MANAGEMENT STRATEGIES OF CONFLICT BETWEEN ACADEMIC AND NON-ACADEMIC STAFF OF FEDERAL UNIVERSITIES IN SOUTH EAST, NIGERIA


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TABLE OF CONTENTS

Title Page
Approval Page
Certification
Dedication
Acknowledgements
Table of Contents
List of Tables
List of Figures
Abstract

CHAPTER ONE: INTRODUCTION
Background of the Study
Background of the Study
Statement of the Problem
Purpose of the Study
Significance of the Study
Scope of the Study
Research Questions
Hypotheses

CHAPTER TWO: REVIEW OF LITERATURE
Conceptual Framework
Concept of Conflicts
Concept of Management
Concept of Conflict Management
Concept of Conflict Management Strategies
Theoretical Framework
Karl Marx theory of Conflict
Max Weber theory of Conflict
Human Relations theory
Review of Related Empirical Studies
Studies on Nature of Conflict between Academic and Non-Academic Staff
Studies on Sources of Conflict between Academic and Non-Academic Staff
Studies on Consequences of Conflict
Studies on Management strategies of Conflict
Summary of Literature Review

CHAPTER THREE: RESEARCH METHOD
Design of the Study
Area of the Study
Population of the Study
Sample and Sampling Technique
Instrument for Data Collection
Validation of the Instrument
Reliability of the Instrument
Method of Data Collection
Method of Data Analysis

CHAPTER FOUR: RESULTS
Summary of Findings

CHAPTER FIVE: DISCUSSION, CONCLUSION, IMPLICATIONS, RECOMMENDATIONS AND SUMMARY
Discussion of Findings
Conclusions from the Study
Educational Implications of the Findings
Recommendations
Limitations of the Study
Suggestions for Further Research
Summary of the Study
REFERENCES





ABSTRACT

This study investigated management strategies of conflict between academic and non-academic staff of federal universities in South East, Nigeria. The study was guided by nine research questions and nine null hypotheses. The design of the study was descriptive survey. The population of the study was 16,387 respondents. A multi-stage sampling technique was used to select a sample of 1,025 subjects, comprising 527academic and 488 non-academic staff from the universities. Purposive sampling technique was also used to select another 10 academic and non-academic staff for the focus group discussion (FGD). The instrument for data collection was a questionnaire titled: Management Strategies of Conflict Questionnaire (MSCQ) and focus group discussion guide which was put in prose form. The research questions were answered using mean and standard deviation while t-test was used to test the null hypotheses at 0.05 level of significance. Findings of the study were that interpersonal and intrapersonal conflicts, interdependence conflicts, breakdown in communication, subordinate conflicts and breakdown of collective bargaining, among others are the nature of conflicts experienced in the federal universities. It was also found that breach of communication, poor human relationship, unequal attention to staff welfare, differences in staff perception, inadequate representation of staff in decision making, competition for scarce resources and their allocations, were among the sources of conflicts. The study revealed that conflict increases disunity, communication gap, bitterness, helps staff to voice out their dissatisfactions, reduces motivation, decreases productivity. The responses of academic and non-academic staff did not differ significantly (p<0 .05="" academic="" achieve="" achievement="" adopt="" adverse="" also="" among="" and="" any="" as="" awareness="" be="" between="" biased="" check="" co-existence="" committee="" communication="" conferences="" conflict.="" conflict="" conflicts="" constitute="" create="" dialogue="" educational="" effective="" effects="" efficient="" enable="" encourage="" federal="" for="" form="" goals.="" goals="" guided="" harmony="" help="" identified="" in="" include="" management="" managing="" mediation="" negotiation="" non-academic="" objectives.="" of="" on="" order="" organize="" others="" peace="" peaceful="" prevent="" recommendations="" regard="" running="" seminars="" should="" smooth="" so="" span="" spirit="" staff="" strategies="" students.="" suitable="" synergy="" tackle="" team="" tendencies="" that="" the="" their="" them="" this="" to="" together="" trained="" universities.="" universities="" university="" were="" which="" who="" will="" with="" work="" workshops="" would="">





CHAPTER ONE

INTRODUCTION

Background of the Study

Conflicts are inevitable in any organization. This is more so in an organization as a university with a structure that allows two or more units or groups to share functional boundaries in achieving its set objectives. In universities, people with differing nature -students, lecturers and administrative staff - have to work harmoniously together. The organizational structure is such that staff and staff, students and students, staff and students share functional boundaries to exchange knowledge.

The goal of university education is pursued through its main functions and activities of teaching, research, dissemination of existing and new information, service to the community, and being a storehouse of knowledge (Federal Republic of Nigeria, 2004). In carrying out these functions, there are always conflicts within and among the categories of people within the university community, namely students, academics, non-academics and their unions. These categories of people have different purposes and expectations from the university. In pursuance of their individual and group purposes and expectations they sometimes disagree with one another due to their differing ideals which result to conflict.

Several definitions of conflict have been given by different scholars. According to Enyi (2001), conflict can be regarded as a situation where disputants are hostile to each other in their efforts to achieve goals which are at variance with.....


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