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IMPROVING
ORGANIZATION EFFICIENCY THROUGH CONFLICT RESOLUTION AND MANAGEMENT
CHAPTER ONE
INTRODUCTION
Ours is an age of rapid change,
unrest and conflicting ideologies. Society
is unsettled and individuals are apprehensive as group, nations and organized
groups within the nation’s struggle for power and control over material
resources and man’s mind. It is in such
a world setting of tension and discourages that we view the present day
relationship between labour and management in Nigeria.
In an organization, there are the
owners of business who’s primary goals and objective is to maximize profit at
all cost, while on the other hand, there are workers whose only weapon is this
labour power with which they earn some reward usually monetarily. In other words, these two groups (the owners
and workers) here their own are interest which might differ. Nevertheless, they re bound to co-operate in
other to maintain and sustain the system of going concern. However, where there is no co-operation,
there will be conflict. Conflict can be
described as a situation of disagreement between employers, employee and
employer etc. It could also be seen as
the total rouge of behaviour and express opposition and divergent orientation
between owners and managers on one hand, worker and the organization on the
other hand.
Organization conflict is therefore a
familiar characteristics of organization life.
1.1 GENERAL BACKGROUND TO THE SUBJECT MATTER
It’s fundamental cause is the self
interest of individuals in the
organization, a self-interest which frequently manifests itself in competing
objectives, philosophies or methods in associating struggles of one or more
level or department to dominate the other.
The presence of conflict brings change in our organization objective, if
the change is in line with organization objective, than the conflict is
beneficial (functional) to the organization, but if on the other hand, the
conflict create disunity among functionaries in the organization this deviation
from the stated organization objective, then such a conflict is dysfunctional.
Conflict can be main, tested inform
of discount struggle, quarrel, opposition, disagreement, clash of interest and
ever fighting. It can rough from
industrial strike to competition, to simple dislike among individuals in an
organization. It may occurs between or sub-groups, departments sub-system,
authority relationship, individuals and even sub-organizations in there quest
to either incompatible goals in the face of the resources.
The Institute of management and
Technology (I.M.T) Enugu, is not an exception to the inherent problem posed by
conflict. The inability of the
management to effectively by handle conflicts has led to a considerable wastage
of human and materials resources heading some times to a partial or
non-fulfillment of the stated organizational goals and objectives.
Considering the vital position which
the institute of Management and Technology (I.M.T) Enugu, holds or occupies in
the nation as one of the three major tertiary institutions, tea holds and
supports the educational system. It
therefore, became important using I.M.T as a focal point since the academic
performance or the institution will directly have a great impact on the nations
educational system.
This research work is undertakes so
as to enable the organization to comprehend and appreciate this in her sent
nature of conflict and how resolving it will result to an improvement of the
institutions efficiency.
1.2 PROBLEMS ASSOCIATED WITH THE SUBJECT
MATTER
The increased interest gap between
the employer and employee is becoming too devastating in our present day
institutions. A lot of firm are
collapsing due to increasing pressure form owners, public or the workers. This project work in effect tends to address
the following problems.
1. The problems arising from the
inefficiency of the workers caused by the organizational inability to meet
their needs.
2. The Problems associated with the
increasing labour conflicts in our institutions.
3. The problems associated with
inconsistent grievance handling.
4. The problems usually encountered in
trying grievance and dispute procedure.
1.3 PROBLEMS THAT THE STUDY WILL BE CONCERNED
WITH
Since conflict is inevitable in work
organization or institution, a career-minded person must learn practically,
uncomplicated ways of resolving conflicts with people to enhance efficiency.
In regards, this study aims at
examining the impact of academic institutions conflict, industrial and trade
union conflicts with reference to
a. The causes of conflicts.
b. The mechanism that have been put in
place for its resolution by the institution or organization.
c. Examining the attitude of management
towards conflicts resolution.
d. To identify how efficiency can be
increased in an organization though, proper appreciation of causes and
mechanisms for conflict resolution.
e. It hoes to suggest to organization
functionaries how to mange positive and negative conflicts in order to
accomplish organizational goals and objectives.
1.4 THE IMPORTANCE OF STUDYING THE AREA
This research work is aimed at giving
an insight into the conflict and grievance handling procedure as it operates in
(I.M.T) Enugu.
It should also help the institution
to isolate those factors that causes conflict in the organization or to reduce
conflict in labour management.
Relationship there by improving organization efficiency. The causes and mechanisms for conflict resolution
in this research work serves as a guide to managers in other establishments.
1.5 DEFINITION OF IMPORTANT TERMS
In the
course of pursing this research work, the researcher encountered numerous
problems that has a significant effect on the study.
Definition
of some of the important Terms this study include:
1. Inconsistent Grievance Handling
The inability of management of handle
redress grievances leads to conflict which in turn offer, leads to low
productivity.
2. Inefficiency of the Workers
The problems which arises form the inefficiency
of the workers is caused by the organization or institution’s inability to meet
their needs.
3. The causes of Conflicts:
The causes of conflicts emanates from
jealousy, haziness, unpaid wages, poor working condition or environment, poor
remuneration etc.
4. Labour Conflicts:
This is usually caused when workers
or employers repel their duties (gold bricker) due to laziness and there by
leading to low productivity.
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