Description
TABLE OF CONTENT
Title page
Certification
Dedication
Acknowledgements
Proposal
Table of content
CHAPTER ONE: INTRODUCTION
- Background of the study
- Objective of the study
- Statement of the research problem
- Research question
- Significance of the study
- Scope of the study
- Definition of the terms
- Plan of the study
CHAPTER TWO: LITERATURE REVIEW (INTRODUCTION)
- Meaning of conflict
- Organization of conflict
- Level of conflict
- Types of conflict
- Causes of conflict
- Sources of conflict
CHAPTER THREE: RESEARCH METHODOLOGY
- Method of data collection
- Instrument used
- Population size
- Sample size
- Method of data analysis
- Test for reliability and validity of research instrument
- Historical background
Chapter four
4.0 Presentation and analysis of data
4.1 Analysis of response given by the staff of I.T.C
CHAPTER FIVE
Summary of the major finding, conctusion, limitation and recommendation of the study
- Summary of the major finding
- Conclusion of the study
- Limitation of the study
- Recommendations of the study
CHAPTER ONE
- INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In all organizations, there are individual and groups competing for influence on resources, there are different opinions and value, conflict of priorities and goals. There are pressure groups and lobb. Clique and cabals, triviality and bonds of alliance. All these point to the apparent manifestation of persistent confliction all organization.
The question may then be asked; is conflict uncivilized and becoming the natural outcome of counvervaling forces to be unverstood and managed. But not eradicated?
There iws no perfect organization on mathematical pure way of dealing with what an organization should do or how it should be run. These things rare eventually inside or outside the organization dominant coalition.
It makes sense, therefore, for people to nart capture some of what power to influence join or destroy the dominant coalition or at least to do their best to ensure that there are some consistency between their individual interest and value those persuaded and expressed by the organization who are involved in finding compromises, recording difference and living with what is possible rather than what miget be deal.
The essence of business organization is monthly the achievement of objectives set by its founder and added by its environment mainly the various.
In the final analysis , all encompassing objectives could be found for any organization which would have resulted from matching various compatible objectives are resolving mutually exclusive ones.
OBJECTIVES OF THE STUDY
This research work is to determine the make up of people who occupy different levels of the organization pyramids called its manpower; those people have different culture skills and education background, as well as different value, perceptions expectations and role.
The degree with which she met with opposition in protecting her interest value and goal in the organization will determined the frequency of conflict occuracies.
- To examine the nature and pattern of conflict
- To discover the effect of conflict index on the productivity of workers.
- Investigate conflict management that are operative in west African Portland cement plc.
1.3 STATEMENT OF THE RESEARCH PROBLEM
Conflict are viewed by classical and human relation school of thought as destructive. This must be avouded at all cost which the behaviour school believed conflict is not only desirably unavoided but emergize a system to reach its optimum level faster.
Based on the above statement, the research will want to know whether in this approaching twenty first centurt, these views are still authentic or whether they are not or suppose to have a current hypothesis, to what extent can this be generalized on this era of globalization and usuable economy.
The new to tackle these problems is crucial indeed and failure to do so may lead to an organization failure to achieve its objectives.
Therefore, this study will address the following firstly, the problem of recognizing desirable and undersirable conflictisition the organization.
Secondary, the problem of tolerating conflict within organization before the extent at which conflict should be tolerated within the organization.
Thirdly, the problem of identifying causes of conflict within the organization and lastly, the problem of identifying the causes of conflict within the organization as well as leadership style and procedure of managing conflict.
These are some of the problems this research work addressed using latest African Portlant cement (WAPCO) plc, shagamu, works, ewe koro works and head office as a frame work of reference
1.4 RESEARCH QUESTION
The study soughts to examine the conflict management procedures of the employees in west African Portland cement plc and the effect on the organization over all performance.
To accomplish the purpose of the study. The following questions are raised; what has been the interpersonal and inter-group relationship between and among employees in the organization.
What could be done to improve the relationship? Is there any significant relationship between heavely conflict and organization effectiveness
How can organization encourage health conflict and discourage unlikely conflict?
What should be the relationship between the employer and various government conflict management?
1.5 SIGNIFICANT OF THE STUDY
This research work has contributed immensely to the recognition of conflict as tool of maximizing the potential of work force and exposure as manages to the usage of conflict resolution as one tool of developing compatible objectives for the categories of stake holders.
It develops manager’s skills and insight into the mangemetn of conflict and rearing the conflict that cannot be elimnnated in organization. Academically, it contributed to the employers development of local hypothesis for the benefit of small scale industries and promoter and employe study on the topic.
This research work confirms that dynamism of other issues at hand and the velocity at which it duction benefits on conflict management.
1.6 SCOPE OF THE STUDY
The study is to critically examine, the conflict management in west Africa.
Portland cement plc and it focuses on the activities of the company within the (1989 – 1999).
The study also deals with various model conflict management sources and types of conflict.
