CHAPTER ONE

1.0     INTRODUCTION

Conflict is inevitable in every society as well as organization. It occurs within group of individuals, organization government and even among family members. Conflict between groups or organization potentially improves team dynamism (Mary Ann, 2000).

Conflict management skills are necessary for management of conflict in any organization. For any organization to be effective and efficient performance of its activities. Hence is the need for mutual co-existence and understanding among members of the organization, however conflict within an organization can emerge as a result individual differences, ambitions villainy between sub group or faction (Dennis 2006).

Conflict is generated from emotion and frustration and has a detrimental impact on a group or organization outcome i.e information processing ability, cognitive function of group members behavior group loyalty, work group commitment intent to stay in the present organization and job satisfaction (Jameson, 2007). Organizational conflict is a state of discord cause by the actual or perceived opposition of need, values interest between people working together. Conflict takes many form in organization. There is inevitable clash between formal authority and power and those individuals and groups.

Conflict refers to overt behavior arising out of a person in which one party seeks the advancement of its own interest in relationship with others. Conflict is part and parcel of organizational life. Conflict in organization is often assured to the in natural and undesirable situation that is to be avoided at all cost. Some management scholars assured that the study of industrial conflict should take into account the range of behavior and attitude that express opposition and divergent orientations between individuals and mangers in one hand and people and their organization on the other hand.

It is believed conflict being part and parcel of organization has a way of improving the organization for the achievement of organizational growth and development. It is based on the aspect of conflict and a bid to better understanding what and how organization can achieve its set goals that I undertake this research project to investigate the roles and effect of conflict on the achievement organizational growth and development.

1.1     OBJECTIVES OF THE STUDY

The objectives of this study are as follows:

1.  To identify the causes of conflict in organizations;

2.  To examine the relevant of effective conflict management in organization;

3.  To examine the criteria for effective conflict resolution;

4.  To proffer possible solutions to organization as conflict;

5.  To assess ways conflict can contribute positively in organization.

 

1.2     SCOPE OF THE STUDY

This study focuses on the strategies for conflict resolution and organization growth and development and these comprises of the background of the study, the factors/ causes, the theoretical framework and other related literature.

1.3     THEORETICAL FRAMEWORK

This has to do with theories that are set up by different scholars, it can also be seen as the skeleton or abase to this research work. Here I will make use of

i.  Behavioral theory and

ii.  The internationalist view (Onyishi 2010:301)

The behavioral Theory: This view of conflict is a frequent occurrence in organizational level. Organization members are human beings after all, with needs and interest that can often clash, members of different organization for instance, may have conflict over privatize and resources allocation. Subordinate may argue with superior or managers over whether or not work can be completed in the allotted time. Subordinate of the same level may disagree over the best way to complete an assigned task. The behavioral view does not suggest that conflict can at times be functional because it can pinpoint problems and lead to better solutions of organizational problems.

However, this theory usually see conflict as something distracting, harmful, to be resolved of eliminated once it arises. Onyishi (201:302).

The Internationalist view: Current thing about conflict among most management writers and growing numbers of managers is that conflict in organization is inevitable and even necessary on how organization are designed and operated. No situation is more detrimental to an organization than letting poor decision go unchanged.

This view still holds and suggest that much conflict is dysfunctional. It can harm individuals and impede the attainment of organization goals. But some conflict can also be functional, hence it can make organization more effective and that can lead to search for solution to organizational problems. According to Schmidt, there are a number of positive and negative outcome of conflict. The positive side of conflict which George (2007:205) sees as stimulus to organizational are:

i.  It helps in encouraging competition among members.

ii.  It aid in making right choice of managers this matter of a great concern serves as a veritable instrument of organizational change and innovation. From this perspective, the take of managers is not to suppress or resolve all conflict but to manage it so as to minimize its harmful aspect and maximize it beneficial aspect for the upliftment of the goals the organization.

Such management may even include the stimulation of conflicts in situation where its absence of suppression may have effect on the organization’s effectiveness, creativity or innovation.

 

1.4   CONCEPTUAL CLARIFICATION

Conflict : This is a process in which one party perceive that it interest is being opposed or negativity affected by another party. (Onyishi, 2010).

Conflict according to Harold Knoontz (2002) Can occur and within the individual and the group and between groups.

Conflict according to Nwaochi (2000), is a situation of intense instability between two persons or groups in which one part (the aggrieved) perceived a deprivation the cause of which he/she attribute to the other party.

Conflict: Is a communication process in an organization that a solution when conflict arise. (George, 2007).

Organization: This is a framework of getting things done. (Onyishi, 2010).