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Abstract
The study is entitled the impact of conflict management and industrial harmony in First Bank PLC Woji Branch, Port Harcourt. This research is a case study. The study is focused on First Bank PLC Woji Branch Port Harcourt. The researcher draw a sample size of one hundred (100) respondents using non probability sampling technique, make up of fifty (50) staff from personnel and administration department, thirty (30) staff production department and twenty (20) from account department of the Banks. To calculate the degree of error, the Taro Yemen’s formula was used. The instrument used in the data collected is interview and questionnaire method which are seen as being more effective and stable for a research of this nature. This data was explained using the simple percentage. From the analysis, the research reveals that the impact of conflict management helps top managers to achieve their organizational goals, boost the employee’s morale and also increase productivity. Based on the findings of the study, the following recommendations were made among others that The universal declaration govern by conflict management on the premise management of organization should ensure and equitable treatments of employees and that the fulcrum of any organization is dependent on the level of human capital performance.
Table of Contents
Title Page i
Abstract iii
Declaration iv
Certification v
Dedication vi
Acknowledgements vii
Table of Contents viii
CHAPTER 1 1
INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 2
1.3 Objectives of the Study 3
1.4 Research Question 4
1.5 Research Hypotheses 4
1.6 Significant of the Study 4
1.7 Scope of the Study 5
1.8 Definition of Related Terms 5
ADAPTABILITY 6
CHAPTER 2 8
REVIEW OF RELATED LITERATURE 8
2.1 Conceptual Framework 8
2.1.1 Concept of Conflict 9
2.1.2 Dimensions of Conflict Management 11
2.1.3 Different Types of Conflict 13
2.1.4 VIEWS OF CONFLICT MANAGEMENT 15
2.1.5 Importance of Organizational Conflict 17
2.1.6 Characteristics of Conflict 18
2.1.9 The Relationship between Conflict Management and Industrial Harmony 23
2.2 Theoretical Framework 25
2.2.1 Marxist Theory of Industrial Conflict and Harmony 25
2.2.3 The Power Approach 26
2.2.4Conciliatory Approach 26
2.3 Empirical Framework 27
CHAPTER 3 30
RESEARCH METHODOLOGY 30
3.1 Research Design 30
3.2 Population of the Study 30
3.3 Questionnaire Design 31
3.4 Source and Method of Data Collection 31
3.5 Sample and Sampling Techniques 32
3.6 Data Analytical Techniques 33
3.7 Reliability and Validity 33
CHAPTER 4 35
DATA PRESENTATION AND ANALYSIS 35
4.1 Data Collection and Presentation 35
4.2 Data Analysis 36
4.3 Testing of Hypothesis 39
4.4 Discussion of Findings 42
CHAPTER 5 43
SUMMARY, CONCLUSION AND RECOMMENDATION 43
5.1 Summary 43
5.2 Conclusion 43
5.3 Recommendations 44
Appendix I 47
Appendix II 48
CHAPTER 1
INTRODUCTION
1.1 Background to the Study
Over the years, industrial harmony has been the concern of organizations, researchers, employees and other stakeholders because of its importance on productivity (Fajana, 2012). Industrial harmony is important in the Banking industry like other industries because it promotes employees’ commitment which enables the achievement of organizational goals. The industry is portrayed by controversies, for execution of collective agreement, superseding bargaining force over unjustifiable work practices, for example, actualization, outsourcing, and contract staffing and different types of work adaptability (Ogbeifun, 2008). These business issues are incompletely, the impact of globalization and have pulled in the consideration and judgment of unions in the sector.
Organization, be it public or private small or big exists essentially to achieve certain economic social or political objectives. These objectives may be in form of profit making, provision of services production of goods and increases in sales turnover etc. however these objectives can only be achieved when human resources are employed to utilize other resources such as raw materials, machineries, money and information. (George and Jones 1996) organizations are made up of different people with different attitude, beliefs, abilities and personality therefore conflict is inevitable. There is no organization that can effectively carry out its day to day activities without encountering some form of conflict. Therefore conflict is the most common general and wide-spread phenomenon that is synonymous with group activity and interaction. According to Uya (1992), conflict cannot be completely dissociated from human beings and their endeavors, be it group or organization. This means that conflict is necessary evil that one cannot do without. Conflict refers to a situation in which there are incompatible goals, cognition or emotion within or between individuals or group that led to opposition (Uya, 1992). This definition recognizes three basic types of conflict which are goal conflict which arises when the desired outcomes are in compatible between groups cognitive and effective conflict. Cognitive conflicts arise as a result of incompatibility of ideas. Affective conflict on the other hand, usually arises when there is an incompatibility in emotions. Conflict can also arise when two or more values, prospective and opinions are contradictory in natures and have not been agreed upon, conflict has both positive and negative effect on organization that is why there is a need for effective conflict management strategy. Conflict management refers to an attempt to control or regulate conflict through a number of measures. (Adeyemi and Ademilua,2012) constructively managed conflict induces a positive performance while privately managed conflict heats up the environment to bring about dislocation of the entire group and polarization reduced productivity on job performance, psychological and physical injury. Though an effective conflict management a cooperative atmosphere is created to promote opportunities and movements are directed towards non- violent, recondition or basic clashing interest (Uchindu, Anijaobi and Odigwe, 2013). From the foregoing therefore, the study seeks to examine the relationship between conflict management and industrial harmony in First Bank PLC Woji Branch Port Harcourt.
