CHAPTER ONE
1.0
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
In
all organizations, there are individual and groups competing for influence on
resources, there are different opinions and value, conflict of priorities and
goals. There are pressure groups and lobb. Clique and cabals, triviality and
bonds of alliance. All these point to the apparent manifestation of persistent
confliction all organization.
The question may then be asked; is
conflict uncivilized and becoming the natural outcome of counvervaling forces
to be unverstood and managed. But not eradicated?
There iws no perfect organization on mathematical pure
way of dealing with what an organization
should do or how it should be run. These things rare eventually inside
or outside the organization dominant coalition.
It makes sense,
therefore, for people to nart capture
some of what power to influence join or
destroy the dominant coalition or at least to do their best to ensure that
there are some consistency between their individual interest and value those
persuaded and expressed by the organization who are involved in finding
compromises, recording difference and living with what is possible rather than
what miget be deal.
The essence of
business organization is monthly the achievement of objectives set by its
founder and added by its environment mainly the various.
In the final
analysis , all encompassing objectives could be found for any organization
which would have resulted from matching
various compatible objectives are
resolving mutually exclusive ones.
OBJECTIVES OF
THE STUDY
This research
work is to determine the make up of people who occupy different levels of the
organization pyramids called its manpower; those people have different culture
skills and education background, as well as different value, perceptions
expectations and role.
The degree with
which she met with opposition in protecting her interest value and goal in the
organization will determined the frequency of conflict occuracies.
a.
To examine the nature
and pattern of conflict
b. To discover the effect of conflict index on
the productivity of workers.
c.
Investigate conflict
management that are operative in west African Portland cement plc.
1.3 STATEMENT
OF THE RESEARCH PROBLEM
Conflict
are viewed by classical and human relation school of thought as destructive.
This must be avouded at all cost which the behaviour school believed conflict
is not only desirably unavoided but emergize a system to reach its optimum
level faster.
Based on the above statement, the
research will want to know whether in this approaching twenty first centurt,
these views are still authentic or whether they are not or suppose to have a
current hypothesis, to what extent can this be generalized on this era of
globalization and usuable economy.
The new to tackle these problems is
crucial indeed and failure to do so may lead to an organization failure to
achieve its objectives.
Therefore, this study will address the
following firstly, the problem of recognizing desirable and undersirable
conflictisition the organization.
Secondary, the problem of tolerating
conflict within organization before the extent at which conflict should be
tolerated within the organization.
Thirdly, the problem of identifying
causes of conflict within the organization and lastly, the problem of
identifying the causes of conflict within the organization as well as
leadership style and procedure of managing conflict.
These are some of the problems this
research work addressed using latest African Portlant cement (WAPCO) plc,
shagamu, works, ewe koro works and head office as a frame work of reference
1.4 RESEARCH
QUESTION
The
study soughts to examine the conflict management procedures of the employees in
west African Portland cement plc and the effect on the organization over all
performance.
To accomplish the purpose of the study.
The following questions are raised; what has been the interpersonal and
inter-group relationship between and among employees in the organization.
What could be done to improve the
relationship? Is there any significant relationship between heavely conflict
and organization effectiveness
How can organization encourage health
conflict and discourage unlikely conflict?
What should be the relationship between
the employer and various government conflict management?
1.5 SIGNIFICANT
OF THE STUDY
This
research work has contributed immensely to the recognition of conflict as tool
of maximizing the potential of work force and exposure as manages to the usage
of conflict resolution as one tool of developing compatible objectives for the
categories of stake holders.
It develops manager’s skills and insight
into the mangemetn of conflict and rearing the conflict that cannot be
elimnnated in organization. Academically, it contributed to the employers
development of local hypothesis for the benefit of small scale industries and
promoter and employe study on the topic.
This research work confirms that
dynamism of other issues at hand and the velocity at which it duction benefits
on conflict management.
1.6 SCOPE OF
THE STUDY
The
study is to critically examine, the conflict management in west Africa.
Portland cement plc and it focuses on
the activities of the company within the (1989 – 1999).
The study also deals with various model
conflict management sources and types of conflict.
The study, however, covers all
categories of staff, the executive management, senior, Junior management,
supervisor and other workers at the three concetion of the company that is in Head office shagamu
work and evekoro works.
Also, the study makes recommendations
based on the findings about conflict. Some people may feel that a department
must be accorded high recognition and others.
1.7 DEFINITION
OF TERMS
1.
Conflict:
it is aprocess which begins when one part parcieve that the other had
frustrated or is about to frustrate his/her own effort.
2.
Collective
agreement: It is the outcome of the collection
bargaining on terms and conditions of employment between the employee (union)
and employer.
3.
Employee:
This is the person formonitary mean
compensation.
4.
Employer:
he is the one who employs other because
of his possession of men of a production.
5.
Government:
She is an institution of people gathering
together to control the affairs of a country.
6.
Grievance:
It is a response to a given situation or
environment.
7.
Management:
It is the act of getting their done
through other
8.
Organization:
It is an arrangement that from a
comperate entity for the purpose of getting things done.
9.
Strike:
It is the temporary cessassions of work effect by employee in the pursuance of
a grievance or demand.
10.
Trade
Union: An association of person in employment
for collective strength in bargain or in regulation of employment relation.
INTRA ORGANIZATIONAL CONFLICT: UNDER THIS LEVEL OF
CONFLICT, CONFLICT IS WITHIN ORGANIZATION. IT COMPRISES THE FOLLOWING
a.
Vertical
conflict: It is conflict between a supervisor and
his subordinates.
b.
Horizontal
conflict: It exisk between employees or
department at the same level.
c.
Line
staff conflict: It often occurs oven resources or
the involvement of staff in line decision.
Inter organization conflict: This
is the conflict that exists between two or more organization. This can occur
because they interring dependent with suppliers customers, competition,
government agencies and so on.
1.8 PLAN OF
THE STUDY
The
project is made up of five capters, which the introductory part of the study
consist of background to the study, statement of the problem.
The objective of the study, research
question chapter two comprise of the literature review of the topic while
change three death with research methodology and background to the case study
and chapter four is concerned with data which consist of summary conclusion and
recommendations.