ABSTRACT
In a society where people with a diverse interests, views and values
co-exist, differences between such individuals and group are to be expected.
This research “CONFLICT MANAGEMENT & ORGANIZATIONAL PERFORMANCE”, in
Nigerian Breweries Plc, Enugu, is aimed at critically looking at conflict
situations and it’s causes, as well as possible areas of improvement of
conflicting situations for a better working environment in an Organisation. The
research shows that Conflict comes from incompatibility of goals and interest
and the result destroys the Organization. Conflict affects the Organisation in
several ways such as decreased employee satisfaction, insubordination,
decreased productivity, leads to economic loss, fragmentation. Descriptive and
survey study were the tools used to elicit information. The major findings are
that That Education does not have any effect on the opinion of respondents on
Conflict Management Strategies. That there is no Significance different between
the opinion of male and female respondents on the causes of Conflict. That
there is a significant effect of Conflict on Organisational performance. The
major conclusions drawn are that management strategies adopted in handling
Conflict will not be affected by differences in Educational Qualification of
the respondents, That management strategies adopted in handling Conflict will
not be affected by differences in Educational Qualification of the respondents,
also that the causes of Conflict in an Organisation will not have any
difference whether it came from the male or female respondents. That the causes
of Conflict in an Organisation will not have any difference whether it came
from the male or female respondents. The Recommendations are as follows. That
Management must adopt Conflict Management strategies that will improve on the
Performance of the Organisation. That management should ensure a free flow of
communication between the management and the employee. Management should
encourage and promote interpersonal relationships among co-workers to improve
on their morale.
TABLE OF CONTENT
Title page
Abstract
Tables
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
1.2 Theoretical framework
1.3 Statement of the problem
1.4 Objectives of the Study
1.5 Research Questions
1.6 Research Hypotheses
1.7 Significance of the study
1.8 Scope of the study
1.9 Limitations of the study
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
2.2 Concept of Organizational Conflict
2.3 Types of Organizational Conflict
2.4 Conflict Process
2.6 Signs of Conflict
2.7 Consequences of Conflict
2.8 Conflict Management Techniques
CHAPTER THREE
Research Design and
Methodology
3.1 Introduction
3.2 Research design
3.3 Data collection method
3.4 Population and sampling procedure
3.5 Data analysis technique
CHAPTER FOUR
Presentation and Analysis of
Data
4.0 -Introduction
4.1 Preliminary presentation
of data
4.2Research questions/
objective of study
4.2.1- Research question one
4.2.2- Research question two
4.2.3 -Research question
three
4.3 -Hypotheses testing
4.3.1- Hypothesis one
4.3.2- Hypothesis two
4.3.3 Hypothesis three
CHAPTER FIVE
Findings, Conclusion and
Recommendations
5.2 Summary of findings
5.3 Conclusion
5.4 Recommendation
CHAPTER ONE
1.1 Background
of the Study
Within any organization, there are usually
different positions and jobs. People occupying these positions have different
perceptions, goals, thought and concerns. It is difficult to conceptualize a
society or an organization without inherent differences and contradictions and
these leads to conflict. Conflict can be a serious problem in an organization.
It can create organizational climate that makes it nearly impossible for
employees to work together. Conflict is a natural and inevitable part of people
working together and should be kept at a manageable level where it will not
disorganize the activities of the organization towards the attainment of it’s
objectives.
Conflict can also said to be beneficial to
the organization where it brings about radical change in the organization
existing power structure, current interaction pattern and entrenched attitude
and also can lead to increase in productivity. While some conflicts are
functional others are not. It can also affect the organization negatively when
it is associated with decreased employee satisfaction, insubordination,
decreased productivity, leads to economic loss, fragmentation to mention but a
few. It is the management major
responsibility to device strategies in bringing down conflict as low as
possible, which will enable the organization to still function to succeed
(Robbins & Sanghi, 2005:418) against this background the study was being
carried out on the negative effect of conflict.
1.2 Theoretical
Framework
The Theoretical Framework is based on the
effect of conflict on Organisational performance. Conflict is a disagreement in
which parties involved disagree about facts or opinion expressed by those in
authority.
There are different views based on those
effects in this respect we shall discuss the functional and dysfunctional
Conflict (Ivanceveich, Konopaske and Matteson (2005: 365).
Functional Conflict is a Confrontation
between groups that enhances the organizational performance. e.g various
department in an organization may be Conflict over most efficient and adaptive
method of achieving a goal. They may agree on a goal but not on the means to
achieving it. Without this type of conflict their will be little commitment to
change.
The second is the dysfunctional Conflict
and it is Confrontation between groups that harm or hinder the organizational
goal.
