ABSTRACT
The study examined the Impact of Conflict Management on Corporate Survival in Selected Commercial Banks in Port Harcourt. A survey method was adopted and 300 questionnaires were administered to respondents. Also, statement of the problem was also considered. Considering the impact of conflict management in an organization and how people view the concept of it becomes imperative for such a research work to be carried out in order for the organization, association and even intended public to appreciate the concept. Five research questions were proposed to the study and five null hypotheses were also proposed. The data collected were analyzed using chi-square method and simple percentage as a statistical tool to test the hypotheses. The study adopted primary and secondary collected data. The objectives of the study were to examine the relationship between conflict management and confrontation. Discussions of findings were also carried out that conflict management help to boost workers moral and increase productivity. The following recommendations were given that procedures handling employees’ grievances should be in line with international best practices. The result showed that conflict in an organization cannot be totally avoided, it becomes imperatives for an organization provide major through with this conflict can be handled in order to achieve organizational goals.
CHAPTER ONE
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.1 BACKGROUND OF THE STUDY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.2 STATEMENT OF THE PROBLEM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
1.3 OBJECTIVES OF THE STUDY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
1.4 SIGNIFICANCE OF THE STUDY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
1.5 RESEARCH QUESTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . 5
1.6 STATEMENT OF HYPOTHESIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 6
1.7 SCOPE AND DELIMITATION OF THE STUDY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
1.8 DEFINITION OF RELATED TERMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
CHAPTER TWO
REVIEW OF RELATD LITERATURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
2.1 CONCEPTUAL FRAMEWORK . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
2.2 THEORETICAL FRAMEWORK . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
2.3 REVIEW OF LITERATURE ON STUDY VARIABLES . . . . . . . . . . . . . . . . . . . . . . . . . . 15
2.4 APPROACHES OF CONFLICT MANAGEMENT . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . 15
2.5 DIFFERENT TYPES OF CONFLICT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
2.6 VIEWS OF CONFLICT MANAGEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
2.7 DEFINITION OF ORGANISATIONAL CONFLICT . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . 22
2.8 IMPORTANCE OF ORGANISATIONAL CONFLICT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
2.9 DEFINITION OF CONFLICT MANAGEMENT AND CORPORATE SURVIVAL . . . 25
2.10 THE RELATIONSHIP BETWEEN CONFLICT MANAGEMENT AND CORPORATE SURVIVAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . .. . . . . . . . . . . .. . . . . …. . . . . 25
CHAPTER THREE
RESEARCH METHODOLOGY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
3.0 RESEARCH METHODOLOGY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
3.1 RESEARCH DESIGN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
3.2 POPULATION OF THE STUDY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . 36
3.3 SAMPLE AND SAMPLING PROCEDURE . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . 36
3.4 QUESTIONNAIRE DESIGN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
3.5 SOURCES OF DATA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. . . . . . . . . . . 38
3.6 RESEARCH INSTRUMENT AND METHOD OF DATA COLLECTIONS . . . 39
3.7 RELIABILITY AND VALIDITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
CHAPTER FOUR
4.1 DATA PRESENTATION AND ANALYSIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
4.2 DATA ANALYSIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
4.3 TEST OF HYPOTHESIS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .50
CHAPTER FIVE
5.0 GENERAL DISCUSSIONS OF FINDINGS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55
5.1 DISCUSSIONS OF FINDINGS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55
CHAPTER SIX
SUMMARY, CONCLUSION AND RECOMMENDATIONS . . .. . . . . . . . . . . . . . . . . 59
6.1 SUMMARY . . . . . . . . . . . . . . . . . . . . . .. . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59
6.2 CONCLUSION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
6.3 RECOMMENDATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
REFERENCES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .63
APPENDIX I . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
APPENDIX II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .66
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Organisation be it public or private small or big exist 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) organization are made up of different people with different attitude, beliefs, abilities and personality therefore conflicts 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 commonest 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 recognize 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 arise 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, reconciation or basic clashing interest (Uchindu, Anijaobi and Odigwe, 2013).
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.
1.3 OBJECTIVES OF THE STUDY
The aim of the study is to examine the relationship between conflict management and cooperative survival. The specific objectives of the study are to
• Examine the relationship between conflict management and cooperative survival in organizations.
• Determine the relationship between conflicts management in selected commercial banks in Port Harcourt Rivers State.
• Ascertain the relationship between conflict management and dynamic capability in selected commercial bank in port- Harcourt, Rivers state.
• Determine the relationship between conflict management and confrontation commercial bank in Port-Harcourt Rivers state.
1.4 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.
1.5 RESEARCH QUESTION
The following research questions were proposed to guide the study.
1. What is the relationship between conflict avoidance and adaptability in selected commercial banks in Port Harcourt, Rivers State.
2. What is the relationship between conflict avoidance and dynamic capability in selected commercial bank in Port Harcourt Rivers State.
3. What is the relationship between conflict avoidance and corporate survival in selected commercial bank in Port Harcourt Rivers State
4. What is the relationship between confrontation and adaptability in selected commercial banks in Port Harcourt Rivers State.
5. What is the relationship between conflict management and dynamic capability in selected commercial banks in Port Harcourt Rivers State.
1.6 STATEMENT OF HYPOTHESES
With the research question in prospective this study proposed the following null hypotheses
Ho1: There is no significant relationship between conflict avoidance and adaptability in selected commercial banks in Port Harcourt Rivers State.
Ho2: There is no significant relationship between conflict avoidance and dynamic capability in selected commercial banks in Port Harcourt Rivers State.
Ho3: There is no significant relationship between conflict avoidance and corporate survival in selected commercial banks in Port Harcourt.
Ho4: There is no significant relationship between confrontation and adaptability in selected commercial banks in Port Harcourt
Ho5: There is no significant relationship between confrontation and dynamic capability in selected commercial banks in Port Harcourt.
1.7 SCOPE AND DELIMITATION 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 corporate survival.
GEOGRAPHICAL SCOPE: This study is delimited to a selected commercial banks in 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 corporate survival.
1.8 DEFINITON OF RELATED TERMS
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.
CONFRONTATION: Under this strategy which is at the other end of the continue from avoidance all the issues are brought into the open and the conflicting groups directly confront the issues and each other in an attempt to reach mutually satisfactory solution. This strategy may involve mutual problem solving or even formally redesigning job or responsibility in order to solve the conflict. Confrontation is appropriate when there is minimum level of thrust when time is not central and the group needed to corporate and get there are many other strategies that could be used besides those described above.
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 are incompatible goals recognition or emotion within or individual or group that lead to opposition (Uya, 1992)
CONFLICT MANAGEMENT: This can be defined as attempt to control or regulate conflict through numbers of measures.
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