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An Appraisal of the Nature and Framework for Management of Organisational Conflict

An Appraisal of the Nature and Framework for Management of Organisational Conflict

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DEDICATION

This research material, titled “An Appraisal of the Nature and Framework for Management of Organisational Conflict” is dedicated to God for His boundless grace and guidance. It is also a tribute to all computer enthusiasts whose contributions made my research journey smoother and enriched my documentation process, making the experience truly fulfilling.



ACKNOWLEDGEMENT

I am profoundly grateful to everyone who contributed to the successful completion of this project. I am especially grateful to my Supervisor (Name), the Head of Department (Name), and the Lecturers in the Department of Human Resource Management (HRM) for their invaluable guidance and support. I also acknowledge the contributions of authors and scholars whose works on An Appraisal of the Nature and Framework for Management of Organisational Conflict provided essential insights. Special thanks go to my study area (and any funding organizations, if applicable) for their financial assistance. I am equally thankful to stakeholders, including mentors, teachers, and colleagues, for their encouragement and support. Finally, I deeply appreciate my family and friends for their patience and unwavering support throughout this journey. Your contributions have been instrumental in making this research a reality.



TABLE OF CONTENTS

PRELIMINARY PAGES

CHAPTER ONE

INTRODUCTION

    CHAPTER TWO

    LITERATURE REVIEW

    • 2.1 Introduction
    • 2.2 Conceptual Review
    • 2.3 Theoretical Framework
    • ⋮
    • 2.4 Empirical Studies
    • 2.5 Research Gaps
    • 2.6 Summary of Literature Review

    CHAPTER THREE

    RESEARCH METHODOLOGY

    • 3.1 Introduction
    • 3.2 Research Design
    • 3.3 Population of Study
    • 3.4 Sampling and Sampling Technique
    • 3.5 Validation of Research Instrument
    • 3.6 Method of Data Collection
    • 3.7 Method of Data Analysis
    • 3.8 Questionnaire Administration
    • 3.9 Ethical Consideration
    • 3.10 Statistical Analysis

    CHAPTER FOUR

    DATA ANALYSIS, RESULT AND DISCUSSION

    • 4.1 Introduction
    • 4.2 Presentation and Analysis of Data
    • 4.3 Re-statement of Research Questions
    • 4.4 Test of Hypotheses
    • 4.5 Discussion of Findings

    CHAPTER FIVE

    SUMMARY, CONCLUSION AND RECOMMENDATION

    • 5.1 Introduction
    • 5.2 Summary of Findings
    • 5.3 Conclusion
    • 5.4 Recommendation
    • 5.5 Suggestion for Further Study

    REFERENCES

    APPENDIX A - “QUESTIONNAIRE”


    ABSTRACT

    The study provides an appraisal of the nature and framework for the management of organizational conflict. It proffers a structural study of the nature of organizational conflict and its effect elucidates the nature and framework for the management of organizational conflict. The study provides an appraisal of the process of conflict management and resolution as fundamental for peace and industrial harmony.A case study is conducted on the nature and framework for the management of organizational conflict in the ogun state civil service.


    An Appraisal of the Nature and Framework for Management of Organisational Conflict

    CHAPTER ONE

    Introduction

    1.1 Background Of The Study

    An organizational conflict has been viewed as a perceived condition that exist between parties in which one or more of the parties perceives goal incompatibility and some opportunity for interfering with the goal attainment of others.

    There are three proposition about conflict as observed by Albanese (1998).These propositions are that conflict arises within a context of interdependence; conflict can occur or grow out of the similarities of the requirements of organization members. Managing conflict requires both the reduction and stimulation of the level of conflict. For more understanding of the resolution of industrial conflict, there is the need to throw more light on the conflict process. Albanese (1998) posits that conflict is a dynamic process in nature.It also means that conflict involves an element of time sequence and a series of events rather than a discrete event that occurs at one moment. Further more, according to kilman and Thomas (1978), as quoted in Albanese(1998), the process models of behavior place the parties in conflict in a temporal sequence of events, And behavior is assumed to be directly.

    Influenced by preceding events and anticipation of subsequent events. Knowing how to manage and cope with conflict as observed by Albanese(1998), is a skill of increasing importance to managers. This view is true because of a variety of forces, operating within and outsides the organisations that make conflict a more probable dimension of managerial problems. Basically conflict can affect all components of job performance; such as role perception,abilities and skill, motivation, and the situational context.

