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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 for organizational development to take
place there must be proper conflict management as such, conflict management has
become indispensable in any organization or managerial setting in order to
succeed.
Conflicts
are inevitable parts of organizational life since the goals of different
stakeholders such as the employee and employers are often incompatible. Gordon
(1997) sees conflicts as the result of incompatible potential relationships,
this occurs as a result of one party perceiving that another party has impeded,
or will frustrate one or more of its concerns. Johnson (2000) views conflict as
a struggle or contest between people with opposing needs, ideas beliefs, values
or goals while Steers (1998) refers to conflicts as a process in which
individuals or groups feels that other individuals or groups have frustrated or
are about to frustrate their plans, goals, beliefs or activities.
Conflict is
a part of organizational life and may occur between individuals, between the
individual and the group and between a group.
Mayo (1949)
stated that production depends on the relationship of workers where he divided
workers into groups, that is the management and the employees. He emphasized
that there must be cordial relationship between these groups of workers before
any organizational harmony could take place or exist. He further stated that
management should always give priority to the need of other employees so that
they will have a sense of belonging and as such, increase productivity, but
that whenever, the management ignore the need of employees, there would be no
harmony and as such productivity will decrease. In a nutshell, this scholar is
emphasizing on the importance of conflict resolution or management as the
cornerstone and central dynamics of organization harmony.
This study
is on the influence of conflict resolution on the performance of an
organization. It stresses or focuses on the causes and types of industrial
conflicts as well as the important roles trade unions and other key actors in
conflict resolution play as well as the effect or influence of conflict
resolution or organization performance.
1.2 STATEMENT OF THE PROBLEM
There are
many problems facing the organization and their effects widely varies, some of
these problems includes: lack of proper welfare package for the employees,
problems of poor condition of work, high rate of labour turnover as well as
nonchalant attitude of management to workers, low workers productivity among
many others.
As a result
of these problems enumerated above, industrial conflicts may arise between
management and employees. With these statement of problems in view, the
research is focused on thorough investigation of what influence does conflict
has on workers productivity and how can conflict resolution affect or influence
workers performance?
1.3 OBJECTIVES OF THE STUDY
Conflict is
a broad topic as can be seen from the introduction and its an imperative factor
in organization harmony and performance therefore this research work will
attempt to look at the influence of conflict resolution or organizational
performance using Kaduna State civil service as a case study with a view to proffering
some solutions to industrial disputes or conflicts.
The
following are the objectives of this study:
1. To examine the influence of conflict
resolution and management in promoting and enhancing organizational
performance.
2. To identify resolution mechanism,
introduced by Kaduna state civil service in the resolution and management of
conflict
1.4 STATEMENT OF THE HYPOTHESIS
This study
formulated the following hypothesis:
Ho: Conflict resolution and management do not
have significant influence on organizational performance
Hi: Conflict resolution and management have
significant influence on organizational performance.
1.5 SIGNIFICANCE OF THE STUDY
This study
is significant for the following reasons:
i) It is an attempt to bring into light the
problems faced by the civil service in Nigeria most especially before and
during strike action.
ii) The findings of this study is also
significant to employee associations, trade unions, employers union, labour
ministry, organizations and the society at large.
iii) It is an avenue for assessment of all the
machineries put in place by the government to help in maintaining industrial
peace in the Kaduna state civil service.
iv) Practicing managers will also find this study
rich and ideal reference material as it recognizes ways and tools to tackle
problem of industrial conflict management in public organizations.
v) It is imperative to study the role of
Kaduna state civil service realizing the important part the workers and trade
union play in national integration.
vi) Finally, to those in the academia and
conflict researchers, this study will serve as a spring board for further
investigation.
1.6 SCOPE OF THE STUDY
Industrial
conflicts remains a problem that deserves to be minimized. This study will be
restricted to the causes, effects or influence, and types of conflicts on
organizational performance.
Therefore,
this project is intended to examine the possible causes of civil service unrest
and also look at what influence does conflict resolution have on the
performance of public organizations. The study will source its data from the
target respondents who are civil servants in Kaduna state and as well use
secondary sources of data such as textbooks, journals and internet.
1.7 HISTORICAL BACKGROUND
The
historical background of Kaduna state civil service can be traced to the
defunct northern Nigerian regional public service which was itself an off-shoot
of the public service of Nigeria and southern Cameroon which originated from
the colonial service or the united kingdom.
Kaduna state
formally known as north central state public service commission was created in
1954 along with the premier’s office and the minister of home affairs. The public
service known before now was replaced by the civil service commission
established in 1974 the Kaduna state civil service commission now operates in
line with the reforms which came into being in 1986 under the regime of General
Ibrahim Babaginda. The reform was designed to resolve the uncertainty in the
role of the political head and that of his chief civil service leader and to
infuse new life into the civil service giving it purpose and direction thereby
overhauling it to make it more efficient and effective.
Kaduna state
civil service which comprises all staff working under the state including
ministries and local governments of the state. Kaduna state civil service is
headed by the head of the state civil services permanent secretaries, directors
and others etc.
1.8 DEFINITION OF TERMS
EMPLOYEE:
This refers to any worker or persons that is employed by another person,
organization or government.
EMPLOYER:
This means a person, industry company, organization or government that pay
people to work for them.
CIVIL
SERVICE: This refers to workers of all grades (skilled and unskilled) who are
gainfully employed in any organization belonging to the government or
government agency or service other than the military.
MANAGEMENT:
Those who coordinate and control resources towards achieving the objectives of
an organization. This involves planning, organizing, coordinating and
controlling the activities of the organization.
INDUSTRIAL
CONFLICT: This refers to a conflict or dispute or difference of opinion between
management and involves or employees on the terms of employment or other work
related factors.
LABOUR/MANAGEMENT
RELATIONSHIP: This refers to the process by which employers refers to the
process by which employers and employees relate regarding the terms and
conditions of employment.
COLLECTIVE
BARGAINING: Is the process that involves the negotiation, drafting,
administration and interpretation of a written agreement between employees of a
union for a specific 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 existence and agreement between
employers and employees in productivity.
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