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Abstract
This study is aimed at determining the effects of conflict resolution and organizational performance. In Dangote Group of Company. This study was prompted by the effect of conflict in manufacturing firms in the bit to improve organizational performance and achieve organization’s predetermined goals and objectives. The research design was a survey research design. Literature review was done based on published materials by recognized scholars and authorities, and on information gotten from World Wide Web/ internet on the subject. The instruments used for collection of data are questionnaire. The sampling technique was simple random sampling. In all, a total accessible population of 240 was reached through the researcher questionnaires only 227 responded to the questionnaire. Simple percentage and Chi-Square were used to analyze the data collected and test the hypothesis stated. From the study, it was observed that conflict resolution and organizational performance have a strong relationship. However, conflict resolution does significantly impact on organizational performance. Therefore the researcher recommends that workers’ complaints and demand should be given speedy and adequate attention by management since such failure may likely generate untold conflict.
Table of Contents
Title Page
Title page: – – – – – – – – – – i
Abstract: – – – – – – – – – – ii
Declaration: – – – – – – – – – iii
Dedication: – – – – – – – – – iv
Certification: – – – – – – – – – v
Acknowledgement: – – – – – – – – vi
Table of contents: – – – – – – – – vii
Chapter 1
Introduction: – – – – – – – – – 1
1.1 Background of the study: – – – – – – 1
1.2 Statement of the problem: – – – – – – 4
1.3 Objectives of the study: – – – – – – 4
1.4 Research questions: – – – – – – – 5
1.5 Research hypothesis: – – – – – – 5
1.6 Significant of the study: – – – – – – 6
1.7 Scope of the study: – – – – – – – 6
1.8 Limitation of the study: – – – – – – 7
1.9 Definition of terms: – – – – – – – 7
Chapter 2
Literature review – – – – – – – – 10
2.1 Conceptual framework: – – – – – – 10
2.2 Theoretical framework: – – – – – – 10
2.2.1 Organizational performance as an
Dependent variable:- – – – – – – – 19
2.2.2 Factors affecting organizational effectiveness: – – 23
2.2.3 Industrial relations: – – – – – – – 25
2.2.4 Organisational behaviour: – – – – – 28
2.3 Empirical framework: – – – – – – 29
2.4 Relationship between conflict resolution and
organizational performance: – – – – – 33
Chapter 3
Research methodology: – – – – – – – 41
3.1 Research design: – – – – – – – 41
3.2 Population of the study: – – – – – – 41
3.3 Sample size determination: – – – – – 42
3.4 Sources of data collection: – – – – – – 44
3.4.1 Primary sources: – – – – – – – 44
3.4.2 Secondary data: – – – – – – – 44
3.5 Data collection method: – – – – – – 45
3.6 Method of data: – – – – – – – 45
Chapter 4
Data presentation and analysis: – – – – – 47
4.1 Data presentation: – – – – – – – 47
4.2 Data analysis: – – – – – – – – 52
4.3 Testing of hypothesis: – – – – – – 55
Chapter 5
5.1 Discussion of findings: – – – – – – 57
Chapter 6
Summary, conclusion and recommendations: – – – 62
6.1 Summary:- – – – – – – – – 62
6.2 Conclusion: – – – – – – – – 63
6.3 Recommendations: – – – – – – – 63
References: – – – – – – – – – 66
Appendix I: – – – – – – – – – 69
Appendix II: – – – – – – – – – 70
CHAPTER 1
Introduction
1.1 Background Of The Study
Since the civil war, conflict has assumed unprecedented proportions. Public policy designed to deal with conflict situation in employment became more interventionist and revolutionary. These conflicts arise from inherent apposing interests of employers and employees.
The effects of conflict on the performance of organization include the restriction of output through deliberate reduction of work on the part of workers. For example, the central bank of Nigeria which was disallowed from joining unions, effectively used work to rule in 1981 5o press home their demands for improved pay and the right of the Board of Directors to determine the employment conditions of the workers. The action paralyzed banking operations.
There must be harmonious industrial relations not only among the workers but also between management and workers as well. For industries to achieve their set goals, in a situation where a good proportion of workers depend on the services for survival, there is bound to be conflict. Good industrial relations will lead to motivated employees as a result, this will give rise to enhance productivity.
Conflict have both negative and positive outcomes to the individual employees and the organization at large. There is no one source of conflict which occurs in organizations at all level of management. (Barker et al., 1987), in social life, conflict do occur but they are managed by families and relatives. The same case applies to organizations, when conflict arises; it needs to be resolved by management for the sake of the organizational growth, survival and enhance performance.
