ABSTRACT
This research examined conflict management process in the public organisations with special reference to Federal Health Laboratory. The research adopted survey research design. Data were gathered through primary source with the aid of a well structured questionnaire. Simple random sampling technique was adopted in the selection of sample, this was used to eliminate biasness in the selection process of the respondents.
Data garnered were presented on table using percentage and the formulated hypotheses were analysed with the used of Chi-square statistical method. The result of the analysis shows that lack of team work among staff and management of the Health Ministry it the major cause of conflict, it was also found that conflict management is necessary to improve work performance, quality and productivity in the public organization.
Based on the conlusion of the analysis recommendations were proffered to the staff and management of federal health laboratory and public organizations as a whole.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE RESEARCH
In every industrial society, there are three main industrial relations actors or three parties and the first two of these actors are the employers (management) and labour (employees) continues interaction between these parties could bring both agreement and disagreement or conflict. This is of fact the two have partly congruent and partly divergent interest, it is in this vain that we often conclude that conflicts ubiquitous.
Banjoko (2002) stated that “conflict is an inevitable element of any labour management relationship”, and Gray (1994) stated also that conflict is ubiquitous and likely found in most human civilization and across historical periods.
Fagana (2002) defines conflict as a situation of disagreement between two parties. In the context of industry where this work is focusing, there parties are identified, the workers (labour), management (employers), and the state.
Industrial conflict arises between as much as within the three main actors, so that disagreement between workers and their employers exemplify industrial conflict to the extent that the issues at conflict are related to employment terms and conditions.
Conventionally, there are two forms of industrial conflict (Otobo, 1987) organized and unorganized conflict is likely to form part of a conscious strategy of change in the situation. This conflict occur at the collective or group level, implies that the employers would feel a large amount of workers involved and the effect.
On the other hand, unorganized conflict, the worker respondents to the situation in the only way open to him as an individual, usually by withdrawing from the source of discontent, sabotage and indiscipline.
Given the reality of work relationship in the content of this work (Process of conflict management) means seeking ways of coping monitoring, controlling and minimizing the undesirable tensions and disagreements, and its unpleasant consequences.
For any organization to be effective and efficient in achieving its goals, and the people in the organization needs to have a shared vision of what they are striving to achieve, a clear objective for each team/department and individuals. You also need ways of recognizing and resolving conflict amongst people so that these conflicts do not become so serious and co-operation impossible. Conflict management is the process of planning to avoid conflict where possible and organizing to resolve conflict where it does happen, as rapidly as possible.
1.2STATEMENT OF THE RESEARCH PROBLEM
The problem of this study or research can be viewed in different directions such as:
(i) Inadequate communication amongst both parties involve in conflict.
(ii) Competency of the representative of both parties to adequately fairly follow due process.
(iii) Unfavorable environment for the conflict management processes.
(iv) It should be noted that people are dynamic and have different personal perspective and ideas could also be a problem to the conflict management process.
1.3PURPOSE OF THE RESEARCH STUDY
The purpose of this study is to clearly examine the method or mechanism used by both management (employers) and labour (employees) in resolving conflict that may arise between them.
(i) It should help in the understanding and identifying the common causes of conflict.
(ii) To examine how to reduce conflict in the organization since it cannot be completely eradicated.
(iii) To examine how to manage conflict
(iv) To examine those reasons why conflict is inherent in a public organization.
1.4RESEARCH QUESTIONS
(i) Can conflict in workplace lead to achievement of organizational goals.
(ii) How will conflict management processes bring about improve productivity, performance and creativity between the two parties/actors?
(iii) Why is conflict inherent in public organization?
(iv) Is there a relationship between “competition” and conflict.