ABSTRACT
This research is designed to examine the organizational conflict and its
management in modern day organization. Question were used to collect data
interview and observation by the researcher. The statistical method used in
this research is the chi-square; this method was used to analyse the responses
to the question from the questionnaire. The outcome of the analysis is that the
null hypothesis was rejected while the alternative hypothesis was accepted. The
study revealed that organizational conflict actually exists in organizations.
The study recommended any others that adequate care should be taken in handling
differences in goals between management and employees. It was concluded that
conflict is inevitable in an organization and it is caused by goals difference
between management and employees, bad leadership style management,
confrontation, unresolved grievances and
victimization etc.
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
the Problems --- --- --- --- --- --- 2
1.3
Research
Questions --- --- --- --- --- --- --- 3
1.4
Objective
of the Study --- --- --- --- --- --- --- 3
1.5
Statement
of Hypotheses --- --- --- --- --- --- 4
1.6
Scope
o f the Study --- --- --- --- --- --- --- 4
1.7
Significance
of the Study --- --- --- --- --- --- 4
1.8
Limitation
of the Study --- --- --- --- --- --- 5
1.9 Operational
Definition of Term --- --- --- --- --- 5
CHAPTER TWO: LITERATURE REVIEW
2.1
Concept of Conflict --- --- --- --- --- --- --- 7
2.2
Types of Organizational Conflict --- --- --- --- --- 8
2.3 Causes
of Organizational Conflict --- --- --- --- 10
2.4 Effect
of Organizational Conflict --- -- --- --- --- 13
2.5
Conflict Management Techniques --- --- --- --- 15
2.6 Conflict
Resolution Techniques --- --- --- --- --- 18
2.7 Nature
of Organizational Conflict --- --- --- --- --- 21
2.8 Attitude
of Conflict Resolution --- --- --- --- --- 21
CHAPTER THREE: RESEARCHMETHOD
3.1
Research Design --- --- --- --- --- --- --- 24
3.2
Population of study --- --- --- --- --- --- --- 24
3.3
Sample/ Sampling Technique --- --- --- --- --- 24
3.4 Instrumentation --- --- --- --- --- --- --- 24
3.5 Method
of Data Collection --- --- --- --- --- --- 25
3.6
Method of Data Analysis --- --- --- --- --- --- 25
CHAPTER FOUR: DATA
PRESENTATION ANALYSIS AND DISCUSSION
4.1 Data
Presentation --- --- --- --- --- --- --- 26
4.2
Data Analysis --- --- --- --- --- --- --- --- 26
4.3 Test
of Hypotheses --- --- --- --- --- --- --- 34
4.4 Discussion
of Findings --- --- --- --- --- --- 40
CHAPTER FIVE: SUMMARY CONCLUSION AND
RECOMMEDATIONS
5.1 Summary
--- --- --- --- --- --- --- --- 42
5.2 Conclusion --- --- --- --- --- --- --- --- 42
5.3
Recommendations --- --- --- --- --- --- --- 43
References
Appendixes
CHAPTER ONE
INTRODUCTION
1.1
Background to the Study
In
every organization, conflicts are bound to arise between employers and
employees due to divergent interest between them. There is no meaningful
development that can take place in a state of rancor and perennial disputes.
Generally speaking, organizational conflict is one of the most prevailing
issues in the world today.
Management
of industries is concerned with profit maximization, ensuring the survival of
the business and long working hours as their goals while employers have
profits, sharing fringe benefits as their goals which contradict the others. These
divergent goals of management and employees result in dispute of interest and
consequently individual conflict.
Organizational
conflict as a concept involves total range of behavior and attitude that
expresses opposition and divergent interest between individuals and managers
(Alters, 1967).
Therefore,
it is good for management of industries, workers and even trade unions to have
the knowledge of organizational conflicts so as to know how to handle it. Since
one must live with conflict the best attitude on effective and efficient
execution should be developed towards it. These should be recognized and
developed for understanding of ways of managing, minimizing as well as
resolving it. It is in view of the foregoing that this research work will look
into the types, organizational and resolution of organizational conflict.
1.2
Statement of the Problem
Organizational
conflict is a common phenomenon in an organization that create problems as a
result of discontent, grievances, disputes, misunderstanding and disagreement
of workers and management in a work-setting. This has resulted to strike:
economic strike, sympathy strike, sit down strikes, slow down strikes and wild
cost strikes. (Holly and Jennings, 1980). It is in view of this that this
research is undertaken to look into ways of effectively managing and resolving
organizational conflict so that there would be harmony in workplace and the
society at large. Solving organizational conflict will help the organization to
achieve goals and objectives such as:
i.
Yielding of high production of goods and
services
ii.
It enhances the relationship status among
workers.
1.3
Research Questions
i.
Does lack of meaningful dialogue between
management and employee responsible for organizational conflict?
ii.
Does leadership style lead to
organizational conflict in organization?
iii.
To what extent does difference between
management and labour result in conflict?
1.4
Objective of the Study
The purpose of this study is to have
an in-depth knowledge of the organizational conflict in an organization and to
find ways of its effective approaches and resolution specifically to
1. Whether
lack of meaningful dialogue between management and employees is responsible for
organizational conflict.
2. Whether
leadership style can lead to organizational conflict in an organization.
3. Identify
the extent to which goals difference between management and employees can
result in organizational conflict.
1.5
Statement of Hypotheses
(1)
Lack of meaningful dialogue between
management and employee is not responsible for conflict in an organization.
(2)
Leadership style does not lead to
organizational conflict in an organization.
(3)
Goal differences between management and
labour should not be extended to the result in conflict.
1.6
Scope of the Study
The
study is concerned with the nature or organizational conflict and the methods
used in solving it, using Auchi Polytechnic, Auchi Edo state as a case study.
1.7
Significance of the Study
The significance of this study is to
enlighten owners of capital or managers and workers on the probable used of
conflict in an organization, so that they will know how to prevent it from
happening.
In cases where there is already
conflict, this study will also help them to know the various ways of managing
and resolving it.
1.8
Limitation of the Study
In writing the research work, the
following problems were encountered
First, it was very difficult to get at the staffs
(respondents) as most of them seem to be too busy to atte4nd to research need
Secondly, time was a limiting factor
since the researcher is still a student of that institution, Auchi Polytechnic.
1.9
Operational definition of terms
Organization: This is a place where
business activities are carried out and it has people who manage its affairs
and those who work for it.
Employer: This is a person or group
that owns an organization and pays people to work for them so that their aims
and objectives would be achieved.
Employee: Is any person or group of
persons who received payment for service they render to an organization.
Divergent: These are different in
ideals, thoughts and interests between people.
Economic strike: Economic strike
refers to stoppage of work by workers to gain economic goals such as higher
wages.
Sympathy strike: This refers to
work stoppage by employees who have no dispute with their own employer but
decided to down tools in support of another striking union.
Sit-down strike: This occurs when
employee report for work daily but do not perform any duty.
Slow-down strike: This is a
situation where an employee works at a slower pace to express a grievance or to
achieve a contract demand.
Wild-cast strike: These are strike
which violates provision of the labour agreement.
Motivation: Is what inspires people
or someone to behave in a favorable way.
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