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MEANING OF
ORGANIZATION CONFLICT
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Ours is an
age of rapid change, unrest and conflicting ideologies. Society is unsettled
and individuals are apprehensive as group, nations and organized groups within
the nation struggle for power and control over material resources and man’s
mind. It is in such a world setting of tension and clearage that we view the
present day relationship between labour and management in Nigeria.
In an
organization, there are the owners of business who’s primary goal and or
objective is to maximize profit at all cost while on the other hand, there are
workers whose only weapon is this labour power with which they earn some reward
usually monetarily. In other words, these two groups (the owners and workers)
here their own are interest which might differ. Nevertheless they are bound to
co-operate in other to maintain and sustain the system of going concern.
However, where there is co-operation, there will be conflict can be described
as a situation of disagreement between employees and employer e.t.c. it could
also be seen as the total range of behaviour and express opposition and
divergent orientation between owners and managers on the hand and workers and
the organization on the other hand.
Organization
conflict is therefore a familiar characteristic of organization life. Its
fundament cause is the self-interest of individuals in the organization, a
self-interest which frequently manifests itself a self-in competing
objectivesphilosophies or method and in associated struggles of one or more
level or department to dominate the other. The presence of conflict brings a
change in an organization. If the change is in line with organization objective
then the conflict is beneficial (functional) to the organization, but if on the
other hand, the conflict create disunity among functionaries in the
organization this deviation from the stated organization objective then such a
conflict is dysfunctional.
Conflict can
be main tested inform of discount struggle, quarrel, opposition, disagreement,
clash of interest and ever fighting. It can range from industrial strike to
competition, to simple dislike among individuals in an organization. It many occur
or sub-groups departments sub-system, authority relationship, individuals and
even sub-organization in there guest to either incompatible goals in the face
of the resources.
The first
Bank PLC as financial (service) organization is not an exception to the
inherent problem posed by conflict. The inability of the management to be
effectively by handle conflicts has led to a considerable wastage of human and
material resources heading some times to a partial or non-fulfillment of the
stated organization goals and objectives.
Considering
the vital position which first Bank (Nig.) Plc occupies in the nation as one of
the three major financial institution teeholis and supports the economic. It
therefore become important using first Bank Plc as a focal point since the
financial performance or non-performance of the bank will directly have a great
impact on the nation economy.
The research
work I undertaken so as to enable the organization to understand and appreciate
this in her sent nature of conflict and how researching it will result to an
improvement of the organizational efficiency.
1.2 STATEMENT OF THE PROBLEM
The
increased interest gap between the employer and employee is becoming to
devastating in our present by organizations. A lot of firms are collapsing due
to increasing pressure from owners or the workers.
This project
work in effect tends to address the following problems.
1. The problems arising from the
inefficiency of the workers caused by the organizational inability to meet
their needs.
2. The problems associated with the
increasing labour conflicts in our organization.
3. The problems associated with
inconsistent grievance handling.
4. The problems usually encountered in
trying grievance and dispute procedure.
1.3 PURPOSE OF THE STUDY
Since
conflict is inevitable in work organization, a career – minded person must
learn practically, uncomplicated ways of resolving with the people to enhance
efficiency.
In regard,
this study aims at examining impact of trade union and industrial conflict with
reference to:
(a) The causes of conflicts
(b) The mechanism that have been put in
place for its resolution by the organization.
(c) Examining the attitude of management
towards conflict resolution.
(d) To identify how efficiency can be
increases in an organization though proper appreciation of causes and
mechanisms for conflict resolution.
(e) It hopes to suggest to organization
functionaries how to manage positive and negative conflicts in order to
accomplish organizational goals and objectives.
1.4 SCOPE OF THE STUDY
This
research work is supposed to survey many business organizations in Nigeria but
for some constitution, which makes it impossible to cover the entire
population, a sample was therefore chosen.
In doing
this first bank and Nigeria Plc Enugu was used as the case study. In concluding
the survey, questionnaires and interviews were used.
A sample
size that will reflect the population of the bank selected and the data
collected was analyzed using the simple percentage and table.
1.5 RESEARCH QUESTION
The
following are some of the research question used during this research work.
(a) Do you consider conflict as one of an
organization life?
(b) How do you feel when there is a
conflict in your working environment?
(c) How do you feel when conflict is not
rather suppresses?
(d) How do you feel conflict is either
resolved in favour or against you?
(e) How efective is the management
mechanism no building conflicts?
(f) What do you think that are
responsible for conflict in your organization?
(g) How often does conflict arise in the
organization?
(h) How often does management succeed in
resolving rather than suppressing it?
(i) How can effective handling of
conflict improve organizational goals and objectives?
1.6 RESEARCH HYPOTHESIS
(a) Hi:
Conflict is considered as part of organizational life.
Ho: Conflict is not considered as part of
organizational life.
(b) Hi: Conflict in any working environment,
promotes organizational efficiency.
Ho: Conflict in any working environment does
not promotes organizational efficiency.
(c) Hi: The management mechanism in building
conflict is effective
Ho: The management mechanism in building
conflict is not Effective.
(e) Hi: The industrial relations climate is
depended on the grievance and conflict resolution procedure.
Ho: The industrial relations climate is not
depended on the grievance and conflict resolution procedure.
1.7 SIGNIFICANCE OF THE STUDY
This
research work is aimed at giving an insight into the conflict and grievance
handling procedure as it operates in First Bank Nigeria Plc.
It should also
help the bank to isolate those factors that causes conflict in the organization
or to reduce conflict in labour management. Relationship there by improving
organization efficiency. The cause and mechanisms for conflict resolution
discussed in this research work serves as a guide to managers in other
establishments.
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