ASSESSMENT OF THE INFLUENCE OF CONFLICT RESOLUTION ON THE PERFORMANCE OF PUBLIC ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The assessment of conflict management on organization harmony cannot be over-emphasized as it has become a virtual tool used in promoting organizational development. Certainly, proper conflict management is required for organizational development to occur; as such, conflict management has become indispensable in any organization or managerial setting in order to succeed.
Conflicts are an unavoidable part of organizational life because the goals of various stakeholders, such as employees and employers, are frequently incompatible. According to Gordon (1997), conflicts arise as a result of incompatible potential relationships, with one party believing that another party has hampered or will frustrate one or more of its concerns. According to Johnson (2000), conflict is a struggle or contest between people who have opposing needs, ideas, and beliefs. Mayo (1949) stated that production is dependent on worker relationships, and he divided workers into two groups: management and employees. He emphasized that before any organizational harmony can occur or exist, these groups of workers must have a cordial relationship. He also stated that management should always prioritize the needs of other employees in order for them to feel a sense of belonging and thus increase productivity, but that when management ignores the needs of employees, there will be no harmony and thus productivity will decrease. In a nutshell, this scholar emphasizes the significance of conflict resolution or management as the foundation and central dynamics of organizational harmony.
1.2 STATEMENT OF THE PROBLEM
There are many problems confronting the organization, and their effects vary widely. Some of these problems include: a lack of a proper welfare package for employees, problems with poor working conditions, a high rate of labor turnover, a nonchalant attitude of management toward workers, and low worker productivity, among many others.
As a result of the aforementioned issues, industrial conflicts between management and employees may arise. With these problems in mind, the research focuses on a thorough investigation of what impact conflict has on worker productivity and how conflict resolution can affect or influence worker performance.
1.3 OBJECTIVES OF THE STUDY
As can be seen from the introduction, conflict is a broad topic, and it is an important factor in organizational harmony and performance. As a result, this research will attempt to examine the impact of conflict resolution or organizational performance using the Kaduna State civil service as a case study, with the goal of proposing some solutions to industrial disputes or conflicts.
The following are the study’s objectives:
1. To investigate the role of conflict resolution and management in promoting and improving organizational performance.
2. To identify the resolution mechanism introduced by the Kaduna state civil service in conflict resolution and management.
1.4 THE HYPOTHESIS STATEMENT
The following hypothesis was developed in this study:
Ho: Conflict resolution and management have little impact on organizational performance.
Hi: Organizational performance is significantly influenced by conflict resolution and management.
1.5 SIGNIFICANCE OF THE STUDY
This research is important for the following reasons:
I It is an attempt to bring to light the problems confronting Nigeria’s civil service, particularly before and during strike action.
ii) The study’s findings are also important to employee associations, trade unions, employers’ unions, labor ministries, organizations, and society at large.
iii) It is a venue for evaluating all of the machinery put in place by the government to aid in the maintenance of industrial peace in the Kaduna state civil service.
iv) Practicing managers will also find this study valuable and useful as it identifies methods and tools for addressing the problem of industrial conflict management in public organizations.
v) It is critical to investigate Kaduna’s role.
1.6 SCOPE OF THE STUDY
Industrial conflicts continue to be a problem that must be addressed. The scope of this research will be limited to the causes, effects, or influence, and types of conflicts on organizational performance.
As a result, the purpose of this project is to investigate the potential causes of civil service unrest as well as the impact of conflict resolution on the performance of public organizations. The data for the study will come from the target respondents, who are civil servants in Kaduna state, as well as secondary sources such as textbooks, journals, and the internet.
1.8 DEFINITION OF TERMS
EMPLOYEE: This refers to any worker or persons that is employed by another person, organization or government.
EMPLOYER: A person, business, organization, or government that pays people to work for them.
CIVIL SERVICE: Workers of all grades (skilled and unskilled) who are gainfully employed in any organization belonging to the government, government agency, or service other than the military are considered to be in the civil service.
MANAGEMENT: Those who coordinate and control resources in order to achieve an organization’s goals. This entails organizing, coordinating, and controlling the organization’s activities.
INDUSTRIAL CONFLICT: A conflict or dispute or difference of opinion between management and employees regarding employment terms or other work-related factors.
LABOR/MANAGEMENT RELATIONSHIP: This refers to the process by which employers and employees relate regarding the terms and conditions of employment.
COLLECTIVE BARGAINING: The process of negotiating, drafting, administering, and interpreting a written agreement between union employees for a set period of time.
TRADE UNION: Trade union is a group of workers with the ideology and believe who come together to negotiate with employers about wages, working conditions and other work related matters.
ORGANIZATIONAL HARMONY: This is the ideal state of peaceful coexistence and productivity agreement between employers and employees.
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