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Effect Of Conflict Management On Organizational Productivity
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CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND TO THE STUDY
The word 'conflict' is universal because today organizations are faced with vast array of conflicting situations.
Conflict
is wide spread in human societies and runs through the whole
organization both profit and non-profit making organization. It arises
among members in an organization and even within the personality of an
individual. Thus, conflict is one of the most difficult challenge a
manager faces.
The American Heritage College Dictionary defines
conflict as "a state of disharmony between incompatible or antithetical
persons, ideals, or interest; a clash". A modern view of conflict is
defined as follows: "conflict is a process in which one party perceives
that its interest are being opposed or negatively affected by another
party.
The use of the word perceived in the Second definition is a
reminder that the source of a conflict can be real or imagined. Conflict
can also mean that there is a difference in opinion or agreement
between two parties or groups who are trying to achieve the same goal,
causing one of the parties to feel that his or her efforts to achieve
the goal is being hindered or .challenged by the other party. When
disagreement is poorly dealt with, the outcome can be contention,
creating a sense of psychological dissonance between people.
Conflicts
occur due to the dynamic state of things today in organization and the
society at large. In this way we could say that there is a growing
recognition of the importance of conflict in organization. A recent
survey that managers spends a considerable portion of their time dealing
with conflict, and that conflict management has become increasingly
important to their effectiveness most especially in the area of
organizational productivity, therefore we can say that conflict is
inevitable and important in human process.
In the earlier stage,
conflict was viewed as evil and also linked with violence, destruction
arid irrationality to re-engage it negative connotation by this
definition "Conflict" is regarded as harmful and must be avoided.
To
the "traditionalist" the absence of conflict in an organization is an
evidence of success in status- quo interest, yet the existence of
conflict in an organization shows that the degree of co-operation is
generally present in a well-managed organization. Due to this, we could
say that conflict is better off when it is managed than eliminated. In
this way one agrees that with the growing realization, conflict has a
number of benefits as well as costs.
Therefore it needs to be managed
rather than eliminated. The various ideals about conflict, human
relations argued that conflict is a natural and inevitable occurrence in
all groups and organization and that conflict is a normal and natural
consequence of human interaction :n organization settings, but they are
complex and its occurs for many reasons. For example, internal stress
coming from the person and overlapping with the job, incompatible
expectations among workers, workers group and values etc. With these the
human relations come out with the idea that conflict need not be evil,
but rather has the potential to be a positive drive in determining
organizational productivity, thus it is inevitable and unavoidable.
CHAPTER ONE -- [Total Page(s) 4]
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ABSRACT - [ Total Page(s): 1 ]Sometimes, during the course of labour-management relations, conflicts are inevitable. Infacts, some specialists are of the view that conflict is an institutionalized aspect of industrial relation because it brings about the much-needed co-operation at the end. Conflict is described as antagonism between people-between managements and workers at workplace. It is believed that conflict is better managed than eliminated within the growing realization that a number of benefits are accruable as well ... Continue reading---
