CONFLICT MANAGEMENT FOR EFFECTIVE PERFORMANCE IN AN ORGANIZATION (A Case Study Of Union Bank of Nigeria)
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CONFLICT MANAGEMENT FOR
EFFECTIVE PERFORMANCE IN AN ORGANIZATION (A Case Study Of Union Bank of
Nigeria)
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF
THE STUDY
The general view of managing conflict in an organization such
as Union Bank of Nigeria Plc, the principles and sub-structures of the
organisation are designed to provide the necessary vertical and horizontal
links and inter-relationship that ensure the maximum potential for
communication and understanding. Therefore, two parties must be involved in
every existing organisation and for the survival and effectiveness of the
organisation. The employer and the employee must cooperate to work together for
the attainment of that organisational goal. Though in spite of the strong
desire that exist among the parties, there are some problems that mar 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 HISTORICAL
BACKGROUND OF THE STUDY
Union Bank of Nigeria plc was established in 1917 as a
colonial Bank with its branch in Lagos in 1925. Barclay’s dominion colonial and
overseas was formed to take over the activities of the bank. Between 1959 and
1970, fifty new branches were established. In 1969 the bank was legally
incorporated in Nigeria as a wholly owned subsidiary of Barclays Bank
International limited. The ownership structure remained unchanged until 1971
when 8.33% of the banks shares were offered to Nigerians. In the same year, the
bank was listed on the Nigerian stock exchange. As a result of the Nigerian
enterprises promotion decree of 1972, the Federal Government of Nigerian
acquired 51.67% of the banks shares which left Barclays bank plc London with
only 46%.
A landmark in the bank history occurred in 1979 when Barclays
Bank sold 50% of its shareholding in the bank to Nigerians. This resulted in
the change of the banks name to reflect its new image holding of Barclays Bank
was disposed off in 1989. Today, Union bank is the oldest independent non –
government banking institutes that are 100% owned and wholly managed by Nigerians.
In 1986, it becomes the first bank in Nigerian to hit billion marks in savings
deposits and in 1997, its saving deposits of N21.5 billion was also on
industrial record. It has won the Nigerian stock exchange president’s merit
award in the financial sector for a record of ten times. In 1994, it won the
farmers of the year award in 17 Seventeen) out of the 36 states including
Abuja, and it has won four out of the five editors of the award. Only recently,
it was named by the bankers’ almanac the number one bank in Nigeria. Since its
establishment in 1917, the bank has stood out strongly as a resilient
institution which has served as a veritable hub of the financial system.
The bank remains a giant, not only in Nigeria, but also in
Africa it if referred to as “Big, strong and Reliable”. The banks new head
office building, a 32 storey edifice is arguably the tallest and the most
beautiful concrete structure along the west coast of Africa. Union Bank of
Nigeria plc is a leading Nigerian commercial Bank with about 379 branches
operating throughout the federation. The bank provides employment for over
7,000 men and women, thus, making it the largest employer of labour in the
banking sector in Nigeria. The bank has a full-fledged branch in London and the
only South Africa. These in addition to the banks network of international
correspondents have put the world within its easy reach. The bank, Union Bank
of Nigeria plc was one of the first four banks in Nigeria to hit the N25
billion recapitalization recently introduced by the federal government.
1.3 STATEMENT OF
THE PROBLEM
In any organisation, 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 organisation id 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 organisation is the maintenance of collusion of the
organisation.
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 organisation.
d. Lack of
effective communication in the organisation.
e. Lack of
fulfillment of benefit equally brings about conflict in an organization.
1.4 STATEMENT OF
HYPOTHESIS
Ho: Effective
conflict management has no direct impact on
Organizational performance.
Hi. Effective
conflict management has direct impact on
organizational performance.
1.5 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 organisation.
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
organisational efficiency. Since the country is of a total system made up of
sub – system such as compound and organisation, 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 organisation setting, because effective
communication will bring about non-distortion of goals and peaceful co-existence
in the organization. Effective management in organisation will definitely
increase the national benefits.
1.6 SCOPE AND
LIMITATIONS OF THE STUDY
This project is concerned about how to manage conflict for
effective performance in an organisation. The researcher wants to know the
effect conflict has in an organisation in general and Union bank of Nigeria Plc
Kaduna 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.
1.7 DEFINITION OF
TERMS
Various management scholars have come out with their
understanding about conflict and what its management is all about.
Organisational conflict and its management came about in an effort to study the
cordiality among people in work environment.
·
Organisation: An organisation 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 organisation to achieve goal.
· egotiation: 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.
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