ASSESSMENT OF THE INFLUENCE OF CONFLICT RESOLUTION ON THE PERFORMANCE OF PUBLIC ORGANIZATION (A CASE STUDY OF KADUNA STATE CIVIL SERVICE)
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(A CASE STUDY OF KADUNA STATE CIVIL SERVICE)
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The assessment of conflict management on
organization harmony cannot be over-emphasized as it has become a virtual tool
used in promoting organizational development. Certainly for organizational development
to take place there must be proper conflict management as such, conflict
management has become indispensable in any organization or managerial setting
in order to succeed.
Conflicts are inevitable parts of
organizational life since the goals of different stakeholders such as the
employee and employers are often incompatible. Gordon (1997) sees conflicts as
the result of incompatible potential relationships, this occurs as a result of
one party perceiving that another party has impeded, or will frustrate one or
more of its concerns. Johnson (2000) views conflict as a struggle or contest
between people with opposing needs, ideas beliefs, values or goals while Steers
(1998) refers to conflicts as a process in which individuals or groups feels
that other individuals or groups have frustrated or are about to frustrate
their plans, goals, beliefs or activities.
Conflict is a part of organizational
life and may occur between individuals, between the individual and the group
and between a group.
Mayo (1949) stated that production
depends on the relationship of workers where he divided workers into groups,
that is the management and the employees. He emphasized that there must be
cordial relationship between these groups of workers before any organizational
harmony could take place or exist. He further stated that management should
always give priority to the need of other employees so that they will have a
sense of belonging and as such, increase productivity, but that whenever, the
management ignore the need of employees, there would be no harmony and as such
productivity will decrease. In a nutshell, this scholar is emphasizing on the
importance of conflict resolution or management as the cornerstone and central
dynamics of organization harmony.
This study is on the influence of
conflict resolution on the performance of an organization. It stresses or
focuses on the causes and types of industrial conflicts as well as the
important roles trade unions and other key actors in conflict resolution play as
well as the effect or influence of conflict resolution or organization
performance.
1.2
STATEMENT OF THE PROBLEM
There are many problems facing the organization
and their effects widely varies, some of these problems includes: lack of
proper welfare package for the employees, problems of poor condition of work,
high rate of labour turnover as well as nonchalant attitude of management to
workers, low workers productivity among many others.
As a result of these problems enumerated above,
industrial conflicts may arise between management and employees. With these
statement of problems in view, the research is focused on thorough
investigation of what influence does conflict has on workers productivity and
how can conflict resolution affect or influence workers performance?
1.3
OBJECTIVES OF THE STUDY
Conflict is a broad topic as can be seen
from the introduction and its an imperative factor in organization harmony and
performance therefore this research work will attempt to look at the influence
of conflict resolution or organizational performance using Kaduna State civil
service as a case study with a view to proffering some solutions to industrial
disputes or conflicts.
The following are the objectives of this
study:
1.
To
examine the influence of conflict resolution and management in promoting and
enhancing organizational performance.
2.
To
identify resolution mechanism, introduced by Kaduna state civil service in the
resolution and management of conflict
1.4
STATEMENT OF HYPOTHESIS
This study formulated the following
hypothesis:
Ho: Conflict
resolution and management do not have significant influence on organizational
performance
Hi: Conflict
resolution and management have significant influence on organizational
performance.
1.5
SIGNIFICANCE OF THE STUDY
This study is significant for the
following reasons:
i)
It
is an attempt to bring into light the problems faced by the civil service in
Nigeria most especially before and during strike action.
ii)
The
findings of this study is also significant to employee associations, trade
unions, employers union, labour ministry, organizations and the society at
large.
iii) It is an avenue for assessment of all
the machineries put in place by the government to help in maintaining
industrial peace in the Kaduna state civil service.
iv) Practicing managers will also find this
study rich and ideal reference material as it recognizes ways and tools to
tackle problem of industrial conflict management in public organizations.
v)
It
is imperative to study the role of Kaduna state civil service realizing the
important part the workers and trade union play in national integration.
vi) Finally, to those in the academia and
conflict researchers, this study will serve as a spring board for further
investigation.
1.6
SCOPE OF THE STUDY
Industrial conflicts remains a problem
that deserves to be minimized. This study will be restricted to the causes,
effects or influence, and types of conflicts on organizational performance.
Therefore, this project is intended to
examine the possible causes of civil service unrest and also look at what
influence does conflict resolution have on the performance of public
organizations. The study will source its data from the target respondents who
are civil servants in Kaduna state and as well use secondary sources of data
such as textbooks, journals and internet.
1.7
HISTORICAL BACKGROUND OF THE CAST STUDY
The historical background of Kaduna
state civil service can be traced to the defunct northern Nigerian regional public
service which was itself an off-shoot of the public service of Nigeria and
southern Cameroon which originated from the colonial service or the united
kingdom.
Kaduna state formally known as north
central state public service commission was created in 1954 along with the
premier’s office and the minister of home affairs. The public service known
before now was replaced by the civil service commission established in 1974 the
Kaduna state civil service commission now operates in line with the reforms which
came into being in 1986 under the regime of General Ibrahim Babaginda. The
reform was designed to resolve the uncertainty in the role of the political
head and that of his chief civil service leader and to infuse new life into the
civil service giving it purpose and direction thereby overhauling it to make it
more efficient and effective.
Kaduna state civil service which comprises all staff
working under the state including ministries and local governments of the
state. Kaduna state civil service is headed by the head of the state civil
services permanent secretaries, directors and others etc.
1.8
DEFINITION OF TERMS
EMPLOYEE: This refers to any worker or persons
that is employed by another person, organization or government.
EMPLOYER: This means a person, industry company,
organization or government that pay people to work for them.
CIVIL
SERVICE: This refers to
workers of all grades (skilled and unskilled) who are gainfully employed in any
organization belonging to the government or government agency or service other
than the military.
MANAGEMENT: Those who coordinate and control
resources towards achieving the objectives of an organization. This involves
planning, organizing, coordinating and controlling the activities of the organization.
INDUSTRIAL
CONFLICT: This refers to
a conflict or dispute or difference of opinion between management and involves
or employees on the terms of employment or other work related factors.
LABOUR/MANAGEMENT
RELATIONSHIP: This refers to
the process by which employers refers to the process by which employers and
employees relate regarding the terms and conditions of employment.
COLLECTIVE
BARGAINING: Is the process
that involves the negotiation, drafting, administration and interpretation of a
written agreement between employees of a union for a specific period of time.
TRADE
UNION: Trade union is
a group of workers with the ideology and believe who come together to negotiate
with employers about wages, working conditions and other work related matters.
ORGANIZATIONAL HARMONY: This is the ideal state of peaceful
existence and agreement between employers and employees in productivity.
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