CONFLICT MANAGEMENT IN BUSINESS ORGANIZATION

CHAPTER ONE

1.0     INTRODUCTION

1.1            BACKGROUND OF THE STUDY

The historical background of conflict in organization can be seen as far back as the ancient times, which involves the scientific management era, personnel and human relation movement and the modem management period.

The ancient firms (before 1800AD) is based on the events of the past years. This period gave a lot of knowledge about management.

The scientific management era (Fredrick W. Taylor in 1856 – 1917). He developed a method known as scientific management, which is the method used to investigate every operating problem and try to determine the best way to solve the problems, using scientific methods of research. The concept involved a-way of thinking about management. 

In his concept, he observed some management conflict in an organization as

i.                   That workers wasted more time than that was necessary to accomplish a give task.

ii.                 That there was a general inefficiency of the workers.

iii.              That labour costs were consequently higher than they would have been.

Human relations movement and behavioural science (personnel) period by Elton Mayo (1900-1950). He found out that here are conflict in management driving his research and concluded that monetary incentive and other working conductions are not only the motivating factors in an organization. But proper attitude to work is equally important also the superior’s role was important for moral and productivity. Group spirit and teamwork were vital to accomplish organizational goals and workers satisfaction. Also, that within every formal organization, informal organization for any formal organization to achieve its corporate objective, the managers must therefore know why employees act in the manner they do, and the psychological, social and other factors which motivate them.

The modern era (Heney Faylo 1841 – 19250), which is the revisionism. He classified organization activities, the qualification of a manager. He did his own research and found out many conflict encountered by workers and managers in a given organization. After which the concluded the fourteen principles of management:

Division of work: Authority and responsibility, discipline: unity of command; unity of direction; remuneration; centralization; order, equity; stability of tenure; initiative and spirit de corps. 

These principles in his own view, if conflict is followed in organization will reduce the conflict management and make things flow easily without them encountering any problems.

1.2            STATEMENT OF PROBLEMS OF THE STUDY

There are many potential problems of conflict in organization. Today’s organization are characterized by complex relationship and a high degree of interdependence of task that can occur. People also have different values and different perception of issues. For instance, a production manager may want to concentrate on product(s) that have available materials and technology to produce them, while the sale manager may desire, a brand product line that will satisfy diverse customers demands.

Potential cause of conflicts can be between people in line and staff position, also superiors autocratic and leadership style.

The problems are summarized below:

1.        The organization conflicts are due to lack of communication between the employee and employees.

2.        In terms of money, the ratio of profits to wages and salary cause conflict between workers and management.

3.        Management are concerned with efficiency and workers with job security. Management want more efficient machinery, this displace workers as less needed. Conflict occurs between marketing and production mangers as their policies and interest often differ.

4.         Workers restriction for more participation in decisions which affect their lives. This is vertical conflict between workers and management.

5.        The socio-technical system organized men in a particular way which often, leads to a boring job, no control of the pace of work, no responsibility of group identify.

6.        Downwards fluctuations in the market for the products are threat to workers security. Such problems causes conflict even within a union, of there is notling doing to secure their job.

1.3            OBJECTIVE OF THE STUDY

The general aim of this study is to have a general view of the problems and the prospects of conflict management in organization (Niger Gas, Emene).

Thus, this, study has the following specific objectives:

i.          To review and make people understand the nature of conflict in some of the management organization in some places.

ii.        To find out he main causes and sources of conflict in Niger gas, concerning their management and administration department.

iii.      To have a good review on the remedies to organizational conflict in Niger Gas.

iv.      To identify the destructive and constructive nature of conflict no the workplace.

v.        To have proper understanding of management and as a logical check lest in training.

vi.      To identify the approaches for dealing with any conflict situation.

vii.    To determiner how to transform conflicts for constructive outcomes.

viii.  To achieve social objectives and goals, if the work of conflict will be properly taken care of.

ix.      For research purpose and to perpetuate cultural impact and practice.

1.4             SIGNIFICANCE OF THE STUDY

This study is beneficial and important with respect to the problems under study.

The research is intended to examine the problems and prospects of conflict management in Niger Gas, Emene.

Since, the ultimate goal of any business organization is to optimize profit by minimizing cost, management should know how to tackle conflict, that is how to make conflict beneficial to Niger Gas.

            Other organization located at Emene, who are having similar problems will benefit generously from the study for better performance.

It will be helpful, if the results of this study are properly implemented. Also, it will enable the managers improve their marketing activities formers better and attract new ones.

The consistent improvement of the quality of the product and services based on the finding of this study will help gain a sustainable consumer confidence and patronage and hence improve productivity, profit and growth of the Niger gas economic development.

1.5            RESEARCH HYPOTHESIS

i.                   Conflict management is a serious problems which has reduce productivity and efficiency.

ii.                 There will be a better and improved workers and productivity if conflict is properly managed.

iii.              The welfare programme in Niger gas is not encouraging.

1.6  SCOPE OF THE STUDY

The scope of this study borders on  conflict management in busines organization . The study further discussed the nature, causes, sources and remedies to organizational conflict. The study is however delimited to Niger Gas, Emene in  Enugu State.

1.7   LIMITATION OF THE STUDY

However, like in every human endeavour, the researchers encountered slight constraints while carrying out the study which posed as a limitation. The significant constraint was the scanty literature on the subject owing to the nature of the discourse thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the choice of the sample size was limited  to Nigeria Gas  only as few respondent were selected in few to answer the research instrument hence cannot be generalize to other State. However, despite the constraint  encountered during the  research, all factors were downplayed in other to give the best and make the research successful.

1.8   OPERATIONAL DEFINITION OF TERMS

Conflict: This is define as a disagreement between two or more organizational members or groups based on the fact that they need share resources or because they have different goals, values or perception.

Conflict management: This is a holistic approach to divergent orientation between both parties (employer and employees) as the case may be, with the objective of mitigating the effect of the conflict, preventing conflict from ensuring and to make the most of the opportunities offered by the same conflict.

Management: The process of planning, organizing, leading and controlling the effort of an organization member and of using all other organizational resources to achieve stated organizational goals.

Organization: This is define as a co-ordinate social unit, made up of two or more people that function on a relatively continuous basis to achieve a common goal.

Organizational Productivity: This is the aggregate level at which all the resources in the corporate organization are being put to use; its measurement in real terms is the output level of all resources in the organization.

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