operational statue
book for the fourth republic, put the control of local government administration
under the state government, this led o he passing of bill on local government
into law on October 4, 1999
in Lagos state.
The law provided for a total separation of the executive and legislative powers
at the local government level. ' Thus empowering the chairmen to appoint
members of their executive committee i.e. the supervisors and the secretary to
the local government, while the elected constitute the legislative arm.
At the top of the Executive Arm is the chairman of the
local government who is the chief Executive and accounting office. Other
members are the Vice-chairman, supervisors and secretary to the local
government as appointed by the chairman and top officers in the service of the
local government. The supervisors are the political heard of department. The
executive arm is largely responsible for policy formulation, control of
finances and award of contracts, among other.
The legislative arm comprises the elected councilors with
a leader and the Deputy elected from among he councilors. The legislative arm
also has a council clerk who takes care of the proceeding of the council and
its general administration. The leader presides over the council meetings.
The legislative council among other function debates
amends and approves and advises the chairman when necessary.
1.3 STATEMENT OF RESEARCH PROBLEM
Conflict as expressed in strike and other from industrial
action including peaceful negotiation seem to be more evident and prevalent in
unionized organization. Workers do not have recognition of unionized organization.
In non-unionized organization workers do not have recognition of common front
to protect collective interest, and as a consequence of the absence of
consensus opinion, management is expected to be with a barrage of individual
workers demand, which naturally would be very difficult, is manage.
The situation which is expected to be more conflict prone
is paradoxically more peaceful even when conflict in all ramification is
considered in unionized organization trade union support for workers in
exercise of their power arising from group dynamic has been deplored by
employers as being dysfunctional is an ideal peaceful industrial environment
employers believe that minor dispute which would have been settled in- house
are blown out of proportion by unions, and the notion of unions insistence on
cost involving elaborate grievance procedure is concern to employers.
1.4 PURPOSE OF STUDY
The purpose of this study is to examine in clear terms the
specific cause of conflict in a local government service. It would attempt to
establish modern management techniques of conflict management. The study will
proffer an 'over view of labour management relations in an organization and
examine having identified the cause of conflict, grievance and dispute, the
effectiveness of the machinery set for the resolution of the grievance and
dispute which is restricted to the internal and external. (Statutory) machinery
and collective agreement between the senior staff workers and junior staff
workers and their management with a view to making suggestions to improve and
or minimize, and if possible eliminate dispute from labour management
interaction in an organization.
1.5 SIGNIFICANCE OF STUDY
This study is expected to establish specific cause of
conflict in a local government service and how it effect can be mitigated. It
would give manager of the organization insight on the forms of conflict in
their organization and enhance their ability to manage such conflict.
The employee of local government and tend to benefit from
the research most especially Ojo Local Government workers because the research
would practically establish the benefit of organization harmony thereby
ensuring their job security the research would also be beneficial in the area
of research exercise for would be researcher. The study will also help to
fashion out an understanding of the causes, nature and resolution of the
1.6 RESEARCH QUESTIONS
The study will attempt to address the following questions:
Can structural problem lead to conflict?
Can inter-government relationship generate
Does political and bureaucratic corruption
result to conflict?
Have you ever had cause to protect over issues
:concerning wages and salaries?
Can dissatisfaction as to working environment
and condition lead to conflict?
Are you aware of any internal machinery for
settling dispute in the organization?
1.7 RESEARCH HYPOTHESIS
Ho: There is no relationship between conflict and its management in a Local
HI: There is a relationship between conflict and
its management in a Local government services.
Ho: There is no cordial working relationship between management and
employees that enhances productivity.
HI: There is cordial working relationship between
management and employees that enhances productivity.
Ho: Effective conflict resolution does enhances employee's
HI: Effective conflict resolution enhances employee's productivity.
HI: Cordial working relationship between management and employees
Ho: There is no need for modern management techniques in the operation
of local government service for high productivity to be ensured.
HI: There is need for modern management techniques in the operation
of local government service for high productivity to be ensured.
1.8 DEFINITION OF TERMS
CONFLICT: This is defined as serious
disagreement, an argument, a struggle, a fight.
MANAGEMENT: This is defined as the art of
getting things done through people.
is defined as the vehicle for dynamic rural development and the third tier of
the Executive arm of government.
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