AN EXAMINATION OF CONFLICT MANAGEMENT'S EFFECT ON ORGANIZATIONAL PRODUCTIVITY
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- Recommended for : Student Researchers
- NGN 3000
BACKGROUND TO THE STUDY
Because today's businesses are confronted with a wide range of conflicting situations, the term "conflict" has become ubiquitous. Conflict is widespread in human society and pervades all types of businesses, both for profit and non-profit. It can occur among employees in a company or even inside an individual's personality (Yusuf et al., 2014). As a result, one of the most challenging challenges a manager encounters is disagreement. Conflict is defined as "a condition of discord between incompatible or contradictory personalities, values, or interests; a clash" by the American Heritage College Dictionary. "Conflict is a process in which one party thinks that its interests are being contested or negatively harmed by another party," according to a current definition of conflict (Sirajul et al., 2014)..
In the second meaning, the word perceived is used to emphasize that the root of a dispute might be genuine or imagined. Conflict may also refer to a difference of opinion or agreement between two persons or organizations attempting to accomplish the same goal, prompting one of the parties to believe that his or her efforts are being hampered or challenged by the other. When disagreement is handled improperly, it can lead to conflict, causing psychological dissonance between people (Usoro et al., 2014).
Conflicts arise as a result of today's dynamic condition of affairs in organizations and society as a whole. In this approach, we may argue that the relevance of conflict in organizations is becoming more widely recognized. According to a recent survey, managers spend a significant amount of time dealing with conflict, and conflict management has become increasingly important to their effectiveness, particularly in the area of organizational productivity. As a result, we can conclude that conflict is both inevitable and important in the human process (Zafar et al., 2014).
To re-engage it, conflict was formerly considered as evil and associated with violence, destruction, and irrationality. By this meaning, "conflict" has a negative connotation and should be avoided. The lack of conflict in an organization is proof of success in the status quo interest to the "traditionalist," yet the presence of conflict in an organization reveals that a well-managed organization has a high level of co-operation. As a result, we may argue that managing conflict is preferable to eliminating it. In this approach, one might agree that, as people become more aware, conflict offers a variety of advantages as well as downsides (Yusuf et al., 2014).
As a result, rather than being removed, it must be controlled. Conflict is a natural and unavoidable occurrence in all groups and organizations, and conflict is a normal and natural outcome of human contact, according to numerous principles regarding conflict and human relations: n organizational contexts, but they're complicated, and it can happen for a variety of causes. Internal stress caused by the individual and overlaps with the workplace, conflicting expectations among employees, employee groups and values, and so on. With these, human relations come out with the concept that conflict does not have to be bad, but rather may be a good force in deciding organizational productivity, therefore it is inescapable (Sirajul et al., 2014).
Organization in a different way is a life philosophy. It satisfies a wide range of emotional, spiritual, intellectual, and economic demands. Organizations were created and established by man to help him transcend his own constraints.
Organizations are divided into two types: 1. formal organizations and 2. informal organizations.
2. Non-formal association
An organization with a well-defined structure that defines its authority, power, accountability, and responsibility is referred to as a format organization. A loosely organized, fluid, and poorly defined organization is known as an informal organization.
Conflict between supervisors and subordinates, supervisors of the same rank, and so on is common in organizations. The solution, on the other hand, is objective and competent at creating an environment in which the two sides may work together to find a solution.
1.2 STATEMENT OF THE PROBLEM
The key difficulty for today's managers is to recognize and learn how to respond constructively and creatively to conflict at all levels and throughout the organization's many different departments (Zafar et al., 2014).
If conflict is not properly managed, it can lead to issues with job satisfaction and organizational commitment, resulting in a hostile work environment, strikes, labor disputes, and unrest, as well as distress on the part of the organization and obstructing the achievement of organizational goals and objectives (Usoro et al., 2014). The study will concentrate on how to properly handle conflict in order to avoid these issues.
1.3 OBJECTIVES OF THE STUDY
The major objective of this study is to investigate the effects of conflict management on organization productivity. Other objectives include:
1. To examine the impact of conflict on organizational productivity
2. To examine the nature of conflict on employee job commitment
3. To find the means of managing conflict with the organization
4. To examine the different types of conflict and its impacts on organizations
5. To emphasized the relationship between conflict and the organizational productivity
6. To examine the causes, sources and solution of conflict in business organization
1.4 RESEARCH QUESTIONS
For the purpose of this study the following research questions- were formulated to guide the study:
1. How can conflict lead to organizational decline in productivity level?
2. What are the general effects of conflict on organization performance?
3. What bring about conflict in an organization?
4. How can conflict be effectively managed in an organization in order to increase productivity?
1.5 RESEARCH HYPOTHESES
Hypothesis 1
HO - Conflict management does not have any significant effect on organizational productivity.
Hi - Conflict management has significant effect on organizational productivity.
Hypothesis 2
HO - Implementation of conflict management policies does not have significant effect on productivity.
Hi- Implementation of conflict management policies has significant effect on productivity.
Hypothesis 3
HO - Intelligent cooperation as a result of effective communication will not boost productivity
Hi - Intelligent cooperation as a result of effective communication will boost productivity
1.6 SIGNIFICANCE OF THE STUDY
The importance of the study is to look at the impact of conflict management in the organization. It is hope that the findings and recommendations would be useful to both public and private organizations. This study will help managers in exploring the benefits realization that conflict can bring to any organization, using NAHCO as a mirror.
1.7 SCOPE OF THE STUDY
A general survey has revealed that much attention has not been given to the impact of conflict on organizational productivity in this country and most especially managers, despite the fact that the effect of conflict is inevitable and universal in the society. However, this project aims at looking into these problems, most especially in large organizations and to see the achievement so far and also make: the necessary recommendation.
1.7 LIMITATION OF THE STUDY
There are some limitations faced by the researcher during the course of this study. Limited time and financial challenge were some of the limitation encounter by the researcher.
1.8 OPERATIONAL DEFINITION OF TERMS
Behaviour: This is the way a person responds to a situation or stimulus.
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.
Communication: It is primarily a mechanical process, in which a message is constructed and encoded by a sender, transmitted through some channel, then receive and decoded by a receiver.
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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