Causes And Impact Of Conflict In An Organization
(A Case Study Of First Bank Nigeria Plc Enugu)
Conflict within an organization arises from the divergence of interests, values, or goals among its members, leading to tensions that can impede productivity and hinder the attainment of collective objectives. The causes of organizational conflict are myriad and often rooted in differences in communication styles, varying work methodologies, or competition for limited resources. This discord can manifest in interpersonal conflicts, departmental clashes, or even resistance to change initiatives. The impact of such conflict is far-reaching, affecting not only individual job satisfaction but also team dynamics and overall organizational performance. A persistent lack of resolution may result in increased turnover, decreased employee morale, and hindered innovation. Successful conflict resolution strategies involve fostering open communication channels, promoting a culture of collaboration, and implementing effective leadership practices that address the root causes of conflict rather than merely addressing surface-level symptoms.
Human relation management is earnings as a major determinant of organizational conflict. An organization success depends on how they are able to relate with the staff in the organization.
Organizations are established with the aim of making profit but how are they making profit with a lot conflict arising from all angles. For the reason a research was been carried out in order to know the causes and import of organizational conflict. Conflict can be defined as a type of behaviour that occurs when two or more parties are an opposition as a result relative deprivation intercepting with one person or group.
From the research carried out we were able to know the causes of the impact of conflict in the organization.
The project is divided into five chapters chapter one treated the background of the study statement of problems objective of the study. Statement of hypothesis. Significance of the study scope of the study research question and defection of terms and references. In chapter two literature review were examined by other studies as it relates to causes and impact of conflict in an organization.
Chapter three deal with the design of the study the method used in collecting data and it also deals with the ways questionnaire were distributed using sample population of one hundred and twenty two staff and customers and the data were analyzed using parentages. In chapter four the data were treated. The data got from the research survey were analyzed and interpreted and clearly presented.
Chapter five treated the summary or finding conclusion and recommendation
From the research we were able to know that all forms of business organization experience conflict. And the basic reason why conflict occur in an organization is because different belief that were what 35 respondents representing 38% responds rate said the impact of conflict in an organization is that minimized organization profit according to the researcher 40 respondent representing 43% response rate were in support of it.
The researcher recommended that first bank Nigeria plc Enugu should increase their co-operation among staff and between staff and customers since it reduces organizational conflict
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
1.2 Statement of problem
1.3 Objective of the study
1.4 Research question
1.5 Statement hypothesis
1.6 Significance of study
1.7 Scope of study
1.8 Limitation of study
1.9 Definition of terms
Reference
CHAPTER TWO
2.1 Meaning of industrial conflict
2.2 Types of conflict
2.3 Inter group conflict
2.4 Conflict of organizational conflict
2.5 Sources of organizational conflict
2.6 Conflict as a source of strength and weaknesses in an organization
2.7 The institutionalization of conflict
2.8 Method of conflict resolution
Reference
CHAPTER THREE:
RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Population
3.3 Sample size determination
3.4 Method of data collection
3.5 Sources of data
3.6 Data analysis
Reference
CHAPTER FOUR
PRESENTATION ANALYSIS AND INTERPRETATION OF DATA
4.1 Presentation
4.2 Analysis of data
4.3 Testing of hypothesis
CHAPTER FIVE
SUMMARY OF FINDING CONCLUSION AND RECOMMENDATION
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendation
Bibliography
Appendix
INTRODUCTION
1.1 BACKGOUND OF THE STUDY
Conflict can be described as a “type of behaviour which occurs when two or more parties are in opposition or in battle as a result of a provide relative deprivation from the activities of interacting with another person or group.
The two basic philosophical assumptions that underline conflict in an organization are as follows:
1. That man wants to enjoy egalitarianism.
2. That man is a selfish being.
These two assumptions are conflicting to each other while the first assumption upholds that man is a selfish being by nature, which gross to stay that man thanks of betterment of himself first.
He on the second proportion work forward to a world where everybody is equal etc. a world where people think of the benefit of all. There is two opposing goals therefore keep man in a state of disequilibria and interfere with man’s ability to work harmoniously with employees. As a result conflict is said to over-existing or ever present.
As long as we agree with the fact that no two people’s are the same and at the same time being to either in an organization different individual to perform different may roles the achievement of the set organizational objectives. Due to roles difference, it may clash leading to conflict. Individual objective running counter with organizational objectives. We shall at this point quiet a renowned religious preacher, politician, and ideologist, Rev. Jersey Jackson of the united state of America, who once said during one of his campaign speeches. We are not perfect human beings but we have been called upon to perform perfect duty. Jersey Jackson therefore understood from the on set that conflict will always exist but that should not stop man from performing his duties. The advice is that we should therefore seek to minimize conflict. His interpretation of the word WEALTH POSITION AND POER, is quite district of the ordinary man’s. This is because the came as a part fact duty amongst important being. For that reason, wealth for him is meant for sharing ment for higher productively by “corporation” the research means the collective power of the individual’s participating in it [i.e synergistic affect]
Therefore knowing fully well that conflict is bound to exist in all formers of organization. Manager must have foresight to be able to determine the future or unforeseen circumstance.
As he knows no two persons are the same but are called to do the same work in the organization so conflict must arise. So experience managers compiled with hard work would make his decision certain.
This attendant knowledge and skillful application of management principles is necessary at his stage.
