CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF STUDY
For the purpose of clarity and understand it is imperative that the introductory part of this project approach the type by giving definitions of the subject of the project work.
Roder and Rogers (1973) defined the term organization or industrial activities as a stable system of individuals who work together to achieve through a hierarchy of ranks and division of labour a common goals, while on the other and Gray (1980) defined conflicts as a behaviour by one person or group of persons that is purposely designed to inhibit the attainment of goal by another person or a group of person or when one person or a group of persons deliberately interferes with the aim of denying the other goal achievement.
However, one should be careful not to confuse conflict with competition and so often the two has been interchangeable but by definitions of the two can be viewed differently.
Conflict takes place when individuals or group have incompatible goals but do not interfere with each other as they both try to attain their respective goal while competition occurs when individuals or groups have incompatible goals and they interfere with each other as they try to attain the respective goals.
In home parents suppress conflict by telling their children to stop fighting. In schools, teachers are assumed to have correct answers and exams are checked to see whether students are deviating from these. Most churches stress brotherhood and peace and not conflict.
1.2 STATEMENT OF THE PROBLEM
It has been established that conflict has been with man since beginning of mankind and has no doubt a negative impact on the administrative of personnel polices and programme. The existence hinders the said industry from achieving its set objectives no matter which ever way one may want to view it, either from the point of the employee or the employee, it is assumed that conflict is an unhealthy development towards the attainment of industrial goal. The case of ANAMMCO is viewed from the following perspectives:
1) The effect of labour- Management conflict in ANAMMCO
2) Types of conflicts and their effect on personnel management
3) The sources of industrial conflict
4. Industrial conflict resolution technique.
1.3 OBJECTIVE OF THE SRUDY
As conflict is considered a major set-back in the administration of personnel policies and programmes and also an unhealthy development to the performance of an industry and due to the unhealthy development in ANAMMCO which resulted in poor out-put and performance in its activities, it is the objective of this study to:
1. Examination the various type of industrial conflict in ANAMMCO
2. Ascertain the effect of labour management conflict in ANAMMCO
3. Investigation the sources of the conflict and proffer solutions to them.
4. Find out various industrial conflict resolution techniques.
1.4 RESEARCH QUESTIONS
1. To what extent does the various types of industrial conflict affect personnel management.
2. To what extent does labor management conflict disrupt activities of ANAMMCO
3. To what extent does ineffective communication and role function trigger off industrial conflict.
4. To what extent are the various conflict resolution techniques applied in ANAMMCO.
1.5 HYPOTHESIS
H0: There is no significant different between the senior and junior staff of ANAMMCO on the elements that hampers smooth personnel management.
H1: There is significant different between the senior and junior staff of ANAMMCO on the elements that hampers smooth personnel management.
H0: There is no significant different on the aspect of labour management conflict that disrupts activities in ANAMMCO.
H1: There is no significant different on the aspect of labour management conflict that disrupts activities in ANAMMCO.
H0: There is no significant different between junior and senior staff that makes ineffective communication and role conflict trigger off industrial conflict.
H1: There is no significant different between junior and senior staff that makes ineffective communication and role conflict trigger off industrial
conflict.
H0: There is no significant different between collective bargaining as the technique used in resolving industrial conflict in ANAMMCO.
H0: There is no significant different between collective bargaining as the technique used in resolving industrial conflict in ANAMMCO.
1.6 SIGNIFICANCE OF THE STUDY.
The following of this research work is expected to contribute to the following.
1. Help ANAMMCO workers appreciate the destroying effect of industrial conflict on personnel management.
2. Provide suggestions to avert labour management conflict in ANAMMCO.
3. Provide suggestion to various sources of industrial conflict.
4. Provide basic information in industrial conflict resolution techniques.
1.7 DEFINITION OF TERM
Throughout the research, certain terms were used. For the purpose of this work, the following terms used in this work should be taken to mean.
CONFLICT
This is a behaviour by one person or group of persons purposely to inhibit the attainment of goal by another person.
PERSONNEL MANAGEMENT
This deals with brining of a person into an organization his behaviour in the work place situation his interest and relationship both with his fellow workers and the organization. It is the series of management activities which procures personnel for the organization to achieve effective performance towards organizational growth
ORGANIZATION
This is an organized body structure or system made up of people who have come together to pursue and attain a common goal or objective.
PERSONNEL TURNOVER
This refers to the number of people entering and leaving the employ of an organoization.