Download complete project material on Analysis Of Conflict Situation And Management In An Organizations from chapter one to five
ABSTRACT
The purpose of this study was to examine Analysis of Conflict Situation and Management in an Organization. The specific objectives were: To identify the causes of conflict in an organization, examine the effects of conflict in an organization, determine the effective management of conflict in an organization and to identify possible solution to conflict in an organization. Four necessary questions were raised to address the objectives.
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The study was conducted as a survey using four organizations namely: Kaduna State Water Board, First Bank of Nigeria plc. Kaduna, Keystone Bank Kaduna and Nigerian Bottling Company in Kaduna Metropolis.
The research reviewed some notable author’s text that are related to the topic. The population of the study was 205 while the sample size is 131 determined using Krecjei and Morgan table. The data was analyzed using mean opinion derived from 4-point Likert scale. The mean value below 2.5 was rejected while 2.5 and above was accepted as opinion for the variable.
The finding revealed that the causes of conflict in an organization are non-compliance with organizational rules and regulations. The study recommended that conflict between employees or groups in an organization should be addressed as soon as it is spotted because allowing it can be dangerous to the organization.
TABLE OF CONTENTS
TITLE PAGE. i
DECLARATION.. ii
APPROVAL PAGE. iii
DEDICATION.. iv
ACKNOWLEDGEMENT. v
TABLE OF CONTENTS. vi
ABSTRACT. ix
CHAPTER ONE. 1
INTRODUCTION.. 1
1.1 Â Â Â Â Â Â Background of the Study. 1
1.2Â Â Â Â Â Â Â Â Statement of the Problem.. 4
1.3Â Â Â Â Â Â Â Â Objective of the Study. 5
1.4 Â Â Â Â Â Â Research Questions. 5
1.5Â Â Â Â Â Â Â Â Significance of the Study. 6
1.6Â Â Â Â Â Â Â Â Scope of the Study. 6
1.7Â Â Â Â Â Â Â Â Limitations of the Study. 7
1.8Â Â Â Â Â Â Â Â Definition of Terms. 7
CHAPTER TWO.. 9
REVIEW OF RELATED LITERATURE. 9
2.0Â Â Â Â Introduction. 9
2.1Â Â Concept of Conflict 9
2.2Â Â Types of Conflict in an organization. 12
2.2.1Â Â Â Interpersonal (Between Individuals) 12
2.2.2Â Â Â Procedural conflict 13
2.2.3Â Â Â Intrapersonal (within an individual) 13
2.2.5Â Â Â Intergroup (Between Groups) 14
2.2.6Â Â Â Intraorganization (Within an Organization) 14
2.2.7Â Â Â Interorganzation (Between Organizations) 14
2.3Â Â Â Causes of Conflict in an organization. 14
2.4Â Â Â Â Â Â Â Â Effect of Conflict in an Organization. 20
2.5Â Â Â Management of Conflict in an Organization. 24
2.6Â Â Strategies for Conflict reduction. 26
2.7Â Â Â Â Â Â Â Â Summary of Review.. 29
CHAPTER THREE. 30
RESEARCH METHODOLOGY.. 30
3.0Â Â Â Â Â Â Â Â Introduction. 30
3.1Â Â Â Â Â Â Â Â Research Design. 30
3.2Â Â Â Â Â Â Â Â Area of Study. 31
3.3Â Â Â Â Â Â Â Â Population of the Study. 31
3.4Â Â Â Â Â Â Â Â Sample Size and Sampling Techniques. 31
3.5Â Â Â Â Â Â Â Â Instrument of Data Collection. 32
3.6Â Â Â Â Â Â Â Â Validation of the Instrument 33
3.7Â Â Â Â Â Â Â Â Administration of the Instrument 33
3.8Â Â Â Â Â Â Â Â Methods of Data Analysis Techniques. 33
CHAPTER FOUR.. 35
DATA ANALYSIS AND INTERPRETATION.. 35
4.0Â Â Â Â Â Â Â Â Introduction. 35
4.1Â Â Â Â Â Â Â Â Data Analysis and Interpretation. 36
4.2Â Â Â Â Â Â Â Â Major Findings. 42
4.3Â Â Â Â Â Â Â Â Discussion of the findings. 45
CHAPTER FIVE. 47
SUMMARY, CONCLUSION AND RECOMMENDATIONS. 47
5.0Â Â Â Â Â Â Â Â Introduction. 47
5.1Â Â Â Â Â Â Â Â Summary. 47
5.2Â Â Â Â Â Â Â Â Conclusion. 48
5.3Â Â Â Â Â Â Â Â Recommendation. 49
5.4Â Â Â Â Â Â Â Â Areas for Further Study. 50
REFERENCES. 51
CHAPTER ONE
INTRODUCTION
1.1 Â Â Â Background of the Study
Conflict is inevitable in every society as well as organization. It occurs among individuals, organization, government and even family members. Conflicts between groups or organizations potentially improve team dynamism. Conflict management skill is necessary for management of conflict in any organization.
For any organization to be effective and efficient there is the need for mutual coexistence and understanding among employees in the organization. However, conflict within an organization can emerge as a result of individual difference, ambition or between subgroups or factions (Dennis, 2010).
