AN APPRAISAL OF THE NATURE AND FRAME WORK FOR MANAGEMENT OF ORGANISATIONAL CONFLICT A CASE STUDY OF OGUN STATE CIVIL SERVICE

CHAPTER   1

1.1             BACKGROUND OF THE STUDY

 

Mary Parker Follett as quoted in Albanese (1998), proposed three main ways of dealing with conflict such as domination, compromise, and integration. Accordingly domination is regarded as a style used by someone operating from a position of power. This is a style regarded these days a win-lose style. On the other hand, integration style is the win –win style of managing conflict. The style involves the use of creative,

Problem- solving approach to conflict management.compromise indicates creating a situation for the parties in conflict to partake in share of some win and losing.

 

In modern times there is two dimensional approach to management of organizational conflict. In essence, therefore ,the approach is viewed

In terms of two dimensions; one represents a persons degree of concerns for his or her own interest or goals. The other represents the persons degree of concern for the other persons interest or goals. This is a simplistic view of the modern approach to the management of organizational conflict.there are five basic  conflict- management styles consisting of competition, avoidance,accommodation,compromise,and collaboration

Therefore the research seek to profer an appraisal of the nature and framework for the management of organizational conflict.

 

 

 

 

 

 

 

 

1.2           STATEMENT OF THE PROBLEM

An organizational conflict has been viewed as a perceived condition that exist between parties in which one or more of the parties perceives goal incompatibility and some opportunity for interfering with the goal attainment of others.

Organisationalconflict  seems to be a condition that  is unavoidable in view of changing economic realities. Workers must always make demands and some times agitate over management policy viewed as against the interest of the workers

 

However    many  organization  do not ancticipate neither   evolve a framework for the managing of this conflict . These as a result affect the progress of work and peace in the organization.An organization devoid of industrial peace and harmony cannot achieved its set goals and objectives neither enhance worker productivity

 

Therefore the problem confronting this research is to provide an appraisal of the nature and framework  for management of organisational conflict

With a case study of the  Ogun state civil service.

 

 

 

1.3          RESEARCH  QUESTION

 

1     What is  the nature of organizational conflict

        2      What is  the nature and  framework for the management of organizational  conflict.

2             What is the nature and frame work for the management of organizational conflict  in the ogun state civil service

 

 

 

1.4           OBJECTIVES OF THE RESEARCH

1    To   determine the nature of organizational conflict

2    To determine the nature and frame work for the management of organizational conflict

3    To determine the nature and frame work for the management  of organizational conflict in the ogun state civil service

 

 

 

 

 

1.5            SIGNIFICANCE OF THE RESEARCH

 

The research shall provide the guiding principle for the development of a framework for the management of organisational conflict.

 

It shall also serve as  a veritable source of information for managers and union leaders.

 

 

 

 

1.6     STATEMENT OF THE HYPOTHESIS

 

1        Ho     The level of conflict in the ogun state civil service is low

                 Hi    The level of conflict in the ogun state civil service is high

 

 

2              Ho   Framework for the management of conflict is not given significant attention in  ogun state civil service

                Hi   Framework for the management of conflict is given significant attention in ogun state state civil service

 

3             Ho    The impact of the framework for the management of organizational conflict  inogun state civil service is low

              HI      The impact of the framework for the management of organizational conflict is  inogun state civil service is high

 

 

 

1.7      SCOPE OF THE STUDY

  The study focuses on the appraisal of the nature and framework for the management of organizational conflict

It provides a structural study on the nature of organizational conflict and profer guiding principle for the management of organizational conflict.

 

 

 

 

 

1.1           DEFINITION OF TERMS

 

 

ORGANISATIONAL CONFLICT DEFINED

An organizational conflict has been viewed as a perceived condition that exist between parties in which one or more of the parties perceives goal            incompatibility and some opportunity for interfering with the goal attainment of others.

 

COMPETITION   DEFINED

This approach involves high assertiveness and low on competitiveness.The style is essentially power oriented and approaches conflict in terms

Of a win-lose strategy

 

AVOIDANCE DEFINED

Albanese (1998) posits that an avoidance style may reflect the failure to address important issues and a tendency to remain neutral when there is a need to take a position and therefore, of no value as a model of managing conflict

 

         ACCOMMODATING DEFINED

      The accommodating style portrays low position on assertiveness and high consideration for cooperativeness. Accordingly, Albanese (1998) posits that

A person who uses an accommodating style as the primary approach to conflict amangement may be showing too little concern for his personal goals. This can lead to loss of influence and and recognition, Nevertheless, the style may be employed for gaining acceptance and affiliation.

 

       COMPROMISE

The style involves considering   expediency  above  principles as regards seeking short term solutions at the expense of longterm objective.

 

 

COLLABORATION

The collaborative  approach      involves the position of high assertiveness and high cooperativeness in terms of personal goals and the goals of others respectively.

 

 

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