THE CONFLICT RESOLUTION AS A MEANS OF FOSTERING ORGANIZATIONAL COOPERATION AND UNITY

THE CONFLICT RESOLUTION AS A MEANS OF FOSTERING ORGANIZATIONAL COOPERATION AND UNITY

Background Of The Study

The word "organization" as used in this study refers to a collection of individuals who collaborate, such as a neighborhood association, a charitable organization, a labor union, or a company (Deir, 2016). These individuals are engaged in actions that contribute to the accomplishment of a certain purpose. Additionally, they might be individuals who gather together for a modest commercial purpose or something as sophisticated as a government department (Uchendu, Anijaobi, & Odigwe, 2019). However, such organizations are prone to conflict, since conflict is a natural and unavoidable part of human existence.

The word "conflict" elicits a range of interpretations according to the perspectives of experts from various disciplines. According to Tedeschi (2016), conflict is a condition of incompatible interaction between various actors (social entities such as people, corporate bodies, and so on), behaviors, or goals. Conflict occurs inside an organization when the goals, interests, or values of various persons are irreconcilable (Kazimoto, 2019). Conflict in organizations often emerges as a result of disagreement over a specific topic or decision made inside the organization involving interests or views. With an emphasis on organizational conflict, chadd (2015) asserted that it is the condition of being in discord or having misunderstandings as a consequence of real or perceived disagreements over needs, beliefs, resources, and relationships among the organization's members. Apparently, organizations have several interest groups or stakeholders, including management, employees, unions, and suppliers, all of whom behave in the expectation of advantage. Cooperation between groups is shown by the contribution of organizational resources necessary to develop commodities and services (Afful-Broni, 2017). Simultaneously, the rivalry for those resources is observed among them. Due to the stakeholders' diverse goals, preferences, and interests, conflict occurs inside the organization when one group attempts to maximize its own gains at the expense of another.

Additionally, a frequent cause of conflict is poor or wrong communication, which are all too typical in organizations. Additionally, organizational conflicts may be caused by personality clashes and rivalry for scarce resources (Donohue, & Kolt, 2015). Conflicts may manifest in a variety of ways inside an organization, from individual to intra- and interdepartmental, from role-based to organizational culture-based.

According to Elmagri and Eaton (2016), the occurrence of conflicts often results in undesirable circumstances and consequences such as distrust among members, communication breakdown, and, in more extreme instances, employee or impacted person renouncing roles within the organization. Before we focus only on the bad sides of conflict, it's worth noting that conflicts do have some beneficial consequences. These include a greater appreciation for one another's viewpoints, stronger bonding after conflict resolution, improved collaboration and cooperation among members, and ultimately, more lucrative outputs and results for the organization (Elmagri, & Eaton, 2016).

Additionally, management scholars have developed an interest in the influence of organizational conflict and its management on organizational performance. In this context, scholars have developed a variety of models for resolving conflict in organizations (Gross and Guerrero, 2020). Numerous studies have shown the influence of workplace conflict on organizational productivity (Jehn and Bendersky, 2015; Jehn and Mannix, 2019; Rahim 2015). Alper (2018) argues that managing conflict is a beneficial tool for an organization because it creates gaps and generates positive momentum for critical changes in the organizational structure, current behavioral aspects, attitude, and personalities, all of which contribute to increased productivity. In view of the above, the purpose of this research is to determine the influence of conflict resolution on organizational cooperation and unity.

1.2 STATEMENT OF THE PROBLEM

Conflict has become a threat in the organizational sphere. Due to the presence and increase of these conflicts, which foster distrust among organizational members and have a negative impact on company productivity and profitability, it is vital to understand the causes and nature of conflicts, as well as the conflicts for resolving them. In contemporary Nigeria, the rate at which employees quit their job owing to organizational conflicts has been a source of concern (Thakore, 2016). On the other side, the trend toward a low employment rate is the result of individuals quitting their occupations. As a result, it becomes critical to establish cooperation and unity inside an organization via effective conflict resolution and management as key components for organizations to thrive (Yusuf-Habeeb & Kazeem, 2017). Unfortunately, most organizations in Nigeria struggle to implement effective conflict management methods, which has a detrimental influence on the organization's capacity to fulfill its defined goals (Larfela, 2018). Additionally, a failure to settle conflicts effectively leads in the extension of existing conflicts and the emergence of new ones. As a result, the research focuses on organizational conflicts, their causes, and conflicts for resolving them in order to foster cooperation and unity among organizations.

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