1.2 Statement of the Problem
Expanding industrial activities have been ascribed incompletely as actualization of specialists (Kalejaiye, 2014). Taking the banking sector as a case, as related to the extent to which the issue can be seen.
Considering the impart of conflict in an organization and how people view the concept it becomes imperative for such a research work to be carried out in order for the organization association and even interested public appreciate the concept. This study also seeks to explain the effectiveness of conflict in organization and also the harmony available in managing the conflict. Numerous organizations in Nigeria are tormented by a bunch of issues and illnesses created by wasteful and incapable administrative style or strained relationship amongst administration and the worker’s party (Fapohunda, 2012). It is against these problems that, this study empirically evaluates the relationship between conflict management and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State with emphasis on the moderating role of organizational culture.
1.3 Objectives of the Study
The aim of the study is to examine the relationship between conflict management and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State. The specific objectives of the study are to:
- Examine the relationship between conflict avoidance and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State.
- Determine the relationship between competition and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State.
- Ascertain the relationship between cooperation and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State.
- To examine the extent to which organizational culture moderate the relationship between conflict management and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State.
1.4 Research Question
The following research questions were proposed to guide the study.
- Does conflict avoidance associate with industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State?
- To what extent does competition and industrial harmony relate in First Bank PLC Woji Port Harcourt, Rivers State?
- Does cooperation associate with industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State?
- What is the extent to which organizational culture moderate the relationship between conflict management and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State?
1.5 Research Hypotheses
The following hypotheses were formulated to guide the study:
HO: There is no significant relationship between conflict management and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State.
HA: There is a significant relationship between conflict management and industrial harmony in First Bank PLC Woji Port Harcourt, Rivers State.
1.6 Significant of the Study
The relevant of this study rest in the importance to stakeholders in the organization. This study will assist organizational managers on the tools techniques to employ in managing conflict in their respective organizations in the banking industries. This study is pertinent to trade unionist in their respective organizations. This study is justify because it will assist in the stability and relative profitability in the organization particularly in the period of economic recession. This study will also contribute in enriching the literature in industrial relations particularly in management sciences in general.
1.7 Scope of the Study
The study is delimited under the following headings; content scope, geographical scope and unit of analysis
Content Scope: The content of this study involves on investigation to ascertain the relationship between conflict management and industrial harmony.
Geographical Scope: This study is delimited to First Bank PLC Woji Port Harcourt, Rivers State.
Unit of Analysis: The unit of analysis involved the staff at the terms of carrying this study. The scope of this study is to ascertain the relationship between conflict management and organizational harmony.
In carrying out an investigation of this nature the researcher must of necessity be faced with some constraints.
Firstly, the time constraints, the time frame provided for this study was short.
Secondly, Financial constraints. Usually, a study of this nature involved some level of expenditure therefore; finance was also a limiting factor.
Thirdly, Poor response from the respondent and inability to access the entire population and poor measurement instrument.
1.8 Definition of Related Terms
AVOIDANCE
This study argues that “avoidance” in some instances, be recognized as an active form of conflict resolution. That adopting avoidance as a method of conflict resolution can be an active method of team building demonstrated if the organization considers the staff.
COMPETITION
It reflects a desire to meet one’s own needs and concerns at the expense of the other party. As the model illustrates, the most assertive and least co-operative people use the competitive style. If the stakes are high, enough, a very competitive person’s use of power may well be limit only by some greater external power such as the law or social taboos.
COOPERATION
Cooperation is the most appropriate tool for managing organizational conflict if do not suffer the parties from time pressures. Solution to achieve the benefit of all the conviction of the importance common interests the manager can a therapist for the conflict broke out between his subordinates, when touching their tendency to encourage him and asked to sit down to determine the nature the conflict between them and the reasons for, and pray for themselves to appropriate solutions.
CONFLICT AVOIDANCE
This attempts to keep the conflict surfacing at all or would simply ignore the conflict or impose a solution. This type of strategy may be used if the conflict is trivial or if quick action is needed to prevent the conflict from occurring.
CORPORATE SURVIVAL
This is the continued existence of a company especially in a difficult or dangerous condition.
ADAPTABILITY
Is an aspect of resilience that reflect clearing flexibility to experiment and adopt novel solutions and the development of generalized response to broad classes of challenges (Walter et al 2006)
DYNAMIC CAPABILITIES
By contrast refers to the capacity of an organization to purposely create extend or modify it resources base (Helfat, et al 2007).
CONFLICT
This refers to a solution in which there is incompatible goals recognition or emotion within or individual or group that leads to opposition (Uya, 1992).
CONFLICT MANAGEMENT
This can be defined as attempt to control or regulate conflict through numbers of measures.