1.2 STATEMENT OF PROBLEM
Organizations in Nigeria have not been able to achieve their objective of either profit minimization or maximization of shareholders wealth as a result of industrial conflict. The government functions business man the media and the general public are characterized by inefficiency favoritism unfriendly attitude to their position meant dignity for all while power was to service and not for dominance as the ordinary earthly man felt. While Christ was postulating on these ideologies and bringing about the partially realized transformation in the word the ordinary man for his selfish nature felt the wealth was unquestionable a significance determinate of social class since wealth provides the means to pursue a life style unattainable by those without wealth on his opposing view and others gave rise to the highest conflict which Christ met on the cross “the crucifixion”
Conflict arose in the lift of Christ because he was considered a rebel in the land of his birth.
The researcher used Bible to interpret that study because it carries a great lesson as far as conflict is concerned.
Managers as the prime movers of our industrial organizaiton should through the adaptation and understanding of the individuals situation understand the force that could create tension in a organization and adapt such measure that would give rise to cooperation and a conductive environment customer which has in one way or other led to conflict between employers and employees between employers and union etc. which in turn gave rise to the following.
– Production stop age
– How galactic products
– Industrial strike
1.3 OBJECTIVE OF THE STUDY
No study is carried out without reason. Therefore the researcher want to know the following:
To find out the causes of organizational conflicts.
To advise first bank of Nigeria plc and other organization how to resolve conflicts whenever it arises.
1.4 RESEARCH QUESTION
Why do conflict occurs in an organization?
What are the causes of conflict. In an organization like first bank?
Why is conflict inevitable in an organization?
Can an amicable resolution of conflict in an organization give rise to improvement of workers moral and productivity in the organization.
1.5 STATEMENT OF HYPOTHESIS
The research established the following hypothesis
Ho: A conflict does not occur in all forms of business organization.
Hi: conflicts occur in all form of business organization.
H0: conflicts does not increase productivity
H0: conflicts increase productivity
1.6 SIGNIFICANCE OF THE STUDY
The research will be of great benefit to first bank of Nigeria Plc Bank customers and other organization both and private enterprises.
The study will very important to other researchers and mostly to students.
This research will be of a great benefit to the Nigerians and other countries that has the effect.
1.7 SCOPE OF THE STUDY
The scope of the study will be very wide if it has to be carried out in all the organization in Nigeria. The study is limited based on the fact that there is no money it cover the whole nation. There is also the problem of time constraint. Therefore the study is limited to first bank of Nigeria plc Enugu main branch
1.8 LIMITATION OF THE STUDY
There is virtually no organization that cannot experience conflict in Nigeria the researcher would have like to conduct the research in all the organization in the country but due to time and financial constraints the work will be limited to a particular organization in Enugu State. Financial institution (First Bank).
1.9 DEFINITION OF TERMS
Some of the terms used in this study are define as shown below.
Conflict- this means dispute or difference among people
Egalitarianism-this means equality i.e. were every body is equal
Disequilibria- this means a lack of unbalance.
Discrimination – treating a person or group (worse) than other
Interference- this means to intrude i.e. to get in the way of another.
Ambiguous – this means something that is two much difficult to understand stagnation –this means when something is not growing or moving.
Perception –quick to notice
Antagonism –active opposition between two persons
Erroneous – incorrect statement
Causes And Impact Of Conflict In An Organization:
Conflict in an organization can arise from various sources and can have both positive and negative impacts. Here, I’ll discuss the causes and impacts of conflict in an organizational context:
Causes of Conflict in an Organization:
Communication Issues: Misunderstandings, poor communication, and lack of clarity in messages can lead to conflicts. This includes both verbal and non-verbal communication breakdowns.
Competition for Resources: Conflicts often arise when individuals or departments vie for limited resources, such as budgets, office space, or recognition.
Differences in Goals and Priorities: When individuals or teams have conflicting goals or priorities, it can lead to conflict. This can occur due to differences in values, interests, or objectives.
Leadership Styles: Conflicts can emerge if there are disagreements about leadership styles, decisions, or perceived favoritism.
Personality Conflicts: Incompatibility between individuals’ personalities, values, or working styles can lead to interpersonal conflicts.
Role Ambiguity: Unclear job roles and responsibilities can result in disputes over who should do what, leading to conflict.
Organizational Changes: Major changes, such as restructuring, layoffs, or mergers, can create uncertainty and resistance, sparking conflict.
Cultural and Diversity Differences: Organizations with diverse workforces may experience conflicts related to cultural differences, leading to misunderstandings and tensions.
Impacts of Conflict in an Organization:
Negative Impact:
a. Decreased Productivity: Conflict can divert employees’ energy away from their tasks, reducing overall productivity.
b. Increased Turnover: Prolonged or unresolved conflicts can lead to employee dissatisfaction and turnover.
c. Damage to Morale: Conflicts can create a negative work environment, lowering employee morale and engagement.
d. Wasted Resources: Organizations may spend time and resources managing and resolving conflicts, diverting them from other important activities.
e. Stress and Health Issues: Prolonged conflicts can lead to stress-related health problems for employees, affecting their well-being.
f. Reputation Damage: Public conflicts or disputes within an organization can damage its reputation externally.
Positive Impact:
a. Innovation: Constructive conflict can lead to new ideas and innovative solutions to problems.
b. Better Decision-Making: Healthy debates and disagreements can lead to more well-rounded and informed decision-making processes.
c. Improved Relationships: Resolving conflicts can lead to stronger relationships and better teamwork if handled effectively.
d. Personal Growth: Conflict can provide opportunities for individuals to develop better communication and problem-solving skills.
e. Enhanced Creativity: Differing perspectives in a conflict can lead to creative solutions and strategies.
In conclusion, conflict is a natural part of any organization, and it can have both negative and positive impacts. It’s essential for leaders and employees to learn how to manage and resolve conflicts effectively to minimize the negative consequences and harness the potential benefits of constructive conflict.