TABLE OF CONTENTS
CHAPTER ONE
1.0 INTRODUCTION
1.1 OBJECTIVES OF THE STUDY
1.2
SIGNIFICANCE
OF THE STUDY
1.3
SCOPE OF
THE STUDY
1.4
PURPOSE
OF THE STUDY
1.5
LIMITATION
OF THE STUDY
1.6
DEFINITION
OF TERMS
CHAPTER TWO
2.0 INTRODUCTION
2.2 CAUSES OF
CONFLICT
2.2
ADVANTAGES
AND DISADVANTAGES OF MANAGING CONFLICT
2.3 THE ROLE OF A MANAGE IN CONFLICT MANAGEMENT
2.4 CONFLICT RESOLUTION
2.5
CONFLICT
RESOLUTION IN NIGERIA
CHAPTER THREE
RESEARCH
METHODOLOGY
3.1
AREA OF
STUDY
3.2
SOURCES
OF DATA
3.3
COLLECTION
OF DATA
3.4
SAMPLE
PROCEDURE
3.5
RESEARCH
INSTRUMENT
3.6
VALIDATION
PROCEDURE
3.7
STATISTICAL
ANALYSIS OF DATA
REFERENCES
CHAPTER FOUR
PRESENTATION,
ANALYSIS AND INTERPRETATION OF DATA
4.1 DISTRIBUTION OF RESPONDENTS
4.2 TESTING OF HYPOTHESES
CHAPTER FIVE
5.0 SUMMARY, CONCLUSION, RECOMMENDATION AND
BIBLIOGRAPHY
5.1 INTRODUCTION
5.2 SUMMARY
5.3 CONCLUSION
5.4 RECOMMENDATION
BIBLIOGRAPHY
CHAPTER ONE
1.0 INTRODUCTION
Conflict is a
struggle or contest, when workers and management have incompatible, conflicting
or irreconcilable views or issue that could lead to conflicting tendencies are
not new to industries organization. Conflicting is normal and it is positive as
well as negative. It is unethical to find organisations without conflicts, or
conflicting issues.
Industrial
conflict many be defined as the inability of labour and management to reach
agreement on any issue connected with the object of employer – employees
interaction. Conflicts many be caused within the enterprise (internal) or
outside it (external). Internal sources refer to the inability of employers and
employees to obtain maximal share of the industrial cake, the conflicting needs
of all three and various forms of employers grievances of complaints about
individual employees or the work group.
Most important
is the inability of the employer to satisfy the workers various needs,
submission to mechanical control and alienation. Other issues are connected
with misinterpretation or non-implementation of the collective agreements.
External source
of conflicts include governments industrial and economic policies, the nature
of labour legislation, unpatriotic and unethical behaviour of the political and
economic classes, national economic management and general distribution of
wealth and power in the society.
1.1 OBJECTIVES
OF THE STUDY
The objective of
this study is stated below as follows:
1.
To critically examine the causes of conflict
within the management of an organization.
2.
To identify the sources of conflict in
management.
3.
To analyse how conflict can be managed in an
organisation.
4.
To asses the impact of conflict management on
business performance.
5.
To appraise the importance of personnel
management in conflict resolution in an organisation.
6.
To study the concept of personnel management in
an organisation.
7.
To evaluate the effectiveness of adopting
managerial approach in resolving conflicts within an organisation.
8.
To make necessary recommendation.
1.7
SIGNIFICANCE
OF THE STUDY
The final work
of this research study will assist management in every organisation to adopt
strategic means of managing personnel to enhance efficiency and performance.
It will also
highlight the importance of using effective personnel management in resolving
conflicts within the organisation, and the problems and challenges faced by
managers when carrying out this critical aspect of managerial functions
1.8
SCOPE OF
THE STUDY
The research
study shall focus on the role played by personnel managers in resolving
conflict between management and members of the staff of an organisation. The
type of conflict management will be properly analysed in the course of the
research study.
1.9
PURPOSE
OF THE STUDY
This study is aimed
at assessing and analyzing the impact of conflict management on top management
decision making on the performance of an organisation.
1.10
LIMITATION
OF THE STUDY
The research
study shall be constrained by the unavailability of funds, resources, data,
information and time.
1.11
DEFINITION
OF TERMS
1.
EMPLOYEE:
A person who has agreed to render services for another person (employer) in
return for wages or salary.
2.
INDUSTRY:
The aggregate of similar firms that perform similar functions for the same market
under separate management.
3.
MANAGEMENT:
This means of achieving organizational goals and objectives through planning,
organizing, co-ordinating and controlling both human and material resources.
4.
EMPLOYER:
A person who has employed the services of another (employee) in payment of
either wages or salary.
5.
DECISION
MAKING: A managerial function of selecting the best course of action for
achieving goals and objectives among many other courses of action.
6.
BUSINESS:
An activity that involves investment of capital, risk, profit and loss.
7.
CONFLICT:
Disagreements and arguments between some group of people in an organisation
that cannot be controlled easily.
8.
ORGANIZATIONAL
STRUCTURE: The pattern in which the relationship between tasks, positions,
responsibilities and authorities are charted in an organisation.
9.
COMMUNICATION:
This means of transmitting ideas, feelings and messages from one person or
unit of an organisation to another.
10.
DIRECTORS:
Executives in an organisation that
make policy for the day to day management of the organisation.
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