Effect Of Conflict Management On Organizational Efficiency

CHAPTER ONE

• INTRODUCTION

1.1       Background Information to the Study

Conflicts are an everyday phenomenon in each organization because it is inevitable, therefore is growing recognition of the importance of conflict in an organization. A recent survey indicated that managers spend a considerable portion of their time dealing with conflict and that conflict management becomes increasingly important to their effectiveness. Obisi (2018) argues that despite this fact peace forms one of the fundamental factors for enhanced productivity with resultant benefits to both the labour and management as well as for the economic development of the country. It will not be out of place therefore, to consider conflict as an inevitable and desirable factor in the work place. Conflict could be viewed as a situation of competition in which the parties are aware of the incomparability of potential future position in which each party wishes to occupy a position that is incompatible with the wishes of the other (Ojo & Abolade, 2020).

Conflict could arise because of the employer quest to maximize profit while workers representatives are out to ensure continuous improved working conditions and condition of living for their member. Conflict could also arise as a result of failure to honour agreed items on collective bargaining. Damachi (2019) emphasizes that if workers’ rights and employee prerogative are trampled upon, could also cause conflict. These include pay, condition of service, and fringe benefits among others. Azamosa (2018) observed that conflicts involve the total range of behaviours and attitudes that is in opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes.

Conflict is described as the presence of discord that occurs when goals, interests or values of different individuals or groups are incompatible and frustrate each other’s attempt to achieve objectives in an organization (Kazimoto, 2021). It is a communication process and an inevitable consequence of transactional relationship manifesting in disagreement and dissonance with and between individuals and groups in the work-environment. Workplace conflict is a fact of life in most organization as long as people will compete for jobs, power, recognition and security (Adomie & Anie, 2019). Therefore, the task of management is not to suppress or resolve all conflicts, but to manage them in order to enhance and not to detract from organizational performance.

Conflict management is one of the major skill that has a significant influence on the tasks managers have to perform on a daily basis (Paresashvili, Maisuradze, Gechbaia, Weis, & Koval, 2021). Thakore (2018) opined that conflict management involves acquiring skills related to conflict resolution, self-awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict in organizational environment. These are skills that are needed in organization as no organization actually exist without the existence of conflict. From these assertions, conflict management could be regarded as the process of reducing the negative effects of conflict and increase the positive effects so as not to affect or hinder effective performance of the organization.

Conflict in organizations is known to be a key factor that can hinder the smooth and effective functioning of organizational activities and processes; and has become normal equation in organization workplace environment because employees contest for authority, position, recognition, and scarce resources. Issues in organizational conflict arise from the fact that employees believe that their interests are undermined or are being hindered by another person’s activities. The manner in which conflicts are handled in most organizations certainly affects performance in the organization.

Conflict is a part of everyday life of an individual or organization. It is an inevitable part of organization’s life because the goals of different stakeholders such as managers and workers are often incompatible (Abomeh, 2022). One of the major challenges facing managers in organizations is how to ensure effective organizational performance through prevention and resolution of conflicts and grievances in both public and private entities using non-violent approaches or strategies. For management to be efficient, it must devote some part of its time to the management of conflicts, since it is unavoidable.

1.2       Statement of the Problem

In many organizations today, conflicts are consuming so much organizational time and attention that organizations are starting to look as though conflict is their primary business (Ojielo, 2022). This development is largely due to the inability of managers in Nigerian work organizations to view the management of conflict as important as other aspect of management. Hence, conflict is viewed and handled in piecemeal and is considered as local events.

Furthermore, conflict in an employment relationship has been an issue of continuing interest and debate, and managers often times took a rigid stand on how to deal with it; and using competing style to resolve conflict through aggressive and assertive approach which can result to a win or lose (Ebe & Osibanjo, 2019).

More also, unresolved conflict in the organization generates many serious consequences involving high financial and labour costs.