EVALUATION OF ORGANIZATIONAL CONFLICT AND IMPLICATIONS TO THE ACHIEVEMENT OF INDUSTRIAL OBJECTIVES (A CASE STUDY OF ADMINISTRATIVE STAFF UNION UNICEM

EVALUATION OF ORGANIZATIONAL CONFLICT AND IMPLICATIONS TO THE ACHIEVEMENT OF INDUSTRIAL OBJECTIVES(A CASE STUDY OF ADMINISTRATIVE STAFF UNION UNICEM

TABLE OF CONTENTS

Cover page      –      –      –      –      –      –      –      –       –      i

Title page        –      –      –      –      –      –      –      –       –      ii

Certification    –      –      –      –      –      –      –      –       –      iii

Declaration     –      –      –      —     –      –      –      –       –      iv

Dedication       –      –      –      –      –      –      –      –       –      v

Acknowledgement   –      –      –      –      –      –      –       –      vi

Abstract   –      –      –      –      –      –      –      –      –       –      vii

Table of Contents    –      –      –      –      –      –      –       –      viii

CHAPTER ONE – INTRODUCTION

 

• Background of the Study –      –      –      –       –      –      1
• Statements of Problems – –      –      –      –       –      4
• Research Objectives –      –      –      –       –      –      6
• Research Questions – –      –      –      –      –       –      6
• Research Hypothesis –      –      –      –      –  –      –      7
• Significance of the study –      –      –      –      –  –      7
• Scope of the Study –      –      –      –      –      –  –      8
• Limitations of the Study –      –      –      –      –  –      9
• Definition of Terms –      –      –      –      –      –  –      9

 CHAPTER TWO – REVIEW OF RELATED LITERATURE

2.0 Introduction      –      –      –      –      –      –      –       –      12

2.1 The Concept of Organizational Relations  –      –       –      –      12

2.2 Parties to the Organizational Relations System       –      –      –      15

2.3 The Concept of Organizational Conflict     –      –       –      –      18

• Conflict Perspective/Views –      –      –      –       –      23
• Sources of organizational conflict –      –      –       –      –      29
• Organizational conflicts and industrial objectives –      –      35

2.7 Organizational Conflicts Resolution and Methods       –      –      42

2.8   Theoretical Framework    –      –      –      –      –       –      50

CHAPTER THREE – RESEARCH METHODOLOGY AND DESIGN

3.0 Introduction      –      –      –      –      –      –      –       –      53

3.1   Area of Study  –      –      –      –      –      –      –       –      53

3.2   Research Design     –      –      –      –      –      –       –      54

3.3   Population of the study   –      –      –      –      –       –      55

3.4   Sample Size and Sampling Technique    –      –       –      55

3.5 Methods of Data Collection       –      –      –      –       –      58

3.6 Description of Instruments       –      –      –      –       –      59

3.7 Methods of Data Analysis  –      –      –      –      –       –      59

CHAPTER FOUR – DATA PRESENTATION ANALYSIS AND INTERPRETATION

4.0   Introduction    –      –      –      –      –      –      –       –      61

4.1   Data Presentation and Analysis      –      –      –       –      61

4.2   Test of Hypotheses  –      –      –      –      –      –       –      78

4.3   Discussion of Findings     –      –      –      –      –       –      81

CHAPTER FIVE – SUMMARY CONCLUSION AND RECOMMENDATIONS

5.0 Introduction     –       –      –      –      –      –      –                            –       82

5.1   Summary of Findings-     –      –      –      –      –       –      82

5.2   Conclusion      –      –      –      –      –      –      –       –      84

5.3 Recommendations  –      –      –      –      –      –     –      85

REFERENCES

APPENDICES

CHAPTER ONE

INTRODUCTION

• Background of the Study

Every organization has its major aim of operation or existence, which it must strive to achieve no matter the challenges of the environment.  Business organizations for example strive to achieve the goal of maximizing profit through hardworking. Likewise, trade unions also have the sole aims of their existence, which among others includes protection and sustainability of their member’s welfare etc.

In order to attain these objectives trade unions employ various approaches and strategies on different occasions.  One of such approaches is organizational conflict or organizational action. This approach is often adopted in response to employees or worker generates.They are used to put pressure on government or employees.

Organizational conflict is regarded as a work stop page caused by the mass refusal of employees to work which is aimed at forcing the employees demand (Armstrong (2004).Although organizational conflict may portend negative signal for economic and political development, it nevertheless could be a necessary catalyst for growth and development, especially in the area of improvement in the standard of living of the employees.