The study, however, covers all categories of staff, the executive management, senior, Junior management, supervisor and other workers at the three concetion of the company that is in lagos Head office shagamu work and evekoro works.
Also, the study makes recommendations based on the findings about conflict. Some people may feel that a department must be accorded high recognition and others.
1.7 DEFINITION OF TERMS
- Conflict: it is aprocess which begins when one part parcieve that the other had frustrated or is about to frustrate his/her own effort.
- Collective agreement: It is the outcome of the collection bargaining on terms and conditions of employment between the employee (union) and employer.
- Employee: This is the person formonitary mean compensation.
- Employer: he is the one who employs other because of his possession of men of a production.
- Government: She is an institution of people gathering together to control the affairs of a country.
- Grievance: It is a response to a given situation or environment.
- Management: It is the act of getting their done through other
- Organization: It is an arrangement that from a comperate entity for the purpose of getting things done.
- Strike: It is the temporary cessassions of work effect by employee in the pursuance of a grievance or demand.
- Trade Union: An association of person in employment for collective strength in bargain or in regulation of employment relation.
INTRA ORGANIZATIONAL CONFLICT: UNDER THIS LEVEL OF CONFLICT, CONFLICT IS WITHIN ORGANIZATION. IT COMPRISES THE FOLLOWING
- Vertical conflict: It is conflict between a supervisor and his subordinates.
- Horizontal conflict: It exisk between employees or department at the same level.
- Line staff conflict: It often occurs oven resources or the involvement of staff in line decision.
Inter organization conflict: This is the conflict that exists between two or more organization. This can occur because they interring dependent with suppliers customers, competition, government agencies and so on.
1.8 PLAN OF THE STUDY
The project is made up of five capters, which the introductory part of the study consist of background to the study, statement of the problem.
The objective of the study, research question chapter two comprise of the literature review of the topic while change three death with research methodology and background to the case study and chapter four is concerned with data which consist of summary conclusion and recommendations.
CHAPTER FIVE
Summary of the major findings, conclusion, limitation and recommendation of the study
This project work has been able to look into management of conflict in an organization; the causes of conflict in an organization were also examined.
The hypothesis stated at the genesis of this project was juctly tested, using statistical percentages and chi-square from which the research was able to deduce the following.
Firstly, it was discovered that the presence of conflict in an organization is pecieved to be good in WAPCO Nigeria plc shagamu. Although, the conflict in the company is said to be inherent and inevitable since the communication network contributes to conflict resolution process in an effective way in the organization.
Secondly, timely management of conflict improved the moral of employees, thereby increasing the level of average employee productivity in the organization.
It was also established that industrial peace was oten sustained by the internal mechanisms for the mangment of conflict.
Using the same analytical method as mentioned above, it was inferred that the main cause of conflict in WAPCO Nigeria Plc was a result of lack of adequate communication from the interpretation of the questionnaire, the most common grievance do involve welfare, package policy un implementation and wages and salary variations.
Similarity, the method so far adopted in his organization in the settlement of conflict is collective bargaining and joint consultation.
5.2 CONCLUSION OF THE STUDY
Based on the findings of the study, the following conclusions were drawn.
Conflict management is paramount for any organization to survive. The various relevant concept was examined, including the service of conflict, its management, internal and external mechanisms, parts to management to conflict consequently, it can be rightly concluded that there is no way an organization or company can exist without the present or organization.
It is important to note that management perceived the arrival of conflict as good and sees hoe it can be properly managed since it cannot be eradicated from the organization and avoided.
Employees naturally are insatiable and on management would meet the unending element but it is perstinent for management to be dynamic in issues that have to do with employee to forestall possible face off between the actors.
LIMITATIONS OF THE STUDY
This project work concentrated on the management conflict in organization. The research was faced with the problem of getting the workers to return the distributed questionnaire most of them were not ready to give the required information relating to shagamu displanner.
5.4 RECOMMENDATIONS FOR THE STUDY
Since one of the major cause of interpersonal intergroup conflict is incompatible of objectives either individually or collectively. It will be most appropriate to further cultivate and develop the work habit of clearly democratic responsibility and authority lives. While the development of an effective conflict management procedure is paramounts mangers should accept conflict as a natural occurrence that should not be totally avoided or ignored if any organization must be move forward.
The environment must be made conducive for healthy conflict and unconcived for dysfunctional conflict.
In order to create a desirable environment for conflict within the organization, the following recommendation are needed, compromise should be seen as a way of life. It is a give and take” approach. Therefore, comproving is recommended as conflict resolution procedure.
Healthy conflict could be stimulated by putting individuals group into healthy competition with one another.
Management/ mangers should desists from those conflicts that focuses on self interest and personality and they should engage in these conflict that cnetres on issues of group goals. The maintenance of free flow of information is hereby recommended most importantly, information relating to group or individuals must be clearly stated in form of their responsibilities. Manager should avoid assigning overlapping responsibilities to sub-ordinates.
