CONFLICT RESOLUTION AND ORGANIZATIONAL PERFORMANCE

  • Format
  • Pages
  • Chapters


Do You Have New or Fresh Topic? Send Us Your Topic


Post Views:
1

CONFLICT RESOLUTION AND ORGANIZATIONAL PERFORMANCE OF DEPOSIT MONEY BANKS IN RIVER STATE

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Organizational performance is derived from the word job performance that means real work produced an employee within a specific time
period. Performance is a comparison between the works of the real compared to the standard set by the company (Dessler, 2000).
Performance is the quantity and quality of produced or services rendered by a person in doing the job (Luthan, 2005). Performance is the
work of behavior (Armstrong, 1999). Performance is the relationship between work and behavior. One way an organization can perform is
through conflict resolution. Conflict occurs between people in all kinds of human relationships and in all social settings. Because of the
wide range of potential differences among people, the absence of conflict usually signals the absence of meaningful interaction. Conflict by
itself is neither good nor bad. However, the manner in which conflict is handled determines whether it is constructive or destructive
(Deutsch and Coleman, 2000).
Robbins and Judge (2009) defined conflict as ‘’ a process that begins where one party perceives that another party has negatively affected,
or is about to negatively affect something that the first party cares about’’. This is a very apt definition, emphasizing that conflict is about
perceptions, not necessarily real hard facts. It points to the emotional nature of conflict, by referring to a word like ‘’care’’, it states that more
than one party is involved and that there may be a future component attached to it.
Shapiro (2006) in relation to the above states that, conflict is a process of social interaction. It involves a struggle over claims to resources,
power, status, beliefs, preferences and desires. Darling and Walker (2007) linked this idea to the organization by stating that, even when
conflict is a natural phenomenon in social relations (as natural as harmony), it can nevertheless be managed within organizations. They add
that conflict may have both positive as well as negative consequences within the organization, the submission above blend with the fact
that, conflict can never be totally eliminated within organizations but can be efficiently managed in order to move organizations to greater
height and performance level.
Organizations, be it public or private, small or big exist essentially to achieve certain economic social or political objectives. These
objectives may be in form of profit making, provision of services production of goods and increases in sales turnover etc. however these
objectives can only be achieved when human resources are employed to utilize other resources such as raw materials, machineries, money
and information. (George and Jones 1996) organization is made up of different people with different attitude, beliefs, abilities and
personality therefore a conflict is inevitable.
There is no organization that can effectively carry out its day to day activities without encountering some form of conflict. From the
foregoing therefore, the study seeks to examine the relationship between conflict resolution and organizational performance of deposit
money banks in Rivers State.

1.2 Statement of the Problem

Expanding industrial activities have been ascribed incompletely as casualisation of specialists (Kalejaiye, 2014). Taking the deposit money
banks in Rivers State as a case, as related to the extent to which the issue can be seen. Considering the impact of conflict in an organization
and how people view the concept it becomes imperative for such a research work to be carried out in order for the organization association
and even interested public appreciate the concept. This study also seeks to explain the effectiveness of conflict in organization and also the
harmony available in managing the conflict. Numerous organizations in Nigeria are tormented by a bunch of issues and illnesses
created by wasteful and incapable administrative style or strained relationship amongst administration and the worker’s party
(Fapohunda, 2012). It is against these problems that, this study empirically evaluates the relationship between conflict resolution and
organizational performance of deposit money banks in Rivers State.

1.3 Objectives of the Study

The essence of the study is to examine the relationship between conflict resolution and organizational performance of deposit money
banks in Rivers State. The specific objectives of the study are as follows:

To examine the relationship between dialogue and organizational performance of deposit money banks in Rivers State.To examine the relationship between integrative negotiation and organizational performance of deposit money banks in Rivers State.To examine the relationship between procrastination and organizational performance of deposit money banks in Rivers State.

1.5 Significance of the Study

The relevant of this study rest in the importance to stakeholders in the organization. This study will assist organizational managers on the
tools techniques to employ in managing conflict in their respective organizations in the banking industries. This study is pertinent to trade
unionist in their respective organizations. This study is justified because it will assist in the stability and relative profitability in the
organization particularly in the period of economic recession. This study will also contribute in enriching the literature in industrial relations
particularly in resolution sciences in general.

1.6 Scope of the Study

The study is delimited under the following headings; content scope, geographical scope and unit of analysis.
Content Scope: The content of this study involves on investigation to ascertain the relationship between conflict resolution and
organizational performance of deposit money banks in Rivers State. The dimensions of conflict resolution are dialogue, integrative
negotiation and procrastination. The measures of organizational performance are productivity, effectiveness and market share.
Geographical Scope: This study is delimited to organizational performance of deposit money banks in Rivers State which include FCMB,
Fidelity Bank, Union Bank, Access bank and GTB all in Trans-Amadi.
Unit of Analysis: The unit of analysis involved the staff at the terms of carrying this study. Hence, it is a micro level study. In carrying out an
investigation of this nature the researcher must of necessity be faced with some constraints.

1.7 Limitation of the Study

The time constraints, the time frame provided for this study was short.
Financial constraints. Usually, a study of this nature involved some level of expenditure therefore; finance was also a limiting factor.
Poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study
will be discussed and lastly, poor measurement instrument.

CONFLICT RESOLUTION AND ORGANIZATIONAL PERFORMANCE OF DEPOSIT MONEY BANKS IN RIVER STATE

CONFLICT RESOLUTION AND ORGANIZATIONAL PERFORMANCE OF DEPOSIT MONEY BANKS IN RIVER STATE

Related


Do You Have New or Fresh Topic? Send Us Your Topic


0 Shares:
Leave a Reply

Your email address will not be published. Required fields are marked *

You May Also Like