    Mary Parker Follett as quoted in Albanese (1998), proposed three main ways of dealing with conflict such as domination, compromise, and integration. Accordingly domination is regarded as a style used by someone operating from a position of power. This is a style regarded these days a win-lose style. On the other hand, integration style is the win –win style of managing conflict. The style involves the use of creative,problem- solving approach to conflict management. Compromise indicates creating a situation for the parties in conflict to partake in share of some win and losing.

    In modern times there is two dimensional approach to management of organizational conflict. In essence, therefore ,the approach is viewed. In terms of two dimensions; one represents a persons degree of concerns for his or her own interest or goals. The other represents the persons degree of concern for the other persons interest or goals. This is a simplistic view of the modern approach to the management of organizational conflict, there are five basic conflict- management styles consisting of competition, avoidance,accommodation,compromise,and collaboration.

    Therefore the research seek to proffer an appraisal of the nature and framework for the management of organizational conflict.

    1.2 Statement Of The Problem

    An organizational conflict has been viewed as a perceived condition that exist between parties in which one or more of the parties perceives goal incompatibility and some opportunity for interfering with the goal attainment of others.

    Organisationalconflict seems to be a condition that is unavoidable in view of changing economic realities. Workers must always make demands and sometimes agitate over management policy viewed as against the interest of the workers.

    However many organization do not anticipate neither evolve a framework for the managing of this conflict. These as a result affect the progress of work and peace in the organization.An organization devoid of industrial peace and harmony cannot achieve its set goals and objectives neither enhance worker productivity. Therefore the problem confronting this research is to provide an appraisal of the nature and framework for management of organisational conflict with a case study of the Ogun state civil service.

    1.3 Research Question

    1. What is the nature of organizational conflict?
    2. What is the nature and framework for the management of organizational conflict?
    3. What is the nature and frame work for the management of organizational conflict in the ogun state civil service

    1.4 Objectives Of The Research

    1. To determine the nature of organizational conflict
    2. To determine the nature and frame work for the management of organizational conflict
    3. To determine the nature and frame work for the management of organizational conflict in the ogun state civil service

    1.5 Significance Of The Research

    The research shall provide the guiding principle for the development of a framework for the management of organisational conflict.

    It shall also serve as a veritable source of information for managers and union leaders.

    1.6 Statement Of The Hypothesis

    1. Ho: The level of conflict in the ogun state civil service is low
      Hi: The level of conflict in the ogun state civil service is high
    2. Ho: Framework for the management of conflict is not given significant attention in ogun state civil service
      Hi: Framework for the management of conflict is given significant attention in ogun state civil service
    3. Ho: The impact of the framework for the management of organizational conflict inogun state civil service is low
      Hi: The impact of the framework for the management of organizational conflict is inogun state civil service is high

    1.7 Scope Of The Study

    The study focuses on the appraisal of the nature and framework for the management of organizational conflict

    It provides a structural study on the nature of organizational conflict and proffer guiding principle for the management of organizational conflict.

    1.8 Definition Of Terms

    Organisational Conflict Defined

    An organizational conflict has been viewed as a perceived condition that exist between parties in which one or more of the parties perceives goal incompatibility and some opportunity for interfering with the goal attainment of others.

    Competition Defined

    This approach involves high assertiveness and low on competitiveness.The style is essentially power oriented and approaches conflict in termsof a win-lose strategy.

    Avoidance Defined

    Albanese (1998) posits that an avoidance style may reflect the failure to address important issues and a tendency to remain neutral when there is a need to take a position and therefore, of no value as a model of managing conflict

    Accommodating Defined

    The accommodating style portrays low position on assertiveness and high consideration for cooperativeness. Accordingly, Albanese (1998) posits that

    A person who uses an accommodating style as the primary approach to conflict management may be showing too little concern for his personal goals. This can lead to loss of influence and andrecognition, Nevertheless, the style may be employed for gaining acceptance and affiliation.

    Compromise

    The style involves considering expediency above principles as regards seeking short term solutions at the expense of longterm objective.

    Collaboration

    The collaborative approachinvolves the position of high assertiveness and high cooperativeness in terms of personal goals and the goals of others respectively.

    …

    CHAPTER TWO

    2.0 Literature Review

    2.1 Introduction

    This chapter focuses on the review of related literature. A literature review includes the current knowledge as well as theoretical and methodological contributions to a particular topic. It documents the state of the art with respect to the topic you are writing. It surveys the literature in the topic selected. In this research work the literature review includes the conceputal review, theoretical framework, the review of related literature …

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