The Effect of Industrial Conflicts on Workers Productivity
CHAPTER ONE
Objectives of the study
The following would serve as our aims and objectives of engaging in this study
- To examine the causes of industrial conflicts in Nigeria.
- To know the effect of industrial conflict on the Nigerian workers.
- To know if industrial conflict affects workers moral/productivity.
- To know if industrial conflicts affect the socio economic development of Nigeria.
- To examine the relationship between industrial conflict and workers’ productivity.
- To know the solutions to industrial conflict in Nigeria.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
Concept of Conflict
The Concept of Conflict The term “Conflict” has no single clear meaning. Much of the confusions has been created by scholars in different disciplines who are interested in the study of conflict. Review of literature shows a conceptual sympathy for, but little consensual endorsement of any general accepted definition of conflict. Rahim (2015), opine that “There is tremendous variance in conflict definitions that include a range of definition for specific interest and a variety of general definitions that attempt to be all-inclusive”.While no single definition of conflict exists, most definitions involve the following factors: there are at least two independent groups, the groups perceive some incompatibility between themselves, and the groups interact with each other in some way. Wall and Callister (1995) gave two examples of definitions of conflict which are, “process in which one party perceives that its interests are being opposed or negatively affected by another party” and “the interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities. Rahim, (2015), said that organisational conflict is now considered normal and legitimate; it may even be a positive indicator of effective organisational management. Within certain limits, conflict can be essential to productivity. Conflict has benefits: it may lead to solutions to problems, creativity, and innovation. In contrast, little or no conflict in organisations may lead to stagnation, poor decisions, and ineffectiveness. Conflict is inevitable among humans. It is a natural outcome of human interaction that begins when two or more social entities engage one another while striving to attain their own objectives. Relationships among people or organisations become incompatible or inconsistent when two or more of them desire a similar resource that is in short supply; when they do not share behavioural preferences regarding their joint action; or when they have different attitudes, values, beliefs, and skills. According to Rahim, (2015), conflict may refer to many things including the conflict process, culturalconflict, ethnic conflict, organisational conflict, role conflict, social conflict, workplace conflict and armed conflict among others. This paper is limited to industrial conflict in an attempt to map out the impact of industrial conflict on employees’ performance in an organisation. It is also worthy to note that the other types of conflict may also constitute the types and/or causes of conflicts in organisations. Akanji (2005) opined that constructively managed conflict induces a positive performance, while destructively managed conflict heats up the work environment to bring about dislocation and polarisation of the entire group with reduction inproductivity and job performance.Conflict is a struggle over values and claims to scarce status, power and resources in which the aims of the opponents are to neutralize, injure or eliminate the rivals. Kazimoto (2013), mentioned that workplace conflict is described as the presence of discord that occurs when goals, interests or values of different individuals or groups are incompatible and frustrate each other’s attempt to achieve objectives in an organisation. Adomie and Annie (2005), stated that a communication process and an inevitable consequence of transactional relationship manifesting in disagreement and dissonance with and between individuals and groups in the work-environment. In this context, workplace conflict is a fact of life in any organisation as long as people will compete for jobs, power, recognition and security.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
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. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain the effect of industrial conflicts on workers productivity. 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 impact and challenges of the effect of industrial conflicts on workers productivity
Summary
This study was on the effect of industrial conflicts on workers productivity. Six objectives were raised which included: To examine the causes of industrial conflicts in Nigeria, to know the effect of industrial conflict on the Nigerian workers, to know if industrial conflict affects workers moral/productivity, to know if industrial conflicts affect the socio economic development of Nigeria, to examine the relationship between industrial conflict and workers’ productivity and to know the solutions to industrial conflict in Nigeria. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from industries in AkwaIbom state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
In this case it is the responsibility of the management to ensure that the company has effective policy framework that will address conflicts and create harmonious relationship with the Unions. This may to some extent minimize work place conflicts in the organization and increase employees’ performance. To maintain an industrial harmony, the human resource should come up with policies and strategies, and set standards that are specific, measurable, achievable, and realistic.
Recommendation
To promote harmonious labour management relationship, collective bargaining should be a major tools for conflict resolution strategies. Also, Management should re-orientate employees on the effect of conflict on organizational productivity and performance.
Employee dissatisfaction can be eliminated through work incentive, recognition and other forms of benefit. Equally, Management should pay workers’ salaries on time and use incentives and remuneration to encourage workers to work and to minimize conflict.
Management should be concerned about the workers general welfare. They should also be concerned about the workers in order to avoid or minimize conflict in the organization.
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