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Conflict Management And Organizational Development
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CHAPTER ONE
CONFLICT MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT. A STUDY OF MOBILE PRODUCING NIGERIA PLC
1.0 INTRODUCTION
The
growth of labour sector inevitably necessitates a definite relationship
between union and management, this relationship broadly speaking
concerns the continued existence of an organization in order to achieve
the purpose for which it was established. The attainment of this goal is
largely influenced by the type of relationship between the employer and
the employees. Issue such as the determination of general condition of
services, discipline, maintaining a suitable workforce, keeping
production high, adjusting to technological change and providing welfare
for workers are of paramount importance.
The recognition of this
interest not only formalizes the labour management relationship but also
shows that the relationship between the parties can be sustained
indefinitely. An employee’s participation in the affairs of an
organization is largely determined and specified by the contract of
employment. The major link between the workers and the company, there,
remains what he/she gets in return for task completed within the periods
stipulated. To assume a past in any organization or company
automatically involves a workers subjection of his person to an infinite
set of instructions and commands.
This in itself is a power
relationship embodying conflict and consensus after nature of task,
values and rate of remuneration. In the light of the above that Whiter
(1984) asserts that the employment relationship out of which industrial
conflict arises. Industrial conflict therefore, has long been a central
public issue on the field of labour and a subject of vital concern to
managers and labour Unionists.
A great deal of industrial relations
centers around the resolution of conflicts, hence, it is believed that
conflict is a permanent feature of industrial life. The issue therefore,
is not one of completely eliminating conflict, but rather, it is one of
accommodating and managing conflict effectively. To achieve this, it
has been advocated that rather than the fighting approach to issues, a
problem solving approach to decision making in industrial relations
should be adopted.
In any organization, there is bound to exist
conflict of interest, however, each party has its own interest,
aspiration and temperaments. For instance the management’s main interest
within an organization is that of possible profit maximization, which
means, it will serve to produce at the lowest possible cost, while the
concern of the workers union is to secure and maintain the highest and
best condition of service for workers. This kind of situation can lead
to conflict. Conflict is a process, which begins when one party
perceives that other party has frustrated or is about to frustrate some
of its concerns or interests. Conflict is a state of mind, it has to be
perceived by the parties involved.
If one or more parties are not
aware of a conflict, then no conflict exist. In any organization
conflict are inevitable. Hence, sometimes conflict is functional in the
sense that it improved the quality of decision, stimulate creativity and
innovation, provides a way of airing grievances, releases tensions and
encourages self-evaluation and change. These result are best gotten
where conflict is managed well, but if not, it becomes dysfunctional,
which means it will breed discontent, dissolve common ties, lead to the
destruction of the group, retard communication reduced group cohesion,
individual interest, supplant group effectiveness and threaten group
survival. When such situation occurs and no proper machinery is used
they can lead to strike, lock outs, disputes etc.
In a nutshell, the
way and manner conflict is managed goes a long way in determining the
effective and efficient performance of the organization. Therefore, when
conflict occurs in an organization both union representatives and
management should put head together to dialogue to seek lasting solution
to the causes of the conflict. They should begin concessionally or just
use integrated bargaining where each party does not need to be too
rigid on its interest. This means, where there is need to compromise;
they should do that on time because a stich in time saves nine.
The following are some procedure employed in conflict management in an organization.
- Grievances procedures
- Negotiating procedures
- Dismissal procedures
It
is assumed that these rules or procedure should be followed by
employees and employers so to guarantee industrial peace and harmony
necessary for efficiency and productivity.
To critically examine
conflict management and organization development in large scale
organization I have decided to embark on the study of the experiences of
mobile producing Nigeria.
1.1BACKGROUND OF THE STUDY
Mobile
producing Nigeria Unlimited as an organization recognized the need
maintain highly productivity and industrial harmony at all work
locations and expect its management to cooperate always with the
recognized workers trade unions namely: (NUPENG) Nigeria Union of
Petroleum and Natural Gas (PENGASSAN) Petroleum and Natural Gas Senior
Staff Association of Nigeria. However, the ineptitude on the part of
management and the complicated procedures of setting disputes as well as
lack of effective communication between the management and the workers
unions have often led to industrial conflict. Holt N. Whiter (1985)
defines industrial conflict as collective aggressive action by employee
acting through formal organizations of unions. Since conflict is a
permanent feature of industrial life, the issue therefore is not of
complete elimination of conflict but that of managing conflict
effectively. The purpose of this study is therefore to examine the
concept of industrial conflict vis-à -vis management – Union relationship
within the context of the desirability of effective communication
between management and union as a means of reducing industrial conflict.
Furthermore, we shall seek also to examine this relationship in the
context of employees collective action against the employers through
formal unions and how the employees have been able to cope with
conflict.
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ABSRACT - [ Total Page(s): 1 ]This research work aimed at examining instructional materials used for effective teaching and learning of Economics in Senior Secondary Schools.The problem observed in the research work was that, there should be provision for the maintenance of the instructional materials and there should be adequate information to teachers on the availability of ready made Instructional materials.For the purpose of providing the theoretical framework and background for the study, the researcher reviewed various ... Continue reading---
