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)
ABSTRACT
Managing conflict is a tool for promoting peaceful
co-existence between workers and employers in an organization. This tool is a
mean by which improved performance of workers on their jobs is achieved which
in turn enhances the general productivity of a organization. Employees within a
social entity tend to engage in various activities that develop into
disagreement as a result of differences in opinion, interest and behaviour,
which negatively or positively affect the attainment of organizational goals and
objective. This study is carried out in such a way that the result of the
investigation led to how threat of conflict in an organization can be turned to
opportunity when properly managed or resolved. A case study of Union Bank of
Nigeria Plc has been chosen for this research work. The work is divided into
live chapters starting from chapter one which present the historical background
of the case study, the significance, statement of the problems, statement of
hypothesis purpose of the study etc. chapter two consists of the literature
review by authors in relation to the subject under study. While chapter three
introduced the methodology used in this research work, the techniques in data
collection considering the population under study. Chapter four shows how data
collected area analyzed and presented using simple table and percentage rating
to draw conclusion on the variables investigated. At the end, chapter five
gives the summary, conclusion and recommendation of the general study. Some
suggestions were prescribed to follow for improvement of workers performance in
a given organization.
TABLE OF CONTENTs
Title - - - - - - - - - - - i
Declaration - - - - - - - - - ii
Approval - - - - - - - - - - iii
Dedication - - - - - - - - - - iv
Acknowledgement - - - - - - - - v
Abstract - - - - - - - - - - vii
Table of contents - - - - - - - - viii
CHAPTER ONE
Introduction
1.1 Background of the Study - - - - - - 1
1.2 Historical Background of the Study - - - - - 1
1.3 Statement of the Problem - - - - - - 4
1.4 Objectives of the Study - - - - - - 5
1.5 Statement of Hypothesis - - - - - - 5
1.6 Significance of the Study - - - - - - 6
1.7 Scope and Limitations of the Study - - - - 6
1.8 Definition of Terms - - - - - - - 7
CHAPTER TWO
Literature Review
2.1 Conflicts and its causes - - - - - - 9
2.2 Types of conflicts in organization - - - - - 10
2.3 Intra Individual Conflict - - - - - - - 10
2.4 Inter Individual Conflict - - - - - - - 10
2.5 Individual and group Conflict - - - - - 11
2.6 Causes of Conflict - - - - - - - 11
2.7 Limited resources - - - - - - - 11
2.8 Interdependent
Work Activities - - - - - 12
2.9 Representation
Activities - - - - - - 12
2.10 Communication
Problem - - - - - - 12
2.11 Difference in
Perception - - - - - - 13
2.12 Organizational
Environment - - - - - - 14
2.13 Conflict
Resolution/Management - - - - - 14
2.13.1Conflict Stimulation - - - - - - - 14
2.13.2Conflict Management - - - - - - - 15
CHAPTER THREE
Research Methodology
3.1 Research Design - - - - - - - - 23
3.2 Population Under Study - - - - - - 23
3.3 Sample size - - - - - - - - 24
3.4 Justification for the Sample Size - - - - - 24
3.5 Sample Techniques - - - - - - - 24
3.6 Justification for the Sample Techniques - - - - 25
3.7 Research Instrument - - - - - - - 25
3.8 Questionnaire Administration - - - - - - 25
3.9 Justification for the Instrument - - - - - 26
3.10 Method of Data Presentation and Statistical Analysis - 26
3.11 Sources of data collection - - - - - - 27
CHAPTER FOUR
Data Presentation,
Analysis and Interpretation
4.1 Data Presentation and Analysis - - - - - 28
4.2 Test of Hypothesis - - - - - - - 40
CHAPTER FIVE
Summary of findings, Conclusion and
Recommendation
5.1 Summary of
findings- - - - - - - - 44
5.2 Conclusion - - - - - - - - 45
5.3 Recommendations - - - - - - - 46
Bibliography - - - - - - - - 48
Structure of the Questionnaire - - - - -
49-52
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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