Therefore, the main aim of this study is to examine the sources of conflicts and its effect on organization performance. It specifically tries to examine in detail, the causes, types, effects and recommend various strategies on how to resolve conflicts to enhance organizational performance. In any organization, there are many causes of conflicts, however conflict within and individual usually arise when a person is uncertain about what task is expected to do, if not clearly defined by the supervisor or the person in charge, furthermore, if the task of individuals working as a group are not clearly defined by the additionally, the following are other sources of conflict within an organization namely; sharing of resources especially manpower, money, material, equipment and space, people will all have to compete for them and the end result will lead to conflict.
The causes of conflict can be classified into two categories; economic and non-economic causes. The economic causes will include issues relating to compensation like wages, bonus, allowances and conditions for work, working hours, leave and holidays without pay etc.
Griffin in contribution says working man in Ireland was ready to shield blood through bitter strike only to make his dream of high standard of living reality. Many scholars of industrial relation notably Karr Siege [1454], Richardson [1954], Yusufu [1999] and Otobo [1988] seems to have agree on the causes of industrial contents. Some of these causes include demand for increase in wages, government policies, illiteracy of union leaders, and other spreading factors like sympathy strive, disciplinary action etc.
1.2 Statement of the Problem
As a result of ever changing business environment, the presence of conflict has assume a more disturbing position than be than before and has become hindrance to organizations success because management cannot handle conflict situation effectively . Thus, this problem necessitated the carrying out of this study.
According to Fayomi [1995], statement of the corner stone upon which the total research plan is base, a problem should represent some situations in need of a solution, and improvement, modification or a change.
1.3 Objectives of the Study
A research is essentially a direct investigation into a problem of human experience, leading to findings that will ameliorate human problem and enhance knowledge.
Base on the above mentioned, the purpose of this is to look into the following issues in question;
- The causes of conflict in the organization.
- Various methods used in conflict resolution.
iii. Possible effects of conflict in organizations.
- To highlight the role played by conflict in cooperate failure.
The ultimate aim is to work out a modality on how peaceful coexistence can reign in organization. Without recourse to incessant strive which may not be favourable to rational growth.
1.4 Research Questions
To achieve the aims of this study, the following research questions will be examined.
- To what extent does conflict affect organizational performance?
- Does conflict resolution enhance organizational productivity?
iii. To what extent does collective bargaining enhance conflict resolution in the industry?
1.5 Research Hypothesis
H01: There is no significant relationship between conflict and organizational performance.
H02: There is no significant relationship between conflict resolution and organizational productivity.
H03: There is no significant relationship between collective bargaining and conflict resolution.
1.6 Significant of the Study
The study is significance for benefit of both the management and the workers. Some work place conflict is normal, but management must resolve conflict to function well. This will help and build a good relationship between the parties [management and employee] to work effectively together towards the over all goals of the organization. There will be continuous productivity and efficiency in the organization.
The volatile nature of Nigerian business environment managers to always monitor it, thus if not properly handled, will generate into serious problems in the organization. Hence, this study is undertaken to act as guide to managers whether in public or private sector.
1.7 Scope of the Study
This research piece is undertaken to investigate the effect of conflict resolution and organizational performance using a study of Dangote Group of Company.
The actual limitation of this study is financial constraints as well as time constraints as well as time constraints due to other academic pressures and requirement that also needs the researches attention.
1.8 Limitation of the Study
In course of carrying out this research study, it has been noted that;
Time: The duration period of this study was too small for administering questionnaires and to retrieve them as well. This resulted or contributed to a delayed analysis of the primary data from the respondents.
Finance: Inadequate finance has been another crucial limitation of the study, which hampered few necessities of the study to be decently successful in the long run.
Duration for the research work was relatively short.
1.9 Definition of Terms
Collective Bargaining: Collective bargaining, it is a process of jointly setting condition of employment by labour and management and deciding other complex issues concerning working condition of workplace.
Conflict Resolution: Conflict resolution means a process of solving dispute or disagreement. It mainly aims at reconciling opposing argument in a manner that promotes and protects the human right of all parties concerned.
Conflict: Conflict may be defined differences resulting from perceived denial of ones right of benefits that he is entitled.
Performance: This is the ability to bring about or produce the intended result.
Conflict: Conflict may be defined as an incompatibility of interest between a worker and his employer or between union body and industry.
Organizational
Performance: This can be defined as utilization of organizational resources to achieve estimated objectives/desired goal.
Performance: Performance is the act of doing something such as a piece of work, a task, or duty, either badly or satisfactorily.