Effect of Conflict Management on Organisational Performance.
(a Case Study of Ajaokuta Steel Company, Kogi State)
CHAPTER ONE
Objectives of the Study
- To find out those factors responsible for these conflict and critically find ways of solving them.
- The proffer ways conflict can be reduced in the organisation.
- The project is intended to look into the activities of management, labour unions and individuals employees themselves and see how far each is contributing in minimising conflict and know efficiently management can utilize conflicting situations, to effect challenges in the organisation.
CHAPTER TWO
LITERATURE REVIEW
Introductions
It is argued that resources are scarce and that people only live better if other people live worse. They look at conflict as an action taken either by employees or employer’s which are designed o increase and or maintain their control over work places. This action has certain characteristics and therefore rejects the objectives, values or interest of either the employee class or employers.
Class according to leads and starton (2001) ‘life is seen as a conflict of self interests over divisions the cake or a struggle of distributive bargaining in which the by one side implies when forced to compromise’. The authors above pointed out that in the case of industry, conflict may be seen to exist between the workers wage claiming conditions of service and the objectives of management to make maximum profit.
They continued by saying that ‘conflict occur when individuals or group in the organisation clash over some issues that at least to them are important’. Conflict also occur on interpersonal basis and at times it may take place between groups however, conflict is part and parcel of virtually every fact of human life and one would therefore not expect an organisation to be free of this. According to Strager R. (1999) when conflict gets out of hand it tends to become destructive and undesirable for all parties concerned.
Conflict is not always bad but when it leads to deterioration of cooperation, trust and loyalty among the personnel then its resolution and management become vital. From my own point of view, the objective of the should be to see that conflict always remains on the constructive aspect rather than destructive as this affect greatly the effectiveness of the organisational performance.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
Questionnaire was designed and used to gather necessary information for this project. Personal interview was also used in addition to the structure questions. The importance of this chapter is to show the various methods used for this project. The method used includes the research design, questionnaire, design and administration, identification of population. In effect, the chapter deal with the procedure in ensuring the accuracy of the data collected.
CHAPTER FOUR
PRESENTATION OF DATA AND ANALYSIS
Introduction
Data collections and analysis are based on response from the respondents through questionnaire. The presentation will be analysed in percentages so as to show the final effects over the tested hypotheses. Thirty-five questionnaires were distributed only thirty were returned.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
Summary of Findings
The following findings emerged:
That resolution and properly managed conflict brings changes into the organisation. The presence of conflict affects workers performance and the efficiency of the entire organisation.
Also, it was discovered that good industrial relations atmosphere is conducive, to the less conflict is an organisation. Also that frustration results in aggression while aggression in turn results in conflict.
It was found that apart from grievances handling procedures there are not laid down procedures of resulting conflict before it matures to a destructive tool in any source that it is originated. To this effect it is necessary that conflict should be reduced through well-established policies and procedures.
Finally, that proper definition of roles will help in avoidance of partiality in promotion of staff development exercise and maintenance of effective reward system will be given adequate attention.
Summary of the Study
From the analysis interpretation and discussion of the research work, this research study had dealt extensively with various factors are responsible for conflict in an organisation, some research question were answered. Also conflict is inevitable in any organisation and that the resolution of these conflicts will bring change to the organisation and that management of conflict should be given training so as to know which method to apply in the resolution of conflict so as to bring positive result to the organisation.
Conclusion
From what has been gathered so far, the following conclusion has been drawn that in any human organisation, there are at least two parties, the workers and the employers both with different needs and objectives in most cases, its form that either needs and goals are in compatible. This being so, there must be conflict between them. However, with proper training of staff who manages the human organisation proper conflict management can yield a lot of benefits to all concerned. Besides where collective bargaining or other joint consultative bodies exist there are very helpful machineries for ironing out and preventing unnecessary conflict.
Suggestions for Further Research
In the height of the findings of this study, the following are recommended:
- The relevance of negotiations and compromise among the diversified interests of the workers and the management.
- The nature and causes of conflict in organisational sector.
- Procedure for dispute settlement in the organisation.
- The proper ways of managing conflict between the worker and the management of organisation.
Recommendations
The following recommendations are hereby made for successful management of conflict in organisation. Management should try to be flexible in all its interactions with members of the organisation. Management staff who handle the human resources in the organisation should be well trained in the art of conflict management form for easy flow of communication with the organisation can bridge a lot of gaps between management workers.
Conducive industrial relation atmosphere should be established. If most of these suggestions and recommendations are implemented, it is hoped that the aim of the organisation shall be achieved.
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