INCREASING ORGANISATIONAL EFFICIENCY THROUGH CONFLICT RESOLUTION (A CASE STUDY OF UBA PLC ENUGU)
ABSTRACT
Conflict is an everyday occurrence in human life this study weak fried to look at an organizational conflict from a broader sense and perspective owing to the fact that organizations are made up of human beings therefore this creates way for conflicts, which is classified according to the followings, intra-individual conflict or internal conflicts within individuals, interpersonal conflicts. This has been given reasonable and dasonate attention in the subsequent chapters of this research work.
However, there are several causes of organizational conflicts. They include existence of incompatible goals, problems of status in congruities in perception and incompatible resource allocation some group of researchers believed that these structural causes are summed up and enshrined in hierarchical conflict that tends to exist between various levels of the organization.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
In the first place, intra individual, interpersonal and inter-group conflict all take place within organizations. Individuals within organizations have many conflicting organizational gross pressure operating on them. Conflict is inherent in organizational process such as;
a. The boss want more production/service
b. Subordinates want consideration,
c. Operators resist change
The rulebook suggests a formular; the staff says it will not work.
Conflict have sent many organizations to their untimely doom. Like social interaction, interactive behaviour can occur at the individual, personal, group or organizational levels. And it frequently results in conflict at each of these level in banking sector of Nigerian economy, these conflicts have left much to be desired in the activities of these banks.
Therefore with particular reference to the United Bank for African (UBA Plc), this conflict is not absence. This is because conflict is an energy day occurrence in life. Through but it is not entirely bad. This is because an organization can exploit opportunities and increase its efficiency through conflict.
Conflict can lead to innovation and change, it can energies people to activity, develop protection for something else in the organisation and be an important element in systems analysis of the organisation. Such factors indicate that conflict can be managed to work for rather than against, goal attainment in the modern organisation.
More conceptually, it has been suggested that there are four causes of organizational conflict, viz:
a. An incompatible goals situation
b. The existence of incompatible means or incompatible resource allocation.
c. A problem of status incongruities, and
d. A difference in perceptions
In the classical organisation, there are four predominant types of structural causes of conflict;
1. Hierarchical conflict between various levels of the organisation. The board of directors may be in conflict with top management, middle management may be in conflict between with supervisory personnel or there may be general conflict between management and the workers.
2. Functional conflict between functional departments of an organisation.
1.2 STATEMENT OF PROBLEMS
This study aims to lack at conflicts that exist in the United Bank for Africa (UBA) Plc Enugu and also suggest how to increase the banks efficiency through the resolutions of the conflicts.
Conflicts are the graveyard of an organisation. It then follows that any firm that toys with its conflicts resolutions or how to bring harmonic atmosphere among it’s human element is doomed to have an organizational chaos, anarchy and lawlessness which will untimely end the organisation in its grave. Therefore the need to have proper conflict resolution and tranquility in a banking industry cannot be overemphaised. Regrettably, most banking firms have neglected this thereby resulting in poor performance in the industry. For an organisation to run out of such problem and the like of chaos, anarchy, lawlessness, loss of customers patronage, poor competitive powers, conflicts needs to monitored and controlled from the point of it’s development to the point of it’s resolution.
It is a common knowledge that conflict results into stress and stress consequently has negative consequences in the organizational parlance, which might manifest as boredom, tension, withdrawal and communication breakdown. At times these may not be noticed and will instead the organisaiton to trust and believe that “all that glitters is gold”. Hence will put all it’s egg in a basket because the needed information in the current trend and direction of activities is lacked. In all these will result in lunge revenue losses to the organization.
