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Abstract
The study examines the relationship between conflict management strategies and corporate performance of deposit money banks in Port Harcourt. The survey research design was employed. The population of the study is one hundred and eighty (180). The Taro Yemens formula was used to determine the sample size of 144. A self-designed questionnaire on conflict management strategies and corporate performance was used and administered for the collection of data from the respondents in Heritage Bank, Access Bank Plc, Keystone Bank, Union Bank and Skye Bank, Port Harcourt, Port Harcourt, Rivers State Nigeria. The method used to analyze the data was simple descriptive method stated in tables and expressed in percentage. the chi-square statistical test was employee for hypotheses. The study revealed that collaboration, competition and cooperation relate with corporate performance of deposit money banks in Port Harcourt. Based on the findings of the study, it was recommended that the universal declaration governed by conflict management strategies on the premise management of organization should ensure and equitable treatments of employees and several strategies can be used in managing organizational conflict; from extant literature reviewed, we recommend that organizations should re-educate their employees on conflict management strategies constructs; dispelling the trendy but untrue notion that conflict is always bad, destructive and should be avoided at all cost.
Table of Contents
Declaration iii
Certification iv
Dedication v
Acknowledgements vi
Table of Contents viii
CHAPTER 1 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Purpose/Objectives of the Study 3
1.4 Significance of the Study 4
1.5 Research Question 4
1.6 Scope of the Study 5
1.7 Limitation of the Study 5
1.8 Definition of Related Terms 6
CHAPTER 2 7
REVIEW OF RELATED LITERATURE 7
2.1 Conceptual framework 7
2.1.1 Concept of Conflict Management Strategies 7
2.1.2 Dimensions of Conflict management strategies 15
2.1.3 Corporate Performance 16
2.1.4 Measures of Corporate Performance 18
2.1.5 Conflict management strategies and Corporate Performance 20
2.2 Theoretical Framework 21
2.2.1 Marxist Theory of Industrial Conflict and Harmony 21
2.3 Empirical Review 21
CHAPTER 3 25
RESEARCH METHODOLOGY 25
3.1 Research Design 25
3.2 Population of the Study 25
3.3 Sample Size 25
3.4 Sampling Techniques 26
3.5 Questionnaire Design 27
3.6 Source and Method of Data Collection 27
3.7 Data Analytical Techniques 27
3.8 Reliability and Validity 28
CHAPTER 4 29
DATA PRESENTATION AND ANALYSIS 29
4.1 Data Collection and Presentation 29
4.2 Data Analysis 30
4.3 Hypotheses Testing 34
4.3 Discussion of Findings 37
CHAPTER 5 39
SUMMARY, CONCLUSION AND RECOMMENDATION 39
5.1 Summary’s 39
5.2 Conclusions 39
5.3 Recommendations 39
References 41
Appendix I 43
Appendix II 44
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
Industrial amicability alludes to a situation of peace in relative sense in any industrial organization, which includes; nonappearance of strikes, and doubt among work gatherings or unions, tranquil relationship amongst unions and administration of the organization, and additionally representative positive view of his or her commitment as member not as subject inside the organization. Corporate performance is an exceptionally basic element of organizational profitability and execution.
Industrial agreement in its optimal structure, presupposes an industry in a state of relative balance where relationship amongst people as well as gatherings are heartfelt and profitable. Sayles and Strauss (1981) noticed that with the unavoidable contrasts among gatherings inside an organization, struggle and varying destinations saturate cutting edge organizations. This kind of contention keeps the presence of industrial agreement which mirrors a condition of authoritative shakiness (Sayles and Strauss, 1981). Furthermore, as Hanson (1972) noted, industrial agreement speaks to nonappearance of conflict by industrial unions which will undoubtedly bring about viable and proficient organization.
Conflict is endemic to all social life; it is an inevitable part of living because it is related to situations of scarce resources, division of functions, power relations and role-differentiation (Azamosa, 2004). Because of its ubiquity and pervasive nature, the concept has acquired a multitude of meanings and connotations presenting us with nothing short of a semantic jungle. With the absence of a comprehensive definition of conflict, various definitions have been offered by many researchers from multiple disciplines. Some of these have originated from disciplines such as psychology, behavioral sciences, sociology, communication and anthropology. Several researchers such as Vecchio (2000) and Rahim (2001) described conflict as a process.
