CONFLICT MANAGEMENT IN PUBLIC SERVICE ORGANIZATION: A CASE STUDY OF SELECTED PUBLIC SERVICE ORGANIZATIONS IN PORTHARCOURT, RIVERS STATE
CONFLICT MANAGEMENT IN PUBLIC SERVICE ORGANIZATION: A CASE STUDY OF SELECTED PUBLIC SERVICE ORGANIZATIONS IN PORTHARCOURT, RIVERS STATE
ABSTRACT
Conflict management in Nigeria Public Service Organizations has been fully investigated. Data for the research has been collected through the use of questionnaires and personal interview of the sample population. The hypothesis stated were tested using both the chi-square and test of population statistical tools.
The findings of the research shows that most Nigerian public service organizations do have well defined conflict management procedures, there exists a positive and significant relationship between the effective implementation of conflict management techniques and improved organizational harmony/productivity, as well as the fact that there exists a positive and significant relationship labor participation in decision making and improved labor management relations.
The study problems identified includes; lack of basic skills and abilities to manage conflicts,dictatorship,high-handedness and oftentimes the unwillingness of management to engage labor in meaningful dialogues and negotiations among others.
The study recommends management’s integration of its workforce in its decision making process in order to promote understanding and reduce conflict relations among others.
Lastly, the study suggests that the evaluation of employee contribution to improve organizational productivity under a conflict-free employment relationship should be the focus of future research.
CHAPTER ONE:
1.1. BACKGROUND OF THE STUDY:
Industrial conflict occurs within the general context of industrial relations in work organizations basically as a result of a disagreement within or between workers or labor organizations and management arising from differences in interests and values. The above view is corroborated by Fashoyin, T. (1989) when he observes that “since the civil war, management conflicts have assumed unprecedented levels. These conflicts arise from inherent opposing interests of employers and employees in work relations”. Infact, Ahiauzu, A. (1999) observes quite frankly that conflict in industry is unlikely to be totally avoided due to the following; “the variegated nature of human make up,factors residing within industrial mode of work organizations and the way the entire industrial society is organized”
The study of industrial relations can be traced to the days of the classical economists of the 19th century such as Adam Smith, Reverend Malthus and David Ricardo who were in the limited extent that labor was seen as a factor of production. In effect, these economists saw insufficient difference between labor and other factors to explain the complex nature of labor input into production. Yet,labor itself,as a factor of production “is more greatly influenced by the social and economic work environment, together with other environmental factors which have far-reaching effects on labor than by other factors of production” Fashoyin, T. (1989:4).
However,at the end of the 19th century,the conservative view of the classical economists gave way to those of the social reformers,such Sidney and Beatrice Webb and Karl,(1920). These scholars agreed that the view of classical economists did not recognize the agonizing and traumatic experience of the laboring class which they argued could be ameliorated by the institution of trade unionism. Indeed,this marked the birth of trade unionism defined by the Webbs as a “continuous association of wage earners for the purpose of maintaining or improving the conditions of their working lives” Sidney and Beatrice Webb(1920)
Today,the activities of trade unions or industrial unions have become heightened especially in their quest to protect the employment conditions of their members. These trade union activities are embodied in the general framework of industrial relations which according to Yesufu, T.M. (1989:5) is concerned with labor problems in all their ramifications;
For example,
– Employment problems and employment security
– Conditions of work: hours of work, shifts, holidays etc
– Remuneration; level, frequency, methods of wage payments and employer grievances and disputes;
– Levels of production and efficiency;
– Safety health and welfare at work;
– Social security; sickness and old age benefits, maternity leave, employment injury compensation;
– Employee development; training, upgrading and promotions”
Usually,when these expectations by labor are not met by management,conflict arises. Conflict management thus becomes very challenging and requires the combination of concerted skills and manipulation to keep organizational peace together. This perennial problem has thus necessitated this study on conflict management in Nigeria Public Service organizations. Indeed, Nigeria Public Service Organizations can achieve success in the area of effective conflict management if they are able to urgently promote dialogue between them and their respective work forces and smoothen all areas of conflict.
