Effect of Conflict Resolution on Organizational Performance
– Effect of Conflict Resolution on Organizational Performance –
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ABSTRACT
The importance of conflict resolution in an organization cannot be overlooked, proper conflict management helps an organization to achieve its set objectives, while it adverse affects organization negatively.
Hence, this study therefore look at the efficiency of conflict resolution on organizational performance using Nestle Nigeria Plc as a case study.
The main objectives of the study is to identify the causes of conflict in Nestle Nigeria Plc. And also was to examine the relationship between conflict management and organizational performance.
A sample size of one hundred(100) employee of Nestle Nigeria plc in Agbara were selected through stratified random sampling techniques.
Relevant data for the study was generated through the use of questionnaire constructed by the researcher to measure the effect of conflict resolution on organizational performance.
A descriptive analysis of data was done using table and chart and the following hypothesis were formulated and tested at a given level of 0.05 alpha level using statistical package for social science(SPSS) version 20.0 to run chi square test of the data .
The hypotheses are thus; conflict cannot affect organizational performance positively; there is no significant relationship between organizational objectives and conflict in an organization, the analysis result state.
TABLE OF CONTENTS
Certification i
Dedication ii
Acknowledgement iii
Abstract iv
Table of Content v
CHAPTER ONE: INTRODUCTION
1.0 Background to the Study 1
1.1 Statement to the Study 1
1.2 Objective to the Study 2
1.3 Research Question 2
1.4 Research Hypothesis 2
1.5 Scope of the study 3
1.6 Significant to the Study 3
1.7 Limitation to the study 3
1.8 Operation Definition of the Terms 4
1.9 Historical Background to the Study 4
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 5
2.1 Conceptual Framework 5
2.2 Theoretical Framework 16
2.3 Empirical Review 16
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction 19
3.1 Research Design 19
3.2 Population of the Study 19
3.3 Sample and Sampling Techniques 20
3.4 Data Collection Instrument 20
3.5 Reliability and Validity of Test` 21
3.6 Model Specification 21
3.7 Method of Data Analysis 22
CHAPTER FOUR: DATA ANALYSIS AND PRESENTATION
4.1 Introduction 23
4.2 Data Analysis 26
4.3 Testing of Hypothesis 28
CHAPTER FIVE: DISCUSSION OF FINDING, CONCLUSION AND RECOMMENDATIONS
5.0 Introduction 33
5.1 Discussion of Findings 33
5.2 Conclusion 34
5.3 Recommendations 35
The Questionnaire 36
References 38
INTRODUCTION
Organization is an identifiable social entity whose members pursue multiple goals collectively. The pursuance of these goals is done side by side with their personal goals and aspirations through their coordinated activities and relationships.
Hence, organization has people, materials and goals that are achieved through coordination. An organization exists to provide goods and services that people desire.
These goods and services are the products of the behaviours of workers who occupy different level of the organizational structure. These people have different cultures, skills and educational background as well as different perceptions, roles, expectations and values.
However, the establishment and continuous existence of organization through the realization of set goals and objectives requires the continuous and effective functioning of its material input with the human element being indispensable.
The human elements required to facilitate goals attainment often engage in disagreement and variance over factors such as; interest, views, style of management among others.
The Nestle Nigeria Plc is an organization that is not excluded from conflict situation as long as the human element is part of its resources.
They may disagree over issues in the workplace which can trigger conflict that need to be managed for improve performance of the organization.
REFERENCES
Azamosa, O. (2004). Industrial Conflict in Nigerian Universities: The Case of the Academic Staff Union of the University Teaching Strike of Dec. 2002 – June 2003. Department of Sociology, Anthropology and Applied Science, Bristol University.
Bagshaw, M. (1998). Conflict Management and Mediation: Key Leadership Skills for the Millennium, Industrial and Commercial Training. Vol. 30 No. 6.
Barclay, D. (1991). Interdepartmental Conflict in Organisational Buying: The Impact of the Organisational Context. Journal of Marketing Research, Vol. 28 No. 2.
Barney, J. (2008). Firm Resources and Sustained Competitive Advantage. Journal of Management 1(17)
Daft, R. L. (2009) Organisation Theory and Design (11th Ed).South-Western College Publishing. USA: Thomson Learning.
Darling, J., Walker, W. (2007), Effective Conflict Management: Use of the Behavioural Style Model, Leadership and Organisation Development Journal, Vol. 22 No. 5Education Ltd.
Deutch, M. and Coleman, P. T. (2006).The Handbook of Conflict Resolution. San Francisco: Jossy Bass.
Hansen, G. S. and Wernerfelt (2004). Determinants of Firm Performance: Relative-Importance of Economics and Organisational Factors. Strategic Management Journal 10 (5)
