MANAGEMENT STRATEGIES OF CONFLICT BETWEEN ACADEMIC AND NON-ACADEMIC STAFF OF FEDERAL UNIVERSITIES IN SOUTH EAST, NIGERIA
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MANAGEMENT
STRATEGIES OF CONFLICT BETWEEN ACADEMIC AND NON-ACADEMIC STAFF OF FEDERAL
UNIVERSITIES IN SOUTH EAST, NIGERIA
ABSTRACT
This study
investigated management strategies of conflict between academic and
non-academic
staff of federal universities in South East, Nigeria. The study was
guided by
nine research questions and nine null hypotheses. The design of the
study was
descriptive survey. The population of the study was 16,387 respondents.
A
multi-stage sampling technique was used to select a sample of 1,025 subjects,
comprising
527academic and 488 non-academic staff from the universities.
Purposive
sampling technique was also used to select another 10 academic and
non-academic
staff for the focus group discussion (FGD). The instrument for data
collection
was a questionnaire titled: Management Strategies of Conflict
Questionnaire
(MSCQ) and focus group discussion guide which was put in prose
form. The
research questions were answered using mean and standard deviation
while t-test
was used to test the null hypotheses at 0.05 level of significance.
Findings of
the study were that interpersonal and intrapersonal conflicts,
interdependence
conflicts, breakdown in communication, subordinate conflicts
and
breakdown of collective bargaining, among others are the nature of conflicts
experienced
in the federal universities. It was also found that breach of
communication,
poor human relationship, unequal attention to staff welfare,
differences
in staff perception, inadequate representation of staff in decision
making,
competition for scarce resources and their allocations, were among the
sources of
conflicts. The study revealed that conflict increases disunity,
communication
gap, bitterness, helps staff to voice out their dissatisfactions,
reduces
motivation, decreases productivity. The responses of academic and nonacademic
staff did
not differ significantly (p<0.05) with regard to the strategies
suitable for
managing conflicts in federal universities. Among the
recommendations
were that university management should adopt the identified
management
strategies of conflict which, among others, include mediation,
negotiation,
dialogue, and effective communication that will tackle conflict
between
academic and non-academic staff in universities so as to enable them
work
together in peace and harmony for the effective and efficient achievement of
the
university goals. University management should organize conferences,
workshops
and seminars to create awareness on the adverse effects of conflicts in
the
universities and on their staff and students. This will encourage peaceful
coexistence
and team spirit
for smooth running of the universities. Also university
management
should constitute conflict management committee who would be
trained and
guided on management strategies of conflict. This will help prevent
and check
any form of biased tendencies and will create synergy in order to
achieve
educational goals and objectives.
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CHAPTER ONE
INTRODUCTION
Background
of the Study
Conflicts
are inevitable in any organization. This is more so in an
organization
as a university with a structure that allows two or more units or
groups to
share functional boundaries in achieving its set objectives. In
universities,
people with differing nature -students, lecturers and administrative
staff - have
to work harmoniously together. The organizational structure is such
that staff
and staff, students and students, staff and students share functional
boundaries
to exchange knowledge.
The goal of
university education is pursued through its main functions and
activities
of teaching, research, dissemination of existing and new information,
service to
the community, and being a storehouse of knowledge (Federal Republic
of Nigeria,
2004). In carrying out these functions, there are always conflicts within
and among
the categories of people within the university community, namely
students,
academics, non-academics and their unions. These categories of people
have
different purposes and expectations from the university. In pursuance of their
individual
and group purposes and expectations they sometimes disagree with one
another due
to their differing ideals which result to conflict.
Several
definitions of conflict have been given by different scholars.
According to
Enyi (2001), conflict can be regarded as a situation where disputants
are hostile
to each other in their efforts to achieve goals which are at variance with
1
2
each other.
Best (2006) defined conflict as pursuit of incompatible interests and
goals by
different entities. It is the struggle over values or claims to status, power,
and scarce
resources in which the aims of the groups of individuals involved are
not to
obtain the desired values but to neutralize, injure or eliminate rivals (Louis
and Coser,
1996). Conflict is a disagreement between two or more parties who
perceive
that they have incompatible concerns. This incompatibility can be about
needs,
interests, values or aims (Bloisi, 2007). Nye (2001) conceived conflict as
‘mutual hostility’
at interpersonal, inter-human, inter-group, inter-ethnic, intercultural
and
inter-national level. From the above definitions, conflict is a fact in
human
existence and a natural part of our daily lives.
Conflict
means to come into collision, clash or being in opposition or at
variance
with other person or group of persons. It equally mean strife, controversy,
discord of
action, disagreement in opinions and antagonism of interest or principle
(Harks,
2001). Conflict could also be seen as a disagreement over social issues,
beliefs and
ideologies (Horowitz and Borden, 1995). Adejuwon and Okewale
(2009)
defined conflict as the result of interaction among people, an unavoidable
concomitant
of choices and decisions and an expression of the basic fact of human
interdependence.
Ejiogu (1998) postulated that conflict is a condition of
disharmony
or hostility within an interaction process which is usually the direct
result of
clash of interests by the parties involved.
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