1.2. STATEMENT OF THE PROBLEM:
Conflict management in Nigeria Public Service Organizations has become critical issue to contain with especially given the frequency at which conflicts occur today in Nigeria Public Organizations. Conflicts arise between and among parties basically as a result of threats to goals,policies and values of each contending party. The crux of the matter therefore lies in properly identifying the necessary skills to reduce and manage such conflict situations.
Regrettably though,most Nigeria organizations have failed in their bid to effectively manage conflicts because of the lack of basic skills and abilities. Management in most instances have been dictatorial,high-handed and oftentimes not ready to engage labor in any meaningful dialogue and negotiation. The resultant effect of this posture has been largely responsible for the frequent loss of man-hours through work stoppages/picketing, willful and wantom destruction of company property, pilfering and other forms of sabotage. In sum, if conflict management in Nigeria Public Service Organizations is to be successful, efforts must be made to listen to and engage conflicting parties in meaning negotiation and dialogue. It is therefore the objective of the research to identify factors that have served as constraints to effective conflict management in Nigeria Public Service Organizations and measures necessary to ensure a better management-labor relationship.
1.3. PURPOSE OF THE STUDY:
The purpose of this study is aimed at examining the concept of conflict management in Nigeria Public Service Organizations. The study will specifically focus on the strategies and methodologies adopted by Nigerian Public Services Organizations in managing conflicts.
Specifically,the study will identify and discuss;
- The sources/causes of conflicts in manufacturing firms.
- The forms/types of industrial conflicts
- The strategies or methods mostly employed by Nigerian organizations in conflict management.
- The problem encountered by Nigeria Public Service Organizations in managing conflicts
- The methods and techniques that are most likely to minimize the incidence of conflict situations in Nigeria Public Service Organizations.
1.4. RESEARCH QUESTIONS:
The following research questions are necessary for this research:
- What factors affect the effective management of conflicts in Nigeria Public Service Organization?
- How does the top management of Nigeria Public Service Organization deal with conflict situations in order to facilitate the smooth running of their respective organizations
- To what extent does problems arising from ineffective conflict management result in low productivity of Nigeria Public Service Organizations?
- Does effective participation of labor in decision-making improve labor-management relations in Nigeria Public Service Organizations.
1.5. RESEARCH HYPOTHESIS:
The following research hypothesis are necessary for this research:
H0: Most Nigeria Public Service Organizations do not have well defined conflict management procedures.
H1: There is no positive and significant relationship between the effective implementation of conflict management techniques and improved organizational harmony/productivity.
H3: There is no positive and significant relationship between labor participation in decision-making and improve labor-management relations.
1.6. SIGNIFICANCE OF THE STUDY:
This study on conflict management in Nigeria Public Service Organizations is indeed imperative as a bold attempt at finding lasting solutions to the perennial problems of labor-management crisis occasioned by differences in interests,values and goals. The expectation is that through this study,organizational managers will be presented with useful strategies that if implemented will reduce the incidence of conflicts in their organizations
Managers will also be exposed to practical problems associated with conflict management and how to deal with them. The findings of this research ill not only be of benefit to organizational managers but also to labor and the public at large. Specifically, managers will gain hind-sight into how best to handle employee demands, promote dialogue and negotiation between it and labor. Labor on the other hand will gain knowledge on practical strategies that will facilitate meaningful dialogue and co-operation between it and management thus promoting industrial harmony.
Finally, the public is expected to benefit from this research through gainful insight to what characterizes the relationship between management and labor as well as its expected role in periods of deadlocks.
