ABSTRACT
Managing
conflict is a tool for promoting peaceful co-existence between workers and
employers in any institution. This tool is a mean by which improved employee’s
performance on their jobs is achieved which in turn enhances the general
productivity of an organization. Employees within a social entity tend to
engage in various activities that develop into disagreement as a result of
differences in opinion, interest and behaviour, which negatively or positively
affect the attainment of organizational goals and objective. This study is
carried out in such a way that the result of the investigation led to how
threat of conflict in an organization can be turned to opportunity when
properly managed or resolved. A case study of Union Bank of Nigeria Plc has
been chosen for this research work. The work is divided into live chapters
starting from chapter one which present the background of the case study, the
significance, statement of the problems, statement of hypothesis purpose of the
study etc. chapter two consists of the literature review by authors in relation
to the subject under study. While chapter three introduced the methodology used
in this research work, the techniques in data collection considering the
population under study. Chapter four shows how data collected area analyzed and
presented using simple table and percentage rating to draw conclusion on the
variables investigated. At the end, chapter five gives the summary, conclusion
and recommendation of the general study. Some suggestions were prescribed to
follow for improvement of employees performance.
TABLE OF CONTENTs
CHAPTER ONE
Introduction
1.1 Background of the Study
1.2 Historical Background of the Study
1.3 Statement of the Problem
1.4 Objectives of the Study
1.5 Statement of Hypothesis
1.6 Significance of the Study
1.7 Scope and Limitations of the Study
1.8 Definition of Terms
CHAPTER TWO
Literature Review
2.1 Conflicts and its causes
2.2 Types of conflicts in organization
2.3 Intra Individual Conflict
2.4 Inter Individual Conflict
2.5 Individual and group Conflict
2.6 Causes of Conflict
2.7 Limited resources
2.8 Interdependent
Work Activities
2.9 Representation
Activities
2.10 Communication
Problem
2.11 Difference in
Perception
2.12 Organizational
Environment
2.13 Conflict
Resolution/Management
2.13.1Conflict Stimulation
2.13.2Conflict Management
CHAPTER THREE
Research Methodology
3.1 Research Design
3.2 Population Under Study
3.3 Sample size
3.4 Justification for the Sample Size
3.5 Sample Techniques
3.6 Justification for the Sample Techniques
3.7 Research Instrument
3.8 Questionnaire Administration
3.9 Justification for the Instrument
3.10 Method of Data Presentation and Statistical Analysis
3.11 Sources of data collection
CHAPTER FOUR
Data Presentation,
Analysis and Interpretation
4.1 Data Presentation and Analysis
4.2 Test of Hypothesis
CHAPTER FIVE
Summary of findings,
Conclusion and Recommendation
5.1 Summary of
findings
5.2 Conclusion
5.3 Recommendations
Bibliography
Structure of the Questionnaire
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The general view of managing conflict in a banking
institution such as Union Bank of Nigeria Plc, the principles and
sub-structures of thebanks are designed to provide the necessary vertical and
horizontal links and inter-relationship that ensure the maximum potential for
communication and understanding (Ahmed, 2002). Therefore, two parties must be
involved in every existing bank
and for the survival and effectiveness of the banking institution. The employer
and the employee must cooperate to work together for the attainment of that organizational
goal (Benjamin,
2005). Though in spite of the
strong desire that exist among the parties, there are some problems that may
arise and these can result to conflict among them. The employer may be having
interest detrimental to the employee or/and the desire of the employer and his
employee are more or less unlimited.
1.2
STATEMENT OF THE PROBLEM
In any organization, be it public, private or government
establishment, there is bound to be disagreement, misunderstanding and
contradiction from time to time. It is realized that the level of economic productivity
of any organization is measured in terms of the relationship and the capacity
to keep conflict at a reduced or minimized rate. Below are some of the problems
inherent in organization:
a.
One of the problems
facing organization is the maintenance of collusion of the organization.
b.
Lack of good
management policy, when there is no effective and efficient management policy,
there is bound to be grumbling among the workers, which eventually lead to
conflicts.
c.
Low salary earning in
an organization.
d.
Lack of effective
communication in the organization.
e.
Lack of fulfillment
of benefit equally brings about conflict in an organization.
1.3
STATEMENT OF HYPOTHESIS
Ho: Effective conflict management has no direct
impact on employees performance.
Hi. Effective conflict management has direct
impact on employees performance.
1.4
AIMS AND OBJECTIVES OF THE STUDY
The main objectives of this study are as follows: –
a.
To determine the
extent to which conflict affects job performance.
b.
To identify the
conflict factors.
c.
The identification of
major sources of conflicts.
d.
Determination of which
factors of conflict are related to job performance (physical or mental).
e.
Recommending
measure(s) for managing conflict for effective performance in an organization.
1.5 SIGNIFICANCE
OF THE STUDY
The importance of this study is to find out various
possible ways of minimizing and effectively manage conflict in order to
increase organizational efficiency. Since the country is of a total system made
up of sub – system such as compound and organization, most times, conflicts do
arise as a result of conflicting views between the workers and management. In
actual sense, this may be due to parties looking at the same issues from
different perspectives which may all be correct. There is to also study how
communication can be effectively used in organization setting, because
effective communication will bring about non-distortion of goals and peaceful
co-existence in the organization. Effective management in organization will
definitely increase the national benefits.
1.5
SCOPE AND LIMITATIONS OF THE STUDY
This project is concerned about how to manage conflict
for effective productivity in an institution. The researcher wants to know the
effect conflict has in banking institution in general and Union
Bank of Nigeria Plc in particular. In
the course of carrying out this research work, we had faced some limitations
some of which is to strike a balance between our lecture(s) time, exam period
and the time needed to visit the places required by this research work – the
place of our case study included. We had also faced the constraints of getting
information from our questionnaires as not everybody was willing to give us the
needed attention. Finally, as students, finance was one of the major
constraints considering our financial stand and the present state of the
economy.
1.6
DEFINITION OF TERMS
Various management scholars have come out with their
understanding about conflict and what its management is all about. Organizational
conflict and its management came about in an effort to study the cordiality
among people in work environment.
·
Organization:
An organization can be defined as a system of consciously coordinated
activities or forces of two or more permanent social or human system that is
structural and goal oriented.
·
Conflict:
Conflict refers to a competition and fighting for control, predominantly when
resources are scarce. Traditionally, conflicts mean disagreements,
contradictions or incompatibility between groups and individuals.
·
Management: This
is the art of getting things done through people. The Management process
includes planning, organizing, staffing, control and directing activities that
takes place in an organization to achieve goal.
·
Negotiation: This
is communication of information sharing process in which parties try to work
out their real, perceived or potential difference through agreement that
defines future behaviour.