Download complete project materials on Effect Of Industrial Conflict On Organizational Performance from chapter one to five
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This research examined the effect of industrial conflict on organizational performance in Sunseed Oil Mill Nigeria Limited Zaria, Kaduna. Most organizations are facing problems posed by conflict in the economic growth of the organization selecting the right strategies and techniques to use in solving this conflict situation is a thing of concern to them.
The objectives of the study is to determine the effect of industrial conflict on organizational performance in Sunseed industry. It is also of great benefit to business organization by enlightening the managers on the need to avoid reoccurrence of conflict in the organization. the researcher used primary and secondary source of data collection. 132 questionnairse was administered to the respondents to seek their opinion on the effect of industrial conflict and 70 was retrieved. In analysing the data, mean statistics and Likert rating scale were used.
The findings revealed that conflict is inevitable in every organization and its regular occurrence leads to wastage of time, low productivity and output and decrease in income. It is recommended that management should ensure that there is effective communication between the management team and subordinates. This will ensure there is understanding in policies and rules of the organization in order to avoid re-occurrences of conflict situation.
TABLE OF CONTENTS
TITLE PAGE. i
DECLARATION.. ii
APPROVAL PAGE. iii
DEDICATION.. iv
ACKNOWLEDGEMENT. v
ABSTRACT. vii
TABLE OF CONTENTS. viii
CHAPTER ONE. 1
1.0 INTRODUCTION.. 1
1.1 Background of the Study. 1
1.2 Statement of the Problems. 2
1.3 Research Question. 3
1.4 Objectives of the Study. 3
1.5 Significance of the Study. 4
1.6 Scope of the Study. 4
1.7 Limitations of the Study. 5
1.8 Definition of Terms. 5
CHAPTER TWO.. 8
2.0 LITERATURE REVIEW… 8
2.1 Introduction. 8
2.2 Concept of Industrial Conflicts. 8
2.3 Concept of Organizational Performance. 13
2.3.1 Processes and Approaches. 15
2.4 Types of Industrial Conflict 17
2.5 Causes of Industrial Conflicts. 21
2.6 Personality and Conflict at Work. 24
2.7 Measuring Organizational Performance. 27
2.8 Empirical Review on Industrial Conflicts. 31
2.9 Effect of Conflict on Organizational Performance. 33
2.10 Managing Industrial Conflicts. 34
2.11 Techniques of Conflict Management in Organizations. 36
CHAPTER THREE. 41
RESEARCH METHODOLOGY.. 41
3.1 Introduction. 41
3.2 Research Design. 41
3.3 Area of the Study. 41
3.4 Population of the Study. 42
3.5 Sample Size and Sampling Techniques. 42
3.6 Instrument for Data Collection. 42
3.7 Validity and Reliability of Instrument 43
3.8 Methods of Data Collection. 43
3.9 Method of Data Analysis. 43
CHAPTER FOUR.. 45
DATA PRESENTATION AND ANALYSIS. 45
4.1 Introduction. 45
4.2 Respondents Characteristics. 45
4.3 Data Presentation and Analysis. 48
4.4 Summary of findings. 57
4.5 Discussion of Findings. 58
CHAPTER FIVE. 61
SUMMARY, CONCLUSION AND RECOMMENDATIONS. 61
5.1 Summary. 61
5.2 Conclusion. 62
5.3 Recommendations. 63
REFERENCES. 65
Every industrial relations encounter conflict as part of its resolution, conflict is this the phenomenon of differing and opposing interest or perspectives and it is concertized by the activities of individuals or groups, organized with and identified themselves within compartment of some defined categories of these interests or perspectives.
The conflict phenomenon may not be all that dramatic but many company leaders have assumed erroneously that it exists.According to Ejiofor (2011) it depends on the balanced power in any given time available to the subordinate group for challenging the dominant group within the group industrial relation system.
Stoner,Malving, Klev& Derrick, (2000) defines industrial conflict as disagreement or misunderstanding between two or more industrial members or group of steaming from the need to share scarce, resources or independent work activities or from differences in status, goals or cultures. Conflict as earlier stated may be dysfunctional for the organization because of uses it uses up times, energy, money etc.
Uncontrolled conflict can bring chaos in the organization, resulting to such problems as frustration among workers, law moral, high labour turnover, truancy, strained relationship between workers and employers deliberate low performance.
On the other hand, a functional perspective of conflict as it is seen leads to improve decision making, growth and co-operation among workers which lead to high performance. It is necessary to resolve conflict so as to bring about harmonizing working environment that enhances achievement of organizational objectives.
The basis of conflict depends on the finding which laid down on unequal recognition of interests and in the equal perceptions and treatment of unequal entities and situations.
These arising differences structure from unequal recognitions of opposition opinion or interests and capabilities are responsible for the hierarchical relationship found within the work environment as equity in the organization will rely on the likes being treated the same, ensuring opportunities that exist for the exertion and full attainment of goal according to differing capabilities by the human element that compose society.
1.2 Statement of the Problems
There are innumerable origins of industrial conflicts and each produces its own variety of effects, which are due to interpersonal disagreements that arose when one person is experiencing individual stress, also the power struggle that puts persons and groups against one another to achieve their own selfish interest.
In a business organizations misunderstanding and conflict can caused a company to fail especially in its production and lead to serious problems to the organization.
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