Adesola (2004), considers organizational conflict as an important Feature of capitalist societies, whose profit maximization is the central objective of investor and organizational organizations.  This therefore means that the majority of workers in capitalist economic live at the level of substance, hence their ability to improve their economic and social conditions lies in their utilization.

Over the years, organizational conflict has continued to increase with workers demand for improved condition of work and wages. And management most times would not accurately satisfy the needs and requests of employees even in the face of economic recession.The most significant aspect of organizational conflict is strike action. In practice however, it has been difficult to separate strike form other forms of expression of organizational dispute.

Section 2(9)of the Organizational Dispute Act cited in Aremu.et al(2015), defines strike as cessation of work by a body of person employed in any industry acting in combination, a concerted refusal or a refusal under a common understanding of numbers of persons who are or have been so employed to continue to work or to accept employment.

Each time strike occurs, substantial man-lvur lost, a good example was the first general strike of 1945, the 1993 Asus strike which University in the country is closed for couple of months thereby causing set back in the testing industrials. Trade unions like the Administrative staff of Universities have been successful to some extent in achieving their objective through organizational conflict.

It is in this context that this research inches to assess the implication of organizational conflict on the achievement of trade unions objectives in both private and public sectors in Nigeria and how management policies/decision are influenced by workers through the representative (trade unions) to the effect of harmonizing management policies in the trade unions objectives, thereby

Enhancing good organizational relations, peace and lemony in the place of work.

1.2  Statements of Problems

The unstable organizational relations climate in Nigeria leaves much to be desired. The situation has resulted in all time record of lost of making hour’s unprecedented work stoppage almost in all establishments. There has been frequent organizational disharmony among the employer and the employees, arising from lack of the employees. The prevailing organizational dispute in the Nigerian tertiary industrials has been so alarming with an in desirable Effect on students.

The action and counter action of the Administrative staff unions of the universities and polytechnic staff union towards insensitive attitude of their employers have led to frequent organizational action by the union.

These means that re-molded to strike as the last resort to balance the flows between their members and the management (employees) when the bargaining and consultation fail to yield desirable result. This implies that management that the only language understand by the management of the universities and polytechnics is strike action. Furthermore, it is indisputable that the agitations of administrative staff union of universities are to foster the adequate condition of service which would go a long way in stimulating advantageous atmosphere for students to accomplish the prerequisite curriculum objectives.

It is also the objectives of the union to offer effective job performance, thereby fostering discipline qualitative education in campus.

It is not certain however, if member of non – academic staff of universities, have achieved their objectives satisfied through organizational conflict.

• Research Objectives

The following shall constitute research objectives for the study:

1. to find out the possible Sources of organizational conflict in an organization
2. To determine ways in which organizational conflict hinders the achievement of industrials objectives.
3. To ascertain the implication of organizational conflict on any industrials.
4. To examine how organizational conflict can be prevented and resolved.

1.4 Research Questions

In the course of this study, this research work formulated the following research questions:

1. Dose the study of organizational conflict ideology possible Sources of organizational conflict in an industrial?
2. Does organizational conflict in any way hinders the industrial achievement its objectives?
3. Do the implications of organizational ascertain the achievement of industrials objectives?
4. Can the study of organizational conflict provide solutions to organizational conflict on industrials?
   • Research Hypothesis

For the purpose of this study, a researcher formulated the following hypothesis, starting them in null and alternate form.

1. Ho: there is no significant relationship between organizational conflict and industrials objectives.

Hi: there is a significant relationship between organizational conflict and industrials objectives.

1. Ho: organizational conflict does not have any implication to the achievement of the industrials objectives.

Hi: organizational conflict has implication to the achievement of the industrial objectives.

• Significance of the study

This research work will be relevant to the management and employees of every business organizations whether public or private. It will also be of great importance to various government agencies, academics, potential and future research in the area of study.

The result of finding of this study would equally reveal new management and trade unions can cooperate to enhance the achievement of the industrial objectives. It will provide the basis for industrials achievement of its objectives for a better organizational relationship. It is also believed that, findings of this study will provide a framework for management and unions to relate for increase productivity and better condition of service.

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ORGANIZATIONAL CONFLICT AND IMPLICATIONS TO THE ACHIEVEMENT OF INDUSTRIAL OBJECTIVES (A CASE STUDY OF ADMINISTRATIVE STAFF UNION UNICEM