Conflict Management and Organizational Development
Abstract of Conflict Management and Organizational Development
This research work aimed at examining instructional materials used for effective teaching and learning of Economics in Senior Secondary Schools.
The problem observed in the research work was that, there should be provision for the maintenance of the instructional materials and there should be adequate information to teachers on the availability of ready made Instructional materials.
For the purpose of providing the theoretical framework and background for the study, the researcher reviewed various literature such as books, magazines, journals and unpublished past projects which directly relate to the research work.
Furthermore, a structured questionnaire was deigned to collect data based on the review. The questionnaire was divided into two sections (Aand B) section A dealt with biographical data of the respondents while section B dealt with research statements. The data obtained in section B was analyzed using percentage scores and other statistical means such as pie chart, bar chart, line graph and chi-square. Having analyzed the data thoroughly, my findings, showed that instructional materials create lasting impressions on the part of the learners and it enables the students to grap the meaning of concept being taught fast and easily.
Based on the outcome, the researcher therefore recommended that government should intensify efforts in providing maintenance for instructional materials provided in the secondary schools.
Chapter One of Conflict Management and Organizational Development
INTRODUCTION
The growth of labour sector inevitably necessitates a definite relationship between union and management, this relationship broadly speaking concerns the continued existence of an organization in order to achieve the purpose for which it was established. The attainment of this goal is largely influenced by the type of relationship between the employer and the employees. Issue such as the determination of general condition of services, discipline, maintaining a suitable workforce, keeping production high, adjusting to technological change and providing welfare for workers are of paramount importance.
The recognition of this interest not only formalizes the labour management relationship but also shows that the relationship between the parties can be sustained indefinitely. An employee’s participation in the affairs of an organization is largely determined and specified by the contract of employment. The major link between the workers and the company, there, remains what he/she gets in return for task completed within the periods stipulated. To assume a past in any organization or company automatically involves a workers subjection of his person to an infinite set of instructions and commands.
This in itself is a power relationship embodying conflict and consensus after nature of task, values and rate of remuneration. In the light of the above that Whiter (1984) asserts that the employment relationship out of which industrial conflict arises. Industrial conflict therefore, has long been a central public issue on the field of labour and a subject of vital concern to managers and labour Unionists.
A great deal of industrial relations centers around the resolution of conflicts, hence, it is believed that conflict is a permanent feature of industrial life. The issue therefore, is not one of completely eliminating conflict, but rather, it is one of accommodating and managing conflict effectively. To achieve this, it has been advocated that rather than the fighting approach to issues, a problem solving approach to decision making in industrial relations should be adopted.
In any organization, there is bound to exist conflict of interest, however, each party has its own interest, aspiration and temperaments. For instance the management’s main interest within an organization is that of possible profit maximization, which means, it will serve to produce at the lowest possible cost, while the concern of the workers union is to secure and maintain the highest and best condition of service for workers. This kind of situation can lead to conflict. Conflict is a process, which begins when one party perceives that other party has frustrated or is about to frustrate some of its concerns or interests. Conflict is a state of mind, it has to be perceived by the parties involved.
If one or more parties are not aware of a conflict, then no conflict exist. In any organization conflict are inevitable. Hence, sometimes conflict is functional in the sense that it improved the quality of decision, stimulate creativity and innovation, provides a way of airing grievances, releases tensions and encourages self-evaluation and change. These result are best gotten where conflict is managed well, but if not, it becomes dysfunctional, which means it will breed discontent, dissolve common ties, lead to the destruction of the group, retard communication reduced group cohesion, individual interest, supplant group effectiveness and threaten group survival. When such situation occurs and no proper machinery is used they can lead to strike, lock outs, disputes etc.
In a nutshell, the way and manner conflict is managed goes a long way in determining the effective and efficient performance of the organization. Therefore, when conflict occurs in an organization both union representatives and management should put head together to dialogue to seek lasting solution to the causes of the conflict. They should begin concessionally or just use integrated bargaining where each party does not need to be too rigid on its interest. This means, where there is need to compromise; they should do that on time because a stich in time saves nine.
The following are some procedure employed in conflict management in an organization.
– Grievances procedures
– Negotiating procedures
– Dismissal procedures
It is assumed that these rules or procedure should be followed by employees and employers so to guarantee industrial peace and harmony necessary for efficiency and productivity.
To critically examine conflict management and organization development in large scale organization I have decided to embark on the study of the experiences of mobile producing Nigeria.
BACKGROUND OF THE STUDY
Mobile producing Nigeria Unlimited as an organization recognized the need maintain highly productivity and industrial harmony at all work locations and expect its management to cooperate always with the recognized workers trade unions namely: (NUPENG) Nigeria Union of Petroleum and Natural Gas (PENGASSAN) Petroleum and Natural Gas Senior Staff Association of Nigeria. However, the ineptitude on the part of management and the complicated procedures of setting disputes as well as lack of effective communication between the management and the workers unions have often led to industrial conflict. Holt N. Whiter (1985) defines industrial conflict as collective aggressive action by employee acting through formal organizations of unions. Since conflict is a permanent feature of industrial life, the issue therefore is not of complete elimination of conflict but that of managing conflict effectively. The purpose of this study is therefore to examine the concept of industrial conflict vis-à-vis management – Union relationship within the context of the desirability of effective communication between management and union as a means of reducing industrial conflict. Furthermore, we shall seek also to examine this relationship in the context of employees collective action against the employers through formal unions and how the employees have been able to cope with conflict.
STATEMENT OF THE PROBLEM
Industrial conflict is a phenomenon commonly associated with industrial establishments where sizable proportion of workers depend on their wages for survival, the effect and causes will be valuated.
1. That lacks of adequate strategies in the management of industrial conflict affect the rate of industrial conflict in Mobile Producing Nigeria.
2. That measures adopted on strike resolution affects management in an Organization.
3. Disagreement on Union issues affects management in an Organization.
4. That insensitive strategic policy e.g salary structure, affect the level and management of conflict in an Organization.
OBJECTIVES OF THE STUDY
The history of the study of industrial conflict is not alien to the Nigerian Industrial development. This is because majority of the citizens of these country have been directly or indirectly affected by the action of the organized labour. However, this is to bring to the public the following:
1. The subject matter of industrial conflict
2. The causes and a thorough x- ray of the effectiveness of industrial conflict resolution process in Nigeria.
3. To evaluate the impact of industrial conflict on the productivity and success.,
4. To determine how best industrial conflict could be managed to ensure efficient and effective organization performance.
5. To make useful conclusion and recommendation for a viable system which will help an organization.
6. Lack of workers participation in management decision affect conflict management in an organization.
7. Disagreement on union issues affects management in an organization.