ABSTRACT
This study examines the Effect of Conflict
on Organizational Growth and Productivity using a case study of Auchi
Polytechnic, Auchi. The interaction and competition between individuals and
groups has made conflict inevitable. Conflict is bound to happen in any
organization particularly amongst the workers because of the divergence in
interest and goals for the employees and management respectively. In order to
achieve the objectives of the study, the researcher employed simple percentages
and chi-square statistical techniques to analyze, the data extracted from the
respondents. Based on the analysis, we found that management inability to met
up with collective bargaining and negotiation agreed on between workers and
their representative might have a great effect in influencing conflict. We
therefore, recommended that management should endeavour to constantly be
looking into the improvement on wages and salaries of workers and resolve
conflict by the use of internal statutory methods which would help the
organization to achieve its expected goals.
TABLE OF
CONTENTS
Title
page
Certification --- --- --- --- --- ---- --- --- i
Dedication
--- --- --- --- --- ---- --- --- ii
Acknowledgement
--- --- --- --- --- --- iii
Table
of Contents --- --- --- --- --- --- --- iv
Abstract --- --- --- --- --- ---- --- --- vii
CHAPTER ONE: INTRODUCTION
1.1
Background to
the Study --- --- --- --- --- 1
1.2 Statement of the Problem --- --- --- --- --- 2
1.3 Research Questions --- --- --- --- --- 3
1.4 Objective of the Study--- --- --- --- ---- --- 3
1.5 Statement of Hypotheses --- --- --- --- --- 4
1.6 Scope of the Study--- --- --- --- ---- --- 4
1.7 Significances of the Study--- --- --- --- --- 5
1.8 Limitation of the Study--- --- --- ---- --- 5
1.9 Operational Definitions of Terms --- --- --- --- 6
CHAPTER TWO: LITERATURE REVIEW
2.1
Conflict
--- --- ---- ---
--- --- ---- --- 8
2.2
Types of Conflict --- --- --- --- --- --- 10
2.3 Sources of Conflict --- --- --- --- --- --- 15
2.4
Effect of Conflict on Organizational
Growth --- --- 16
2.5 The Desirability of Conflict --- --- --- --- 17
2.6 Undesirability of Conflict --- --- --- ---- --- 20
2.7 Management of conflict in the Workplace --- --- 22
CHAPTER THREE: RESEARCH METHOD
3.1
Research Design --- --- --- --- ---- --- 27
3.2
Population of the Study --- --- --- --- --- 27
3.3
Sample and Sampling Technique --- --- --- --- 28
3.4 Instrumentation --- --- --- --- --- --- 28
3.5
Method of Data Collection --- --- --- --- ---- 29
3.6 Method of Data Analysis --- --- --- --- --- 30
CHAPTER
FOUR: DATA PRESENTATION ANALYSIS AND
DISCUSSION
4.1 Data Presentation --- --- --- --- ---- --- 31
4.2 Data Analysis --- --- --- --- --- --- --- 36
4.3
Test of Hypotheses --- --- --- --- --- --- 49
4.4 Discussion of Findings --- --- --- --- --- 53
CHAPTER
FIVE: SUMMARY CONCLUSION AND RECOMMENDATIONS
5.1 Summary --- --- --- --- --- --- --- 55
5.2
Conclusion --- --- --- --- --- --- 56
5.3
Recommendations --- --- --- --- --- --- 57
5.4 Suggestion for Further Research --- --- --- --- 58
References
Appendix
CHAPTER ONE
INTRODUCTION
1.1 Background
to the Study
All establishment either public or non
governmental organizational experience some kinds of conflicts. This is normal
natural and sometimes even necessary for continued growth and development in
organizations. For some people, the best thing is to avoid conflict, while this
may be appropriate at times, it is not always recommended. The main issue with
conflict is not so much that it occurs, but how you can manage it and at the
same time know the effects it has on the growth and productivity of the
organization.
The Oxford Advance Learners Dictionary
(2000), defines conflicts as a serious disagreement, a serious different of
opinions, wishes etc. This definition therefore assumes that the entire
organizations with various opinions are making efforts to achieve a common
goals, which makes organizational conflicts inevitable. Conflict is part of
organizational life due to the fact that individuals that make up the
organization have different perceptions, interests, goals and values.
