ATTENTION:
BEFORE YOU READ THE ABSTRACT OR
CHAPTER ONE OF THE PROJECT TOPIC BELOW, PLEASE READ THE INFORMATION BELOW.THANK
YOU!
INFORMATION:
YOU CAN GET THE COMPLETE
PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000 ONLY. THE FULL
INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS
PAGE. OR YOU CAN CALL: 08068231953, 08168759420
CONFLICT
MANAGEMENT IN PUBLIC SERVICE ORGANIZATIONS IN NIGERIA
ABSTRACT
Conflict management in Nigerian Public
Service Organizations has been fully investigated. Data for the research was collected
through the use of
questionnaires and personal
interviews of the sampled population. The hypothesis stated were tested using both the
chi-square (X2) and test of proportion (Z-test) 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 between labour participation in
decision-making and improved labour
management relations.
The study problems identified includes; lack of basic skills and abilities
to mange conflicts, dictatorship, high-handedness and oftentimes the
unwillingness of management to engage labour in meaningful dialogues and
negotiations amongst others.
The study recommends management’s integration of its workforce in
its decision-making processing in order to promote understanding and
reduce conflict situations amongst
others.
CHAPTER
ONE
1.1 OVERVIEW
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 labour 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, labour- management conflicts have assumed
unprecedented proportions. These conflicts arise
from inherent opposing interest of employers and employees in work relations. Infact, Ahiauzu
, A. (1999) observes quite frankly that
conflict in industry is unlikely to be totally unavoidable due to
the followings; “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 labour was seen as a factor of
production. In effect, these economists saw insufficient difference between
labour and other factors to explain the complex nature of labour input into
production. Yet labour 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 labour
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 as Sidney
and Beatrice Webb and Karl Marx, (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 embodies in the general
framework of industrial relations which
according to Yesufu, T.M.
(1989:5) is concerned with labour
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 labour are not met by management, conflict arises. Conflict management thus
become 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 Nigerian public service organizations.
Indeed, Nigerian 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
Nigerian public service organizations has become critical issue to contain with
especially given the frequency at which conflicts occur today in Nigerian organizations.
Conflicts arise between and among parties basically as a result of threats to
goals, policies and value 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
Nigerian public service 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 of and oftentimes not
ready to engage labour 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 Nigerian
organizations is to be successful to listen to , efforts must be made to
listen to and engage conflicting parties
in meaningful negotiation and dialogue.
It is therefore the objective of the research to identify factors that have
served as constraints to effective conflict management in Nigerian public
service organizations and measures necessary to ensure a better management labour
relationship.
1.3 PURPOSE OF
THE STUDY
The purpose of this study is
aimed at examining the concept of conflict management in Nigerian public
service organizations. The study will specifically focus on the strategies and methodologies
adopted by Nigerian public service organizations in managing conflicts.
Specifically,
the study will and discuss:-
1. The sources/causes of conflicts in
manufacturing firms.
2. The forms/types of industrial
conflicts
3. The strategies or methods mostly
employed by Nigerian organizations in conflict management.
4. The problem encountered by Nigerian
organizations in managing conflicts.
5. The methods and techniques that are
most likely to minimize the incidence of conflict situations in Nigerian
organizations.
1.4 RESEARCH
QUESTIONS
The
following research questions are necessary for this research:—
1. What factors affect the effective
management of conflicts in Nigerian public service organizations?
2. How does the top management of
Nigerian public service organizations deal with conflict situations in order to
facilitate the smooth running of their respective organizations?
3. To what extent does problems arising
from ineffective conflict management result in low productivity of Nigerian public
service organizations?
4. Does effective participation of
labour in decision-making improve labour—management relations in Nigerian
public service organizations?
1.5 RESEARCH
HYPOTHESIS
The
following research hypothesis are necessary for this research:-
Ho1: Most Nigerian public service organizations do
not have well defined conflict management procedures
Ho2: There is no positive and significant
relationship between the effective implementation of conflict management techniques
and improved organizational harmony/productivity.
Ho3: There is no positive and significant relationship
between labour participation in decision—making and improve labour-management
relations.
1.6 SIGNIFICANCE
OF THIS STUDY
This study on conflict
management in Nigerian public service organizations is indeed imperative as a
bold attempt at finding lasting solution to (lie perennial problems of labour -
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 will not only be of benefit to organizational
managers, but also to labour and the public at large. Specifically, managers
will gain hindsight into how best to handle employee demands, promote dialogue
and negotiation between it and labour. Labour 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 labour 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 manufacturing firms in Port Nigeria. Four (4) firms
are involved in the study. They are two brewing firms - Nigerian breweries
(Plc) and Consolidated breweries limted and two soft drinks manufacturing firms
Nigeria Bottling Co. Plc and 7up (Nig). Plc..
The study will be limited to
randomly selected top, middle and lower level personnel in the different departments/workgroups
of the organizations being studied. The objectives is to obtain a broad view of
the workforce and he 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 hindrances, Time, financial
constraints and the attitude of respondents are likely to constitute major set
backs. Being, an area where considerable research work has done, efforts will
he 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 labour organizations and
management based on differences in interests and values.
Conflict
Management
It is a situation characterized
the use of skills and special abilities to restore normalcy in a troubled situation
or circumstance.
HOW TO GET THE FULL PROJECT
WORK
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 (#5,000) into our bank Account below, send the following information to
08068231953 or 08168759420
(1)
Your project topics
(2)
Email Address
(3)
Payment Name
(4)
Teller Number
We
will send your material(s) after 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.
FOR MORE INFORMATION, CALL:
08068231953 or 08168759420
https://projectmaterialsng.blogspot.com.ng/
https://foreasyprojectmaterials.blogspot.com.ng/
https://mypostumes.blogspot.com.ng/
https://myeasymaterials.blogspot.com.ng/
https://eazyprojectsmaterial.blogspot.com.ng/
https://easzprojectmaterial.blogspot.com.ng/
Comments
Post a Comment