The Impact of Dispute Settlement on Organizational Performance. A Case Study of Delta State Polytechnic Ozoro
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To ascertain the relationship between dispute settlement and organizational performance in polytechnic Ozoro
- To determine the extent to which communication as a dispute settlement strategy influences organization performance in polytechnic Ozoro
- To establish the extent to which third party intervention as a dispute settlement strategy influences organization performance in polytechnic Ozoro
- To ascertain the extent to which negotiation as a dispute settlement strategy influences organization performance in polytechnic Ozoro
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Organizational Performance
There are many rising trends in organizational performance. However, this study sought to establish whether Stima Sacco Society Limited had embraced conflict management and the influence this has on organizational performance. Armstrong (2006) defines performance in output terms as the achievement of objectives and how these objectives are achieved. High performance results from appropriate behavior, especially discretionary, and the effective use of the required knowledge, skills and competencies. Performance may be understood differently depending on the person involved in the assessment of the organizational performance for instance performance can be understood differently from a person within the organization compared to one from outside (Lebans & Euske2006). To define the concept of performance is necessary to know elements and characteristics to each area of responsibility. To report an organization’s performance level, it is necessary to be able to quantify the results (Petkovic, 2008) According to Gilbert and Ivancevich (2000), performance refers to the act of performing or carrying into execution or recognizable action, achievement or accomplishment in the 12 undertaking of a duty. Cascio (2006) defines performance as working of individuals in an organization to be more effective. Zaman et al (2011) indicated that there is a significant and positive relationship between performance and reward. The other approach in defining organizational performance that has in the recent past gained popularity in numerous organizations is the Balanced Scorecard (BSC) methodology by Kaplan & Norton (1992). In this method, performance of an organization is measured using four key perspectives financial, customer, internal processes, and Learning and Growth/innovation. In the Kenyan scenario it has been generally adopted by sixty nine per cent of the companies in a survey by Kiragu (2005). According to Richard et al. (2009) organizational performance encompasses three specific areas of firm outcomes: financial performance, product market performance and shareholder return. Stima Sacco for instance is expected to increase its financial performance in terms of annual income from 2.6 billion in 2015 to Shs.31.8 billion in 2020. According to Armstrong, (2000) performance is a means of getting better results from the whole organization or teams or individuals within it by understanding and managing performance within an agreed frame work of planned goals, standards and competence requirements. Performance is the accumulated end results of all the organization’s work processes and activities (Santos & Brito 2012).
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought use of The impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Introduction
It is important to ascertain that the objective of this study was to ascertain The impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of dispute settlement on organizational performance
Summary
This study was on The impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro. Four objectives were raised which included: To ascertain the relationship between dispute settlement and organizational performance in polytechnic Ozoro, to determine the extent to which communication as a dispute settlement strategy influences organization performance in polytechnic Ozoro, to establish the extent to which third party intervention as a dispute settlement strategy influences organization performance in polytechnic Ozoro and to ascertain the extent to which negotiation as a dispute settlement strategy influences organization performance in polytechnic Ozoro. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of delta state polytechnic Ozoro. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made HODs, senior lecturers, administrative staffs and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
This work investigated he impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro. The study revealed that all the dispute settlement strategies studies namely negotiation, collective bargaining, joint consultation and alternative dispute resolution were found to have significant positive relationship with organizational performance. The results of the study offered strong empirical support for the existence of a positive and statistically significant relationship between conflict management strategies and organizational performance. To a very large extent, the findings of this present study concur with earlier empirical studies on conflict management and organizational performance that the use of integrative strategies in conflict management yields positive results.
Recommendation
Management in the organization must try to adopt an inclusive and collaborative strategies in conflict management and at the same time strive to involve union leadership or employee representative in vital decisions that affect the workforce. Both management and employees must resolve to work together amicably by formulating potent strategies and sustaining acceptable policies as effective machinery for managing conflict on continuous basis in organizations. This can be achieved through collective bargaining. Since conflict management strategies studied were found to have significant relationship with performance, management should not take it with kids‘ glove as it can influence the employee performance, and this can either mar or make the organization in achieving its stipulated objectives from time to time. Management should take cognizance of the conflict management strategies in their policy formulation as that will ensure that conflicts that may occur within the organization are quickly resolved without disrupting the activities of the organization.
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