IMPROVING ORGANIZATION EFFICIENCY THROUGH CONFLICT RESOLUTION AND MANAGEMENT
CHAPTER ONE
INTRODUCTION
          Ours is an age of rapid change, unrest and conflicting ideologies. Society is unsettled and individuals are apprehensive as group, nations and organized groups within the nation’s struggle for power and control over material resources and man’s mind. It is in such a world setting of tension and discourages that we view the present day relationship between labour and management in Nigeria.
In an organization, there are the owners of business who’s primary goals and objective is to maximize profit at all cost, while on the other hand, there are workers whose only weapon is this labour power with which they earn some reward usually monetarily. In other words, these two groups (the owners and workers) here their own are interest which might differ. Nevertheless, they re bound to co-operate in other to maintain and sustain the system of going concern. However, where there is no co-operation, there will be conflict. Conflict can be described as a situation of disagreement between employers, employee and employer etc. It could also be seen as the total rouge of behaviour and express opposition and divergent orientation between owners and managers on one hand, worker and the organization on the other hand.
Organization conflict is therefore a familiar characteristics of organization life.
1.1Â Â Â Â GENERAL BACKGROUND TO THE SUBJECT MATTER
It’s fundamental cause is the self interest of individuals in the organization, a self-interest which frequently manifests itself in competing objectives, philosophies or methods in associating struggles of one or more level or department to dominate the other. The presence of conflict brings change in our organization objective, if the change is in line with organization objective, than the conflict is beneficial (functional) to the organization, but if on the other hand, the conflict create disunity among functionaries in the organization this deviation from the stated organization objective, then such a conflict is dysfunctional.
