Improving Organization Efficiency Through Conflict Resolution and Management Case Study of Management and Technology (I.M.T) Enugu.
CHAPTER ONE
OBJECTIVE
This research work is aimed at giving an insight into the conflict and grievance handling procedure as it operates in (I.M.T) Enugu.
It should also help the institution to isolate those factors that causes conflict in the organization or to reduce conflict in labour management. Relationship there by improving organization efficiency. The causes and mechanisms for conflict resolution in this research work serves as a guide to managers in other establishments
CHAPTER TWO
LITERATURE REVIEW
THE ORIGIN OF THE SUBJECT MATTER
In order to understand and appreciate the nature sources and causes of conflict in business organization, it is pertinent to comprehend the term organization.
Conflict cannot be treated in isolation from an organization. According to Rogers and Rogers in their book organization communication” (1976:9), they defined organization as a “Stable” system individuals who work together to achieve through a hierarchy of ranks and division of labour common goal”.
Since organizations are made up of individuals, and these individuals have there whims, idiosyncrasies, goal and aspiration that is peculiar to themselves, it becomes imperative to state that because of this human element which is a vital and major component of any organization. Organization is therefore, not conceived as being harmonious at best, it is seen as more or less a product or compromise or rather as an organized chaos.
Conflict as was defined by David R. Hamption et al “organization at behaviour and practice of management (1973:7) is “a struggle over values claims to status, power and scarce resources in which claims of the conflicting parties are not only to gain desired values, but also to neutralize, injure or eliminate their rival”. Organization conflict can therefore be defined as struggle between groups or individuals in an over values or claims of status, power and scare resources.
However, not all writers agree that organization conflict is away dysfunctional Duttion . E (1956:5).
Mcfarland in his book titled “Management “(1974:8) maintained that some degree of conflicts is inevitable and that management should therefore seek way to take advantages of it. Joe Kelly in his article “Make conflicts work for you”, publicized in the Harvard review, suggested that conflict is a necessary side-effect of change and that it is useful if kept control. Furthermore, conflict can be function and to the event to which it resects on the emergence of abilities and talents which might other wise lie dormant. Joseph A. Littered in his article “Conflict in organization”. A re-examination” published in Academy of management journal, suggested that conflict may be useful in so far it hamper supervisors from becoming too closely involved in supervising subordinates. Organization conflicts are therefore a pervasive and familiar characteristics of any organization life. This chapter will therefore attempt to present an overview of the causes, types consequences and resolution of conflict.
CHAPTER THREE
RESEARCH METHODOLOGY
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
ANALYSIS OF THE DATA
The presentation and Analysis of the data were based primarily on the responses from the population sample collected through the use of questionnaires and direct interview method.
It should be noted that the same question were used in both methods. Only that the questionnaire was structured while the interview was open-ended to allow for expression of opinions.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
SUMMARY
The research findings in this study, it has been established beyond reasonable doubt that conflict do exist in every business organization and that its presence posses a problem that is capable of jeopardizing the successful attainment of organizational goals and objectives.
Conflicts affect the behaviour and attitude of the employees whether positively or negatively. It therefore, becomes imperative to state that for success to be achieved in an organization, management must properly balance the two extremes so as to achieve the desired result.
Based on the findings, a general assumption can therefore be made that the success of any business organization depends on how best it handled and researched conflict.
CONCLUSIONS
In consideration of the research findings on the project topic which is “Improving Organization Efficiency through conflict Resolution and management” (A case study of Institute of Management and Technology I.M.T Enugu), it has been found out that conflict is inevitable in an organization as stated by “Adebayo Adeniyi”, in his book titled “The essentials of conflict resolution in an organization” (1997:25) It is the duty of management to resolve conflicts sagaciously and without favouritism. This will enable the organization to achieve its set goals and objectives because when conflicts are properly and effectively resolved, both parties involved will be re-united. And this will definitely promote and encourage productivity. But if conflicts are not properly and effectively resolved, reverse will definitely be the case.
Finally, based on the findings, a general assumption can therefore be made, that the success of any business organization depends on how best it handled and researched conflicts.
RECOMMENDATIONS
Based on the findings of this study, the research therefore makes the following recommending.
(i) The use of dominance arising by the virtue of organizational functionaries, formal authority should be de-emphasized and the use of bargaining encouraged. This is because, in dominance, the dominator does not need the loser any longer while in bargaining, both sides are aware of their mutual dependence and would continue to co-operate after the conflict, 25 settled or resolved. This implies that in bargaining, attention is focused on a continuum of attitude. And attitude change such as from open hostility to closer co-operation.
(ii) Management should introduce the sue of an influential man in the organizational hierarchy who can facilitate communication and ensure that the sub-ordinates can be convinced to bring their problems to him before the conflict expands and become complicated.
(iii) Management should encourage the use of inter-group, thereby where representatives of both conflicting groups takes together in the presence of all members form both sides who are meant to remain silence after clarifying the parties perception of the matter at hand and requesting them in private to discuss their discrepancies, the correct invalid perception and to consider alternative explanation of past behaviour.
(iv) Finally, the researcher recommends the introduction or the sue of internal hearing and private courts in the organization to provide due process and more legitimate means of adjucating what used to be strictly assigned as managerial decisions.
BIBLIOGRAPHY
- Adebayo Adeniyi (1997); The Essentials of Conflict in an Organization. Lagos, Paschal Pub. Ltd.
- Cromm. James (1979); Industrial Conflicts in Modern Organizations London, Baron Publishers.
- Adebayo Adeniyi (1997); The Essentials of Conflict in an organization. Nigeria, Paschal Publishers Ltd.
- Dennis .E (1990); Conflicts, inevitable in an Organization Nigeria, Oragon Book Publishers Ltd.
- Edmond Chaka (1994); Essentials of Management. Ghana, Candid Book Publishers Ltd.
- Joseph Alteno (1976); Conflicts in Organization London, Everton Book Publishers Ltd.
- Joseph Kelly (1963); Make conflicts work for you. Harvard, Delton Publishers.
- Mcfarland (1974); Management Hampden, Basillica Book Publishers Ltd
