RELEVANCE ON CONFLICT MANAGEMENT IN AN ORGANIZATION EFFECTIVENESS (A CASE STUDY OF NFA)

TABLE OF CONTENTS

CHAPTER ONE

1.0              INTRODUCTION

1.1              HISTORICAL BACKGROUND OF THE STUDY

1.2              STATEMENT OF THE PROBLEM

1.3              PURPOSE OF THE STUDY

1.4              OBJECTIVE OF THE STUDY

1.5              SCOPE OF THE STUDY

1.6              RESEARCH QUESTIONS

1.7              RESEARCH HYPOTHESES

1.8              SIGNIFICANCE OF THE STUDY

1.9         DEFINITION OF THE KEY TERMS

REFERENCE:

CHAPTER TWO

2.1         BRIEF HISTORY

2.2              THEORETICAL FRAMEWORK OF THE STUDY

2.3              CONFLICT THEORY

2.3.1      BEHAVIOURAL OR MICRO THEORIES

2.3.2      CLASSICAL THEORIES

2.3.3      THE ENEMY SYSTEM THEORY

2.4                PARTIES INVOLVED IN CONFLICT

2.5              TRADE UNION

2.6              OBJECTIVES OF TRADE UNION

2.7              FUNCTIONS OF TRADE UNION

2.7              CURRENT LITERATURE REVIEW

2.8              TYPOLOGY OF CONFLICT

2.9              TYPES OF CONFLICT

2.10             COMMON AREAS OF CONFLICT ‘

2.12       CAUSES OF CONFLICT IN ORGANIZATION

2.13       CONSEQUENCES OF CONFLICT

2.14       CONFLICT MANAGEMENT IN ORGANIZATION

2.15          CONFLICT RESOLUTION THEORY

REFERENCE

CHAPTER THREE

3.0                 RESEARCH METHODOLOGY

3.1         CHARACTERISTICS OF STUDY POPULATION

3.2              SAMPLING  PROCEDURE

3.3              RESEARCH DESIGN

3.4         DATA COLLECTION INSTRUMENTS

3.5              STANDARDIZATION OF RESEARCH INSTRUMENT

3.6              SCORING AND DATA COLLECTION

3.7              STATEMENT OF HYPOTHESIS

3.8              DATA ANALYSIS TECHNIQUES

3.9              LIMITATION OF STUDY

CHAPTER FOUR

4.0         DATA PRESENTATION AND INTERPRETATION

4.1         ANALYSIS OF RESPONDENTS BIO-DATA: 

4.4         TEST OF HYPOTHESES

CHAPTER FIVE

SUMMARY OF FINDINGS, CONCLUSION AND

5.0               RECOMMENDATION.

5.1         SUMMARY OF FINDINGS

5.3                 CONCLUSIONS

5.3                 RECOMMENDATION FOR FURTHER STUDIES

REFERENCES

APPENDIXES I: QUESTIONNAIRE

APPENDIX II

APPENDIX III

APPENDIX IV

CHAPTER ONE

INTRODUCTION

1.1   HISTORICAL BACKGROUND OF THE STUDY

The dynamics of a diverse workforce characterized by Organizational change, and complex communication are drawing attention to interpersonal conflicts among workers. 

Organizational change for example, alters the status quo and requires members of an organization to work together in new ways and under new rules. Competition. Compounds issues of power and escalates conflicts of personalities and behavious. The complexities of communication make it more difficult for culturally, economically, and socially diverse workers to resolve the issues and problems they encounter on the job. These conditions have generated a need for new types of training and employee development programs to help workers acquire skill in conflict management.

With the adverse impact of economic depression on countries and business organization from the mid-80 till 21^st century, the need from the productivity enhancement becomes increasingly important.

Notwithstanding the down turn referred to above, in industrial engineering, science and most especially, information technology have consistently been adopted to change corporate fortune for the better, Leatherman J. et al (1999) hold that conflict prevention should be the first phase of any comprehensive conflict maintenance system. Central to those techniques and strategies aimed at corporate survival and profitability is the human capital, which remains the largest asset available to organizations. The drive to optimize the deployment of human resources for the attainment of corporate effectiveness has assumed a new dimension in form of enhanced focus on effective team work.

Against this background and without reducing the position of individual resourcefulness in corporate success, focused discourse on workplace conflict and modalities for its resolution will enjoy relevance for a long time to come. Adult educator, educational administrators, health care and business professionals and human resources manager are among those who are assuming new roles as leaders in conflict management (Bhim and wall 1997; Buller et al 1997; Mhehe 1997; strutton and Pelton 1997).

Without fear of contradiction, it must be stated that effective conflict management i.e prevention and solution machineries are fundamental requirement for organizational effectiveness; since it is believed that there must be conflict in the workplace. Casey and Casey (1997) suggest self-esteem training as an aid to acquiring conflict management skills.

This research work now focuses on the ways conflict can be managed through various conflict management machineries available.

1.2       STATEMENT OF THE PROBLEM

The profit understudy is designed to answer the questions revolving around the impact of conflict management, and how it affects entire organization.

1.3       PURPOSE OF THE STUDY

The primary focus of this project is on extra statutory  techniques or methods of conflict management machinery for organizational effectiveness. Furthermore, this research work will conceptualize conflict, examine conflict theory, cause/areas of industrial conflict and also proffer solution on how to manage conflict.

1.4       OBJECTIVE OF THE STUDY

The aim to reveal the effect of conflict on organizational effectiveness and to determine the most effective method of conflict management is an objective of this study. Also, to examines the most important cause of conflict in an organization.

1.5       SCOPE OF THE STUDY

The area of coverage of the research work will cover some of the staff of Nigerian Bottling Company Plc, Mushin Plant, Lagos-State.

The sample size will be chosen from the three level of management namely; top-level management, middle-level management and low – level management respectively. The reason for using only Nigerian Bottling Company Plc, is due to time constraint and the Organization is operating in a industry where workers have high propensity to strike as a result of any little problem.

1.6       RESEARCH QUESTIONS

In order to achieve the objective of this research work, it will attempt to provide answers to the following research questions;

-         Does conflict affects team work negatively in the organization?

-         Is conflict management managing everyday situations at workplace?

-         Is strike the best option of settling conflict?

-         Can conflict prevent organization in meeting her target? 

1.7       RESEARCH HYPOTHESES

The following hypotheses will be tested in addition to the research questions.

H_i:     Effective conflict management guarantee peaceful work environment.

H₂:    strike is the best option of settling conflict

H₃:    Conflict impact is positive to the organization.      

1.8       SIGNIFICANCE OF THE STUDY

A study of the nature is expected to make theoretical and practical contribution to an organization in particular and the nation in general. This study provides a basis for closer scrutiny of the methods or techniques that are available in managing conflict.

This study is likely to be useful to food and beverage industry in which Nigerian Bottling Company Plc, belongs, services companies, professional managers, individuals and also for the professional to manage conflict that may occur in their work place or any other areas.

Finally, this research study is expected to stimulate research interests in other aspect of conflict management in particular and labour studies in general.  

1.9     DEFINITION OF THE KEY TERMS

Conflict: This means struggle, disputes, argument and opinions of people in an organization. It is also a situation that involves personal interactions with differences of opinions.

Organizational effectiveness: This concept means the ability of the organization to achieve both subordinate and organizational objectives in the most economical way.

Conflict management: This means the organizational ability to manage daily situations that involve different personal opinions and views towards achieving organizational objectives.

Strike: This means a situation of temporary cessation of work to attract the management attention to a prevailing problem by employees.

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