1.7. SCOPE OF THE STUDY:
This research work is a case study of randomly selected public service organizations in Port Harcourt, Rivers State. Four public service organizations are involved in the study. They are two brewery firms-Nigeria Breweries (Plc) and Consolidated Breweries Ltd Port Harcourt and two soft drinks manufacturing firms, Nigeria Bottling Co. Plc and 7up (Nig). Plc. All firms have their factory/plants depots in Port Harcourt.
The study will be limited to randomly selected top, middle and lower level personnel in the different departments/work groups of the organizations being studied. The objectives is to obtain a broad view of the workforce and be able to evaluate the extent to which conflict management has been tackled in their respective organizations
1.8. LIMITATION OF THE STUDY:
In a research of this magnitude, a lot of factors are expected to constitute hinderances. Time, financial constraints and the attitude of respondents are likely to constitute major set-backs. Being an area where considerable research work has been done, efforts will be made to do a thorough review of the related literature.
1.9. DEFINITION OF TERMS:
Conflict:
It is a situation in which there is disagreement within or between workers or labor organizations and management based on differences in interest and values.
Conflict Management:
It is a situation characterized by the use of skills and specialized abilities to restore normalcy in a troubled situation or circumstance.
1.10. SUMMARY:
In this chapter, a general introduction of the subject has been done. The chapter has highlighted some of the factors that have militated against effective conflict management in Nigeria organizations. The works of earlier researchers have been cited as a foundation to this study.
There is no gainsaying that effective conflict management has a great impact on employee morale and improve productivity.
TABLE OF CONTENT:
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Research Problem
1.3 Objectives of the Study
1.4 Significance of the Study
1.5 Research Questions
1.6 Research Hypothesis
1.7 Conceptual and Operational Definition
1.8 Assumptions
1.9 Limitations of the Study
CHAPTER TWO
LITERATURE REVIEW
2.1 Sources of Literature
2.2 The Review
2.3 Summary of Literature Review
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research Method
3.2 Research Design
3.3 Research Sample
3.4 Measuring Instrument
3.5 Data Collection
3.6 Data Analysis
3.7 Expected Result
CHAPTER FOUR
DATA ANALYSIS AND RESULTS
4.1 Data Analysis
4.2 Results
4.3 Discussion
CHAPTER FIVE
SUMMARY AND RECOMMENDATIONS
5.1 Summary
5.2 Recommendations for Further Study
Bibliography
PLEASE, print the following instructions and information if you will like to order/buy our complete written material(s).
HOW TO RECEIVE PROJECT MATERIAL(S)
After paying the appropriate amount (#5000) into our bank Account below, send the following information to 08139462710 or 08137701720
(1)Your project topics
(2) Email Address
(3) Payment Name
(4)Teller Number
We will send your material(s) immediately we receive bank alert
BANK ACCOUNTS
Account Name: AMUTAH DANIEL CHUKWUDI
Account Number: 0046579864
Bank: GTBank.
OR
Account Name: AMUTAH DANIEL CHUKWUDI
Account Number: 2023350498
Bank: UBA.
HOW TO IDENTIFY SCAM/FRAUD
As a result of fraud in Nigeria, people don’t believe there are good online businesses in Nigeria.
But on this site, we have provided “table of content and chapter one” of all our project topics and materials in order to convince you that we have the complete materials.
Secondly, we have provided our Bank Account on this site. Our Bank Account contains all information about the owner of this website. For your own security, all payment should be made in the bank.
No Fraudulent company uses Bank Account as a means of payment, because Bank Account contains the overall information of the owner
CAUTION/WARNING
Please, DO NOT COPY any of our materials on this website WORD-TO-WORD. These materials are to assist, direct you during your project. Study the materials carefully and use the information in them to develop your own new copy. Copying these materials word-to-word is CHEATING/ ILLEGAL because it affects Educational standard, and we will not be held responsible for it. If you must copy word-to-word please do not order/buy.
That you ordered this material shows you have agreed not to copy word-to-word.
Enjoyed this Post? Share it!
Share on Facebook Tweet This!