These differences might be due to the backgrounds
they came from e.g social economic and even religions angles.
Apart from the different opinions and
values of workers, which make up the rank and file of the organizations, the
various goals and objective between the management and workers could result to
conflicts. For example, while the workers are interested in personal
satisfaction through increased wages and salaries, fringe benefits and other
motivating techniques, the management on the other hand maybe concerned with
the optional use of human resources for the maximization of profit and the
survival of the organization (Kalia, 2007). These differences in goals and
objective can result in organizational conflict between management and employee
and this is what the research is out to investigate.
1.2 Statement
of the Problem
Every business organization wants to be
successful in carrying out its objectives and goals. However, there are often
problems resulting from changes in organizational climate as a result of
external or internal contributing factors, limited resources like shortage of
finance, lack of good equipment, poor planning, communication breakdown and
conflicting goals and objectives. These problems could cause conflict in
organization that can lead to lack of growth and low productivity. It is often
noted that employee are mostly affected by this conflicts with fear of being
treated unkindly by management and this often result to low productivity. It is
as a result of this separate interest and desire among management and employee
that this study focuses the effect on conflicts on organizational growth and
productivity, using Auchi Polytechnic, Auchi
as a survey becomes necessary.
1.3 Research Questions
The
following research question will be provided answer to:
(1)
Can workers dissatisfaction with
leadership style of their boss lead to conflict?
(2)
Can conflict be resolved through
compromise between employee and management?
(3)
Does conflict affect the attainment of
organizational goals?
1.4 Objectives
of the Study
The main purpose of the study is to
investigate the effect of conflict on organizational growth and productivity
using Auchi Polytechnic, Auchi as a case study.
The
specific objectives of the study are:
(1)
To examine if workers dissatisfaction with
leadership style of their boss lead to conflict.
(2)
To determine if conflict can be solved
through compromise between employee and management.
(3)
To investigate if conflict affect the
attainment of organizational goals.
1.5 Statement
of Hypotheses
The
following research hypotheses shall be tested:
(1)
Workers dissatisfaction with leadership
style of their boss cannot lead to conflict.
(2)
Conflict cannot be resolve through
compromise between employee and management.
(3)
Conflict does not affect the attainment of
organizational goals.
1.6 Scope
of the Study
Scope of this study is limited to the
effect of conflict on organizational growth and productivity, using Auchi Polytechnic,
Auchi, Edo State as a case study. This consists of
lecturers in the School
of Business Studies were
the respondents used on this study.
1.7 Significance
of the Study
The significance of this study is to
generate the awareness of the cause effects and management of the
organizational conflicts which will help the management and the organization at
large. The study is also undertaken on
the premise that those involved in the management of human resources in
organization would draw vital lessons fro the findings. The research would
provide workable solutions to the problems arising from conflict in
organizations, which will be useful to both practitioner and management.
1.8 Limitation of the Study
In the course of carrying out this
research, the researcher encountered a lot of problems such as time
constraints, financial constraints and a series of disappointment, while
keeping appointment with the respondents.
The most crucial of all the constraint is the academic stress due
to the crash programme embarked up by the school during the course of writing
this project. Furthermore, information from both questionnaires distributed and
personal interview conducted were not enough to draw the conclusion of this
study, so the researcher consulted other relevant textbook, magazine, seminar
papers in the library.
1.9 Operational
Definition of Terms
The following terms are defined as
used in the study.
Conflict: The
refers to the disagreement between individuals or groups in the organization
(misconception).
Organization Conflict: This
is a disagreement between two or more organizational members or groups arising
from the fact that they must share scare resource or works activities or
resulting from their various values, goals, perception and interests.
Conflicts Resolutions:
This is an e attempt to settle the disagreement between members in the
organization.
Organization Growth:
This refers to the objects or desires which the organizations want to attain or
achieve.
Fringe Benefit:
It is the entitlement or incentive which the employee receives from the
employers for his job aside from his pay.
Perception:
This is the way the employee view things.
Inter-Department Squabble:
This
refers to grievance expressed between departments of the same organization.
Mediation: This is the process whereby a third party called a mediator
outside the conflict within or outside the organization helps to resolve the
nagging conflict.
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