CONFLICT MANAGEMENT STRATEGIES AND ORGANIZATIONAL PERFORMANCE OF SMALL SCALE MANUFACTURING FIRMS IN PORT HARCOURT
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Organizational performance is derived from the word job performance that means real work produced an employee within a specific time
period. Performance is a comparison between the works of the real compared to the standard set by the company (Dessler, 2000).
Performance is the quantity and quality of produced or services rendered by a person in doing the job (Luthan, 2005). Performance is the
work of behavior (Armstrong, 1999). Performance is the relationship between work and behavior. One way an organization can perform is
through conflict management strategies. Conflict occurs between people in all kinds of human relationships and in all social settings.
Because of the wide range of potential differences among people, the absence of conflict usually signals the absence of meaningful
interaction. Conflict by itself is neither good nor bad. However, the manner in which conflict is handled determines whether it is
constructive or destructive (Deutsch and Coleman, 2000). Conflict is defined as an incompatibility of goals or values between two or more
parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other (Fisher, 1990). The
incompatibility or difference may exist in reality or may only be perceived by the parties involved. Nonetheless, the opposing actions and
the hostile emotions are very real hallmarks of human conflict. Conflict has the potential for either a great deal of destruction or much
creativity and positive social change (Kriesberg, 1998). Therefore, it is essential to understand the basic processes of conflict so that; we can
work to maximize productive outcomes and minimize destructive ones. This review describes some common sources of conflict, the nature
of conflicts in modern organizations, and the general strategies of approaching conflict that are available. Organization, is it public or
private, small or big exist essentially to achieve certain economic social or political objectives. These objectives may be in form of profit
making, provision of services production of goods and increases in sales turnover etc. However these objectives can only be achieved when
human resources are employed to utilize other resources such as raw materials, machineries, money and information. (George and Jones
1996) organization is made up of different people with different attitude, beliefs, abilities and personality therefore a conflict is inevitable.
There is no organization that can effectively carry out its day to day activities without encountering some form of conflict.
Conflict is defined as an incompatibility of goals or values between two or more parties in a relationship, combined with attempts to control
each other and antagonistic feelings toward each other (Fisher, 1990). The incompatibility or difference may exist in reality or may only be
perceived by the parties involved. Nonetheless, the opposing actions and the hostile emotions are very real hallmarks of human conflict.
Therefore, it is essential to understand the basic processes of conflict so that; we can work to maximize productive outcomes and minimize
destructive ones. This review describes some common sources of conflict, the nature of conflicts in modern organizations, and the general
strategies of approaching conflict that are available.
Robbins and Judge (2009) defined conflict as ‘’ a process that begins where one party perceives that another party has negatively affected,
or is about to negatively affect something that the first party cares about’’. This is a very apt definition, emphasizing that conflict is about
perceptions, not necessarily real hard facts. It points to the emotional nature of conflict, by referring to a word like ‘’care’’, it states that more
than one party is involved and that there may be a future component attached to it.
Shapiro (2006) in relation to the above states that, conflict is a process of social interaction. It involves a struggle over claims to resources,
power, status, beliefs, preferences and desires. Darling and Walker (2007) linked this idea to the organization by stating that, even when
conflict is a natural phenomenon in social relations (as natural as harmony), it can nevertheless be managed within organizations. They add
that conflict may have both positive as well as negative consequences within the organization, the submission above blend with the fact
that, conflict can never be totally eliminated within organizations but can be efficiently managed in order to move organizations to greater
height and performance level.
Organizations, be it public or private, small or big exist essentially to achieve certain economic social or political objectives. These
objectives may be in form of profit making, provision of services production of goods and increases in sales turnover etc. however these
objectives can only be achieved when human resources are employed to utilize other resources such as raw materials, machineries, money
and information. (George and Jones 1996) organization is made up of different people with different attitude, beliefs, abilities and
personality therefore a conflict is inevitable. From the foregoing therefore, the study seeks to examine the relationship between conflict
management strategies and organizational performance of Small-scale manufacturing firms in Port Harcourt.
1.2 Statement of the Problem
Expanding industrial activities have been ascribed incompletely as casualisation of specialists (Kalejaiye, 2014). Taking the manufacturing
sector as a case, as related to the extent to which the issue can be seen.
Considering the impart of conflict in an organization and how people view the concept it becomes imperative for such a research work to be
carried out in order for the organization association and even interested public appreciate the concept. This study also seeks to explain the
effectiveness of conflict in organization and also the strategies available in managing the conflict. Numerous organizations in Nigeria are
tormented by a bunch of issues and illnesses created by wasteful and incapable administrative style or strained relationship amongst
administration and the worker’s party (Fapohunda, 2012). It is against these problems that, this study empirically evaluates the
relationship between conflict management strategies and organizational performance of Small-scale manufacturing firms in Port Harcourt.
1.3 Objectives of the Study
The aim of the study is to examine the relationship between conflict management strategies and organizational performance of Small-scale
manufacturing firms in Port Harcourt. The specific objectives of the study are to:
- Examine the relationship between competition and organizational performance of Small-scale manufacturing firms in Port Harcourt.
- Examine the relationship between relationship between collaboration and organizational performance of Small-scale manufacturing
firms in Port Harcourt. - Examine the relationship between conflict avoidance and organizational performance of Small-scale manufacturing firms in Port Harcourt.
1.6 Significant of the Study
The relevant of this study rest in the importance to stakeholders in the organization. This study will assist organizational managers on the
tools techniques to employ in managing conflict in their respective organizations in the banking industries. This study is pertinent to trade
unionist in their respective organizations. This study is justified because it will assist in the stability and relative profitability in the
organization particularly in the period of economic recession. This study will also contribute in enriching the literature in industrial relations
particularly in management sciences in general.
1.7 Scope of the Study
The study is delimited under the following headings; content scope, geographical scope and unit of analysis.
Content Scope: The content of this study involves on investigation to ascertain the relationship between conflict management strategies
and organizational performance of Small-scale manufacturing firms in Port Harcourt.
Geographical Scope: This study is delimited to Port Harcourt metropolis with reference to some selected Small-scale manufacturing firms
which include ALO Aluminium Manufacturing Co, East/West Road, Rumuokoro, Berger Paints 70, Ordinance Road, Trans-Amadi Industrial
Layout, and Energy Works Technology Ltd Nestoil Industrial Area, End of Okilo Road, Abuloma all in Port Harcourt, Rivers State.
Unit of Analysis: The unit of analysis involved the staff of the selected small and medium scale manufacturing firms at the time of the study.
Hence it is a micro level study. In carrying out an investigation of this nature the researcher must of necessity be faced with some
constraints.
The time constraints, the time frame provided for this study was short.
Financial constraints. Usually, a study of this nature involved some level of expenditure therefore; finance was also a limiting factor.
Poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study
will be discussed and lastly, poor measurement instrument.
CONFLICT MANAGEMENT STRATEGIES AND ORGANIZATIONAL PERFORMANCE OF SMALL SCALE MANUFACTURING FIRMS IN PORT HARCOURT