Maintainingaplaceinthiscompetitiveerabecomesnotonly theresponsibility oftheowners orleaders of the organization but that of the employees (Oke, & Olughor, 2014). Corporate performancehasbeentheprimarygoalorobjectiveofevery organization (Adewale,AbolajiandKolade,2011).Survivalisvery crucialatthisperiodofbusiness turbulence. Organizationsstrivefor survivalandcontinuity,whileseekingrelevanceandkey positionsinthe industry.Jones&Bartlet (2008), positthatsurvivalandgrowthof organizationsarecontainedinitsgoalswhichrequireenergy andresourcesinvestment.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). These definitions recognize three basic types of conflict which are goal conflict which arises when the desired outcomes are in compatibility between groups cognitive and effective conflict.
However, in the review of past studies, despite the level of work that has been done, only few studies try to discuss some specific aspects of conflict management strategies that can affect survival of organizations. This has necessitated more work to be done on the extent to which conflict management strategies affects corporate performance especially in selected commercial banks in Port Harcourt. Given this knowledge gap, our point of departure from previous studies is to empirically establish the relationship between employee participation and corporate performance.
1.2 Statement of the Problem
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.
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).Rahim (2002) studies conflict management and organizational success in the banking industry in Lagos, another study was conducted by Adewale,AbolajiandKolade,(2011) on conflict management and organizational survival on the oil and gas sector in the Niger Delta but no study has been conducted on the manufacturing sector. It is against these problems that, this study empirically evaluates the relationship between conflict management strategies and corporate performance of deposit money banks in Port Harcourt.
1.3 Purpose/Objectives of the Study
The purpose of the study is to examine the relationship between conflict management strategies and corporate performancein corporate performance of deposit money banks in Port Harcourt. The objectives of the study are to:
1. Examine the relationship between collaboration and corporate performance of deposit money banks in Port Harcourt.
2. Determine the relationship between competition and corporate performance of deposit money banks in Port Harcourt.
3. Ascertain the relationship between accommodation and corporate performance in selected oil f servicing firms, Port Harcourt.
1.4 Significance 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 oil and gas. This study is pertinent to trade unionist in their respective organizations. This study is justified 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.
1.5 Research Question
The following research questions were proposed to guide the study.
H01: There is no significant relationship between collaborationand corporate performance of deposit money banks in Port Harcourt.
H02:There is no significant relationship between competition andcorporate performance of deposit money banks in Port Harcourt.
H03:There is no significant relationship between accommodationandcorporate performance of deposit money banks in Port Harcourt.
1.6Scopeof 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 strategies and corporate performance. The dimensions of conflict management are collaboration, competition and accommodation while the measures of corporate performance are productivity, effectiveness and profitabilit.
Geographical Scope: This study is delimited to selecteddeposit money banks which include Heritage Bank, 146 Trans-Amadi Rd, Access Bank Plc, Plot 71, Trans-Amadi Rd, Keystone Bank, Trans-Amadi Rd, Union Bank, Plot 468 Trans-Amadi Industrial Layout Rd, and Skye Bank, Trans-Amadi Rd all in Port Harcourt, Rivers State Nigeria.
Unit of Analysis: The unit of analysis involved the staff at the time of this study.
In carrying out an investigation of this nature the researcher must of necessity be faced with some constraints.
1.7Limitation of the Study
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 of the study. In the next segment significance of the study will be discussed and lastly, poor measurement instrument.
1.8 Definition of Related Terms
Absence of Incidence of Strike: It is strike is an extremely strong apparatus and can be intense if the workers on strike speak to key work or if the creation lost brought about by the business amid the strike is exceptionally huge.
Accommodation: It includes reducing to the bare minimum or pressing down any differences, whetherperceived or real, while paying attention to the other party’s views about the same situation.
Avoidance: It is the action of keeping away from or not doing something.
Competition: It reflects a desire to meet one’s own needs and concerns at the expense of the other party.
Conflict Management Strategies: This can be defined as attempt to control or regulate conflict through numbers of measures.
Conflict: This refers to a solution in which there is incompatible goals recognition or emotion within or individual or group that lead to opposition.
Employee Participation: It is generally defined as a process in which influence is shared among individuals who are otherwise hierarchically unequal (Wagner, 1994).
Mutual Trust: It refers to the confidence that each party will fulfill its obligations and behave as expected (Ring & Van De Ven, 1992).