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AN ASSESSMENT OF CONFLICT MANAGEMENT PROCESS IN THE PUBLIC
ORGANIZATION
ABSTRACT
This research examined conflict management process in the
public organisations with special reference to Federal Health Laboratory. The
research adopted survey research design. Data were gathered through primary
source with the aid of a well structured questionnaire. Simple random sampling
technique was adopted in the selection of sample, this was used to eliminate
biasness in the selection process of the respondents.
Data garnered were presented on table using percentage and
the formulated hypotheses were analysed with the used of Chi-square statistical
method. The result of the analysis shows that lack of team work among staff and
management of the Health Ministry it the major cause of conflict, it was also
found that conflict management is necessary to improve work performance,
quality and productivity in the public organization.
Based on the conlusion of the analysis recommendations were
proffered to the staff and management of federal health laboratory and public
organizations as a whole.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE
RESEARCH
In every industrial society, there are three main industrial
relations actors or three parties and the first two of these actors are the
employers (management) and labour (employees) continues interaction between
these parties could bring both agreement and disagreement or conflict. This is
of fact the two have partly congruent and partly divergent interest, it is in
this vain that we often conclude that conflicts ubiquitous.
Banjoko (2002) stated that “conflict is an inevitable element
of any labour management relationship”, and Gray (1994) stated also that
conflict is ubiquitous and likely found in most human civilization and across
historical periods.
Fagana (2002) defines conflict as a situation of disagreement
between two parties. In the context of industry where this work is focusing,
there parties are identified, the workers (labour), management (employers), and
the state.
Industrial conflict arises between as much as within the
three main actors, so that disagreement between workers and their employers
exemplify industrial conflict to the extent that the issues at conflict are
related to employment terms and conditions.
Conventionally, there are two forms of industrial conflict
(Otobo, 1987) organized and unorganized conflict is likely to form part of a
conscious strategy of change in the situation. This conflict occur at the
collective or group level, implies that the employers would feel a large amount
of workers involved and the effect.
On the other hand, unorganized conflict, the worker
respondents to the situation in the only way open to him as an individual,
usually by withdrawing from the source of discontent, sabotage and
indiscipline.
Given the reality of work relationship in the content of this
work (Process of conflict management) means seeking ways of coping monitoring,
controlling and minimizing the undesirable tensions and disagreements, and its
unpleasant consequences.
For any organization to be effective and efficient in
achieving its goals, and the people in the organization needs to have a shared
vision of what they are striving to achieve, a clear objective for each
team/department and individuals. You also need ways of recognizing and
resolving conflict amongst people so that these conflicts do not become so
serious and co-operation impossible. Conflict management is the process of
planning to avoid conflict where possible and organizing to resolve conflict
where it does happen, as rapidly as possible.
1.2STATEMENT OF THE RESEARCH PROBLEM
The problem of this study or research can be viewed in
different directions such as:
(i)
Inadequate communication amongst both parties involve in conflict.
(ii) Competency of the representative of both
parties to adequately fairly follow due process.
(iii)
Unfavorable environment for the conflict management processes.
(iv) It should
be noted that people are dynamic and have different personal perspective and
ideas could also be a problem to the conflict management process.
1.3PURPOSE OF THE RESEARCH STUDY
The purpose of this study is to clearly examine the method or
mechanism used by both management (employers) and labour (employees) in
resolving conflict that may arise between them.
(i) It should
help in the understanding and identifying the common causes of conflict.
(ii) To
examine how to reduce conflict in the organization since it cannot be
completely eradicated.
(iii) To examine
how to manage conflict
(iv) To examine
those reasons why conflict is inherent in a public organization.
1.4RESEARCH QUESTIONS
(i) Can
conflict in workplace lead to achievement of organizational goals.
(ii) How will
conflict management processes bring about improve productivity, performance and
creativity between the two
parties/actors?
(iii) Why is
conflict inherent in public organization?
(iv) Is there a
relationship between “competition” and conflict.
1.5 RESEARCH
HYPOTHESES
HO: Effective
communication does not minimize conflict between management and employees.
H1: Effective
communication minimizes conflict between management and employees.
HO: Agitation for increase in salary and
allowance is not a source of conflict.
HO: Agitation
for increase in salary and allowance is a source of conflict.
HO: Lack of
teamwork among staff is not a source of workplace conflict.
HO: Lack of teamwork among staff is a source of
workplace conflict.
1.6SIGNIFICANCE OF THE STUDY
(i) The
importance of this study is to know the difference between “competition and
conflict”
(ii) It is
also important for the management to know about conflict management.
(iii) It
encourages management to iron out difference through dialogue, and other areas
of disagreement in a way to reach compromise and enthrone industrial harmony.
(iv) It reduce
unnecessary strike action.
1.7SCOPE AND LIMITATION OF THE RESEARCH
This research is based or designed to cover the labour
management relationship with particular reference to the conflict management
processes in the Health Ministry.
But, due to the fact that it is impossible to get in touch
with all the members involve, this researcher faces certain limitations such
as:
1.
Unavailability of vital information which was advised to treat with
secrecy and confidential by the board of directors (management).
2. Could be
faced with the unwillingness of workers in the organization to the researcher
due to on security
3. Financial
constraints associated with the secondary source of collecting data.
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