Management
must seek to eliminate dysfunctional Conflict. Similarly, (www.ehow.com) view
the effects of conflict as
1.
Insubordination- Insubordination develops
because employees do not think management can maintain control over the
company.
2.
Drop in productivity.- Allowing a conflict to
continue means that employee attention becomes more focused on the conflict and
not on productivity.
3.
Lack of Direction- Conflict can sometimes arise
when management is unable to communicate the direction of the company to
employees. Conflict will erupt as employees are allowed to interpret change
within the company in their own way.
4.
Fragmentation- Conflict creates rival functions.
Sometimes those functions are individuals, sometimes they are groups.
Unresolved conflict can create tension between groups that may normally need to
work together.
5.
Lack of New Ideas- Groups in conflicts tends not
to collaborate on new ideas. When conflicts goes unresolved it can be difficult
to create new ideas the company needs to solve problems it is facing.
Effects of Conflict also have both
functional and dysfunctional outcome(Robbins and Sanghi, (2006:410). Functional
Outcomes - It is hard to visualize a
situation in which open or violent aggression may be functional. But there are
a number of instances in which it’s on possible to envision how low or moderate
levels of conflict could improve the effectiveness of a group.
Conflict is constructive when it improves
the quality of decisions, stimulates creativity and innovation, encourages
interest and curiosity among group members, provides the medium through which
problems can be aired and tension released, and foster an environment of self
evaluation and change.
Dysfunctional Outcomes – The
destructive consequences of conflict on a group or organization’s
performance are generally well known. A reasonable summary might state:
uncontrolled opposition breed discontent, which act to dissolve common ties,
and eventually lead to the destruction of the group. Dysfunctional varieties
can reduce group effectiveness. Among the more undesirable consequences are a
retarding of communication, reductions in group cohesiveness and subordination
of group goals to the primary of infighting between members.
Every successful organization realizes
different opposing views and debate in creating the organizational decisions.
The decisions are focused on the side of the business leaders and on the side
of the employees, either way, conflict is also present. Organization is clearly
described as the collection of people working together to achieve a common
goal.
In the concept of organization, the people
or the members working under the umbrella of the leader are considered as a
team that has a harmony and creates relationship in every activity that they
do. On the other hand, the conflict is an action where there is a disagreement.
The different behaviours of those members working together as a team are
sometimes subject to conflict. Conflict come from incompatible goals and
interest and the result might destroy the organization.
(www.Ivythesis.typepad.com )
It also results in decreased employee
satisfaction, insubordination, decreased productivity, leads to economic
losses, fragmentation e.t.c. These problem results in organizational looses
which impact negatively on performance. These conflicts are intended to be
studied in a broad and detailed manner.
The general objective of the study is to
determine the impact of Conflict and Conflict Management in the organizational
conflict. It’s specific objectives will include:-
(1)
To ascertain how conflict will be managed
effectively
(2)
To ascertain the major causes of conflict
(3)
To access the effect of organizational conflict
on performance.
(4)
Finally to make recommendations for the stated
problem based on the finding’s from the study.
1.5 Research
Questions
This
will provide a comprehensive description of the purpose of the study.
Some
questions to be answered in this study includes:-
a.
What are the causes of organizational conflict
b.
What are the effects of such conflict on the
organizational performance
c.
What techniques do managers adopt in solving
such conflict
Hypothesis (i) – Education has no effect on
the opinion of respondents on conflict management strategies.
Hypothesis (ii) – There is no significant
different between the opinion of male and female respondents on the causes of
conflict in an organization.
Hypothesis (iii) – There is no significant
effect of conflict on an organizational performance.
1.7 Significance
of the Study
The
study is considered relevant to Nigerian Breweries Plc,
Since the effect of conflict can hinder the
performance of the Organization. It will also help in creating a cordial
relationship, which is necessary for a conducive environment.
The knowledge gained will also be vital the
government in making the right policies that will positively affect the
industries; it is also relevant to business students in furthering their
studies.
The owners of industries will also benefit
in this study, which will provide a model for an effective means of man aging
Conflict.
1.8 Scope
of the Study
The study covered conflict management in
Nigerian Breweries Plc, as a manufacturing Company. It has multiple department
and the effects of conflict must be managed and kept low.
1.9 Limitations
of the Study
The study however was not without
hindrances and these limited the research. Some of the limitations encountered
by the researchers are:-
(1)
The inability to gain access into various
department that make up Nigerian Breweries Plc, as a whole
(2)
There was also the refusal of taking out
important journals and articles relating to the field of study for proper
studying.
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Item Type: Project Material | Size: 73 pages | Chapters: 1-5
Format: MS Word | Delivery: Within 30Mins.
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