Conflict is generated from motions and frustrations and has a detrimental impact on group or organizational outcomes i.e. information processing ability, cognitive function of group members behavior, group loyalty worth group commitment intent to stay in the present organization and job satisfaction (Jameson, 2011).
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together. In fact a new approach has it that, conflict if properly managed; it can lead to a more harmonious working environment. The organization is seen as a primary site for conflict because people spend a large proportion of their lifetime at work functioning under pressure and restraint.
The word conflict brings to mind images of antagonism, struggles between parties, opposition process, and threat to corporations and so on. When conflict arises the employees are not able to work together to achieve their goal, organization can suffer as it relate to profitability, customer services and high turnover rates. For this reason most organizations have some type of conflict handling strategy. The strategies are designed to prevent conflict from occurring and to solve it quickly when it does develop (Dennis, 2010).
Conflict may manifest in form of disputes, loss of items, low productivity, and poor performance and so on. Many people consider conflict as negative development that is bad and need to be avoided. However, when ignored and allowed to escalate it may produce a result that can jeopardize  the interest of the organization (Buckles and Rushak, 2013).
Conflict management involves implementing strategies to limit the negative aspect of conflict and increase the positive aspects of conflict at all level equal to or higher than the conflict is taking place. Furthermore, the aim of conflict management is to enhance effectiveness or performance in an organizational setting Rahim (2002), it is not concerned with eliminating all conflict or avoiding conflict.
Conflict management involves designing effective macro-level strategies to minimize the dysfunctions of conflict and enhancing the constructive functions of conflict in order to enhance effectiveness in an organization Hugh (2005).
Fisher (2014) said, conflict is a situation in which one or both persons in a relationship are experiencing difficulty in working together or living with each other. This usually occurs due to difference or incompatible needs, choice or style. Furthermore, Fisher who said that, conflict is not allowing common but they are dynamic in nature. It is the dynamic nature of conflict that has brought a new focus on the concept.
In this view, if the conflict is well handle, it would bring changes into the organization and enhance performance of professionals. Once a conflict has started, it can continue even after the original issue has been resolved. What begins as a disagreement on a single point may end in mutual dislike because of the tendency to seek consistency in our attitude; we want to see people  as either entirely good or entirely bad.
Jornab, (2011).urges that agitation by employees for improved condition of service and other welfare package are almost always not in consonance with the interest and expectation of employer the very foundation of industrial conflicts. Hence, there is need to examine conflict situation and management in an organization.
1.2Â Â Â Â Statement of the Problem
Most employers of labour find it difficult to effectively manage conflict among employees and this has generated to loss of time and general loss of productivity. Conflict when not managed effectively has resulted into total shut down of the organization and this has constituted a major threat to the employees and the organization as a whole. Therefore this research work is based on finding solutions to the problem of managing conflict in order to achieve maximum productivity.
Today, conflict as emerged as an outstanding problem that is being faced by many organizations. Conflict has remained an impediment to our organizational development and growth, contrary to the expectation that the conflict would be used or exploited to the advantages of both employer of labour, structure of the organization and the office professional.
Conflict has left a mark on organization such that instead of cordial relationship, there exist strain relationship between the employer and employees. Differences in goal, scarce resources, communication breakdown, personality clashes, change, and difference in power, status, and culture/religion among other are some of the causes of conflict in an organization.
Several workers, who have had their appointment terminated or dismissed in the recent times, were as a result of organizational conflicts. Also it is on record that many organizations have in one time or other loosed their customer, experience dadecline productivity or closed down due to strained relationship between employers and employee. It is based on these that has prone the researcher to write on the above topic and proffer solution.
1.3Â Â Â Â Objective of the Study
The main objective of this research work is to examine how to resolve conflict among employees in selected organizations.
1. Identify the causes of conflict in an organization.
2. Examine the effects of conflict in an organization.
3. Determine the strategies for effective management of conflict in an organization.
4. Identify possible solutions to conflictin an organization.
1.4 Â Â Â Research Questions
For the purpose of this study, the following are the research questions:
1. What are the causes of conflict in organizations?
2. What are the effects of conflicts in an organization?
3. How can conflict be effectively managed in an organization?
4. What are the possible solutions to conflict in organizations?
1.5Â Â Â Â Significance of the Study
The study is expected to be beneficial to corporate organizations. And also add to existing knowledge on conflict situation and would be useful reference materials students, managers and future researchers.
Students: The outcome of this research is expected to be of great value to student as it will help them to know how to deal with conflict when it erupts.
Managers: The outcome of the research work will assist manager to know best methods of resolving and minimizing conflict.
Future Researchers: It will serve as a reference to future researcher who will be researching on similar topic and clear guide to identify conflict and ways of resolving.
Most importantly, the study will go a long way in putting an end to unnecessary unrest in the organization and will enhance productivity, peaceful co-existence between management and employees which will have positive impact on sales, profit, management and maximum enhancement of labour.
The researcher will also serves as a reference point for further research work.
1.6Â Â Â Â Scope of the Study
The study is to be conducted in four organizations within Kaduna metropolis.Kaduna State Water Board, First Bank of Nigeria Plc, Kaduna(Yakubu Gowon branch), Keystone Bank Kaduna (Kano Road branch) and Nigerian Bottling Company. The study is specifically concerned with causes of conflict, effect of conflict, conflict management, and strategies for conflict reduction.
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