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CONFLICT
MANAGEMENT IN EDUCATIONAL SECTOR
CHAPTER ONE
INTRODUCTION
BACKGROUND
OF THE STUDY
Conflict
management in a education sector, the management of conflict in education
sector using peaceful, non-violent methods has been around for a long time. In
nearly all African societies there is a preference for the peaceful settlement
of dispute along the line prescribed frowned at. In a few instance where it may
be tolerated, the community rather than the individual has to be sanctioning
authority, the sanctioning following due process. In all civilized parts of the
world, there is growing resort to the peaceful settlement of dispute in an
organization. The image of violence presented by the media is not as such a
true reflection of the dominant method of settling conflict in an
organizations. There is an enormous amount of dispute taking place at various
levels and in many organizations communities, groups and international levels.
A wider
range of non-violent method of managing conflict avails to the conflict
transformation world. These methods are available at the individual, family,
group, community and international levels.
Conflict
management is the process of reducing the negative and destructive capacity of
conflict through a number of measures and by working with through the parties
involved in that conflict. This term is some times used synonymously with
“conflict regulation”. It covers the entire area of handling conflict
pristinely at different stages, including those efforts made to prevent
conflict by being practice. It encompasses conflict limitation, containment and
litigation. In the words of (John Barton), this may include “conflict
prevention” (Barton 1990) a term he used to connote containment of conflict
through steps introduced to promote conditions in which collaborative and
valued relationships control the behavior of conflict parties. The term
“conflict management” is perhaps an administration and admission of the reality
that conflict is in evitable but that not all conflicts can always be resolved.
Therefore what practitioners can do is to manage and regulate them.
Conflict
resolution is seen by Miller (2003:8) as a variety of approaches aimed at
terminating conflict from management or transformation through the constructive
solving of problems, distinct from management of conflict. Miall etal
(2005;21)indicated that by resolution, it is expected that the deep rooted
sources of conflict are addressed and resolved and behavior is no longer
violent, nor are attitudes hostile any longer while the structure of the
conflict has been changed. Mitchel and bank (1996) use conflict resolution to
refer to:
An outcome
in which the issue in an existing conflict are satisfactorily dealt with
through a solution that is mutually acceptable to the parties, self-sustaining
in the run and productive of a new, positive relationship between parties that
were previously hostile adversaries and
Any process
or procedure by which such an outcome is achieved.
Conflict
transformation has been introduced by John Paul leaderach of the Eastern
Mennonite school of peace building. It is assumed that this goes beyond
conflict resolution to build longer standing relationships and the conditions
that created the conflict, the process of change in perceptions and attitudes
of parties, their relationships and perceptions.
Miall etal
(2001). Conflict transformation entails the coming into being of new situations
involving conflict issues, perceptions relationships and communication pattern
(Jeong, 2000).
According to
John ledorah (1995) sees conflict transformation as change. It can be
descriptively in the change created by social conflict, and prescriptive in the
deliberate intervention by third parties to create change. Conflict
transformation takes place at different levels and has a number of dimensions.
At the personal level, it involves emotional, perceptual and spiritual aspects
of change desired for the individual. It also affects relationship touching on
communication between parties that needs to change to positively affect poorly
functioning communication. Change also needs to affect structures that generate
conflict through deprivation, exclusion and other forms of injustice. It also
seeks to understand cultural patterns and values.
STATEMENT OF
THE PROBLEM:
The
challenge for conflict management theory is to study real problems in the world
rather them just deal with cases. In the issues in practice section a number of
topics that confront theoretical and practitioners on all levels of activity
are introduced and analyzed in view of the theoretical approaches. Most of
these issues are answers to problems that span across the entire field of
conflict management, or cross cutting agendas that have to be dealt with in
order for the theoretical approaches to truly tackle the reality of conflicts.
It involves evaluating the effectiveness of conflict management as well as its
readiness to deal with new problems and new issues, such as terrorism.
Organizational
conflict can be many and varied the most common causes are the following:
Scarcity of
resources (finance, equipment, facilities)etc.
Different
attitude, values or perceptions.
Disagreements
about needs, goals, priorities and interest
Poor
communication.
Poor or
inadequate organizational structure.
Lack of team
work.
RESEARCH
QUESTIONS
Does
management decision, policy and organizational chart cause conflict among
workers in an organization?
Does poor
motivation and management of personal lead to conflict in an organization?
Does the
blatant exhibition of personal differences by management in the bid to
distribution themselves from organization lead to conflict?
Does
management of conflict lead to conflict transformation?
How does
conflict resolution lead to increase in productivity?
Is there any
relationship between conflict management and conflict transformation?
HYPOTHESIS:
In order to
guide the major activities of this project under study and based on research
question, highlighted above, the researcher from the research questions decided
to formulate the following research hypothesis.
Ho: that
there is a relationship between inappropriate selection of managers with good
leadership qualities and conflict in an organization.
H1: there is
no relationship between inappropriate
selection of managers with good leadership qualities and conflict in an
organization.
OBJECTIVES
OF THE STUDY:
The
objective of the study are:
To identify
the nature and characteristics of organizational conflict.
To examine
the current strategies adopted in managing organizational conflict.
To determine
the effect of organizational conflict.
To reveal
the short falls and prospects of the current strategies adopted.
SIGNIFICANCE
OF THE STUDY:
A conflict
arises when individuals have varied interest opinions and through processes and
are just not willing to compromises with each other. It is always wise to
adjust to some extent and try to find a solution to the problem rather than
cribbing and fighting. Conflicts and disagreements only lead to negativity and
things never reach a conclusion. It only adds on to the tensions and spoils
your reputation. Every individual should try his level best to avoid conflict
at the first place rather than resolving it later. Precautions must be taken at
the right time to avoid a conflict.
This
research aims at finding the benefits of conflict management, to the
organization society, government and academics:
Conflict
management prevents fall out between organizations society government stress
free. Blame game never helps anyone, instead it makes life miserable. No idea
can ever be implemented it the individuals fight among themselves.
Through
conflict management skills an individual explores all the possible reasons to
worry which might. Later lead to a big problems and tries to resolve it as soon
as possible.
Stress
disappears, people feel motivated, happy and the world definitely become a much
better place to stay as a result of conflict management.
Conflict
management avoids conflict a great extent and thus also reduce the stress and
tension of the employees. No one likes to carry his tensions back home and if
you fight with your colleagues and other people, you are bound to feel
uncomfortable and restless even at home.
SCOPE OF THE
STUDY:
This study
is restricted to finding the real causes of conflict in an organization
(eduation sector) case study of SIAT limited Rivers state. Its effect on
productivity and profitability enhancement. Beside recommending possible ways
of managing conflict in an organization, hence actions management can takes to
deal directly with conflict in the organization without personnel to mention
but a few.
This study
does not cover conflict resolution or management outside the corporation world
like in a political arena social clubs or gathering communities states or
nation as a whole which are other area interact arm or SIAT limited (River
State) line would definitely constitute sub-optimality as they are colored by
unnecessary bias and prejudice which is not to the benefit of the organization.
LIMITATION
OF THE STUDY:
The
researchers in the process of carrying out the research encountered the
following constraints.
Lack of
finance and time and combing it with school work.
Non
disclosure of required information by the respondents.
Error in
interpreting and recording answers.
Sampling
procedure.
Non response
error
Lack of
research equipments like computer contributed to slowing down the pace. He pace
of the research.
Scanty
information base.
Inadequate
statistics
Lack of
mobility/mobilization of interviewers, inadequate personnel to be interviewed.
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