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CONFLICT MANAGEMENT AS A TOOL FOR ORGANIZATIONAL GROWTH AND EFFECTIVENESS (A CASE STUDY OF MASTERSON NIGERIA LIMITED, PORT HARCOURT)

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 Format: MS WORD ::   Chapters: 1 - 5 ::   Pages: 69 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   44 people found this useful

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BUSINESS ADMINISTRATION UNDERGRADUATE PROJECT TOPICS, RESEARCH WORKS AND MATERIALS

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CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

Human beings are faced with burned limitations. Part of the logic behind organizations is that man acting alone is incapable of achieving much.

Therefore, organizations provide the platform for achievement of goals look for the individual and indeed the organization. Organizations no matter how small have set goals, objectives and targets. To meet men and women either of different ethnic, religious, social and economic background, what the organization seeks to achieve is carried out and done by people.According to Okafor, et al (2007) for any organization to perform effectively, individuals and groups must establish working relationships across organizational boundaries between individuals and groups may depend on one another for information, guidance, assistance or coordinated action. But the fact remains that they are inter-dependent.

Incidentally, organizations that provide avenue for the actualization those individual and collective goals cooperation also provide the platform for disagreement, crisis conflict and confusion. Conflicts are known to occur within an organization, an individual among individuals groups and institutions with possible attendant consequences.

 According to DENAGA (1996:4) Management and labour area two seemingly legendary opportunities who are one group that often experience uneasy relationships over workers conditions of service.

Apart from the mutually compelling need to keep the business going the primary objectives of the employer and employee are diametrically in opposition.

The employer is driven by the desire to satisfy the shareholders through maximum return on investment while the interest of the employee through the union is directed towards improving the earnings and overall welfare of its members however, the thrust of this study is limited to organizational conflicts.

1.2     OBJECTIVE(S) OF THE STUDY

Drawing from the problems of the study, the objectives of this research work are as follows:

i.        To identify the effects of conflict management on the rate of turnover for organizational growth and effectiveness.

ii.       To evaluate the relationship between conflict management and decline in profit for organizational growth and effectiveness.

iii.      To ascertain the effect of conflict management on the level of waste in raw materials for the growth and effectiveness of the organization.

1.3     RESEARCH QUESTIONS

The key analytical question which the researcher has carefully formulated to aid the achievement of the research objectives is:

i.        What is the effect of conflict management on the rate of turnover in organizations?

ii.       Is there any relationship between conflict management and decline in profit.

iii.      Does conflict management have any effect on the level of waste in organizational raw materials?

iv.      What are the philosophies and perspectives of conflict? 

1.4 SIGNIFICANCE OF THE STUDY

This research project is important due to the following reasons:

i)       It serves as a reforming advice to workers regarding the need to subordinate their personal needs/goals for organizational goals.

ii)      It will help and or assist industries and other work organizations where human services are needed.

iii)     Organizational leaders may use it to reduce organizational unrest and nullify some workers among workers.

iv)     This research will also provide a reference point prospective researchers on conflict management.

v)      It will aid management to understand how to harness all the factors that will enhance efficient productivity so that there will exist a symbiotic relationship between financial and human capital. 

vi)     It provides a comprehensive indigenous approach to conflict resolutions and management.

vii)    It should be also noted that the researcher carries out this study as prerequisite for the Award of Higher National Diploma (HND) in Business Administration and management.

1.5 SCOPE OF THE STUDY

This research is set to examine N. MASTERSON NIG. LTD, Port Harcourt, the approach towards this task is establishing theoretical frame work and focusing on major issues and decisions as regard conflict management in organizations.

This research work seeks to among other; furnish us with basic understanding that can be brought to bear in evaluating the effectiveness of conflict management on the growth of organizations.

This work was exposed to a number of related book, journals, interviews, questionnaires etc for review purposes.

1.6 LIMITATION OF THE STUDY

 In the course of carrying out this study, the researcher was faced with a lot of limitations which include but not limited to;

A.      THE ATTITUDE OF RESPONDENTS: They were reluctant to give out information about the activities of the company industry.

B.      TIME: The research did not have all the time in the world as this study was combined with other day today activity like work, family, lectures, assignments, religious activities etc.

C.      FINANCE: Due to financial constraints, other business organizations in Rivers State was not covered. Despite these constraints, the study remains valid as it will provide lasting solutions to the research problems raised in the study.

1.7 DEFINITION OF TERMS

CONFLICT: This is defined as a direct confrontation between groups or individuals usually arising in situation where each side   perceives that the other is about to frustrate or has already frustrated its major interest.

COLLECTIVE BARGAINING: This can be defined as “A process where employers and managers negotiate with trade unions or their representatives so as to reach agreements on specific employment matters”.

MANAGEMENT: It can be defined as “The process of working with and through people to attain set objectives and goals”.

GROWTH:           Is a quantitative increase in the output of goods and services.

DEVELOPMENT: Is a qualitative and quantitative increase in the output of goods and services.

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