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Managing Conflict For Productivity in the Akwa Ibom State Civil Service (PDF)

Filed in Current Projects, Sociology Project Topics by on June 12, 2019

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Managing Conflict For Productivity in the Akwa Ibom State Civil Service

ABSTRACT

The main essence of this research was to investigate the effect of conflict and how they can be managed for increased productivity in Akwa Ibom State civil service, especially in the department of Establishment and Pensions. However, because of the nature of the study, the researcher adopted the descriptive and analytical research approaches.

To further enhance the study, the primary research instruments such as structure questionnaire and interview guide were used for data collection. The summary and analysis of data collected were made possible through the use of tables, percentages and chi-square computation. Importantly, four (4) hypotheses were analysed and interpreted.

The study revealed that, there is a significant relationship between conflict and low productivity in the department of Establishment and Pensions. On this note, the researcher recommended that; workers in the department should be trained and given constant behavioural orientation regarding the objectives of the organization as it relate to the positive and negative effects of conflict on productivity.

Also, the department should formulate and execute popular policies and programmes that would take the interest of the employees into consideration.

Finally, conflict management techniques such as conflict avoidance, accommodation, compromise, competition and collaboration should possibly be effectively applied to resolve crises, and conflict in the department of establishment and pension.


TABLE OF CONTENTS

Title Page  –       –       –       –       –       –       –       –       –       –

Declaration   –     –       –       –       –       –       –       –       –       –

Certification-       –       –       –       –       –       –       –       –       –

Dedication –       –       –       –       –       –       –       –       –       –

Acknowledgements     –       –       –       –       –       –       –       –

Table of Contents  –    –       –       –       –       –       –       –       –

List of Tables      –       –       –       –       –       –       –       –       –

List of Figures    –       –       –       –       –       –       –       –       –

Abstract     –       –       –       –       –       –       –       –       –       –

CHAPTER ONE: Introduction

1.0    Background of the Study     –       –       –       –       –       –

1.1    Statement of Problem  –       –       –       –       –       –       –

1.2    Objectives of the Study       –       –       –       –       –       –       –

1.3    Research Question  –   –       –       –       –       –       –       –

1.4    Research Hypotheses  –       –       –       –       –       –       –

1.5    Significance of the Study     –       –       –       –       –       –

1.7    Assumptions of the Study    –       –       –       –       –       –

1.8    Organization of the Study    –       –       –       –       –       –

1.9    Brief history of the department of Establishment and

Pensions    –       –       –       –       –       –       –       –       –

1.10 Definition of Terms –   –       –       –       –       –       –       –

 CHAPTER TWO: Review of Related Literature

2.0    Introduction       –       –       –       –       –       –       –       –

2.1    Concept of Conflict      –       –       –       –       –       –       –

2.2    Concept of Organization and Management     –       –       –

2.3    Organizational Conflict –       –       –       –       –       –       –

2.4    General Types of Conflicts   –       –       –       –       –       –

2.5    Transitions in Conflict Thought     –       –       –       –       –

2.6    Stages of Conflict Process    –       –       –       –       –       –

2.7    Types of Conflict in Organization   –       –       –       –       –

2.8    Causes of Conflict in Organization –       –       –       –       –

2.9    Effects of Conflict on Organization –       –       –       –       –

2.9.1 Concept of Productivity        –       –       –       –       –       –       –

2.9.2         Organizational Conflict and Productivity –       –       –       –

2.9.3         Key Managerial Actions to Minimize Conflict in

Organization  –   –       –       –       –       –       –       –       –

2.9.4 Concept of Conflict Management and Resolution     –       –

2.9.5         How to deal with Conflict in Organization –     –       –       –

2.9.6         Method of Conflict Management in Organization  –  –       –

CHAPTER THREE: Research Design and Methodology

3.0    Introduction –     –       –       –       –       –       –       –       –

3.1    Research Design –       –       –       –       –       –       –       –

3.2    Population of the Study  –    –       –       –       –       –       –

3.3    Sample of the Study   –       –       –       –       –       –       –

3.4    Questionnaire Administration and Response – –       –       –

3.5    Sources of Data Collection – –       –       –       –       –       –

3.6    Instrument for Data Collection      –       –       –       –       –

3.7    Reliability and Validity of Instrument     –       –       –       –

3.8    Procedures of Data Analysis         –       –       –       –       –       –

3.9    Hypotheses Testing –  –       –       –       –       –       –       –

3.10 Chi-Square (X2) Computation        –       –       –       –       –       –

3.11 Decision Rule and Determination of Critical Value –  –       –

CHAPTER FOUR: Data Presentation, Analysis and Interpretation

4.0    Introduction       –       –       –       –       –       –       –       –

4.1    Data Presentation  –    –       –       –       –       –       –       –

4.2    Data Analysis –   –       –       –       –       –       –       –       –

4.3    Testing of Hypotheses         –       –       –       –       –       –       –

4.3.1 Hypothesis I and Interpretation    –       –       –       –       –

4.3.2 Determination of Degree of freedom and

Chi-Square (X2) Value –       –       –       –       –       –       –

4.3.3         Hypothesis II and Interpretation   –       –       –       –       –

4.3.4         Hypothesis III and Interpretation –       –       –       –       –

4.3.5         Hypothesis IV and Interpretation  –       –       –       –       –

CHAPTER FIVE: Summary of Findings, Conclusion and 

5.0    Introduction –     –       –       –       –       –       –       –       –

5.1    Summary of Findings  –       –       –       –       –       –       –

5.2    Conclusion –       –       –       –       –       –       –       –       –

5.3.   Recommendations      –       –       –       –       –       –       –

5.4    Area for Further Study –       –       –       –       –       –       –

Bibliography

Appendixes


INTRODUCTION

Organization, be it public or private, small or big exist essentially to achieve certain political, social or economic objectives. These objectives may be in form of profit making, provision of services, production of goods and increase in sales turnover, etc.

However, these organizational objectives can be achieved only when human resources are employed to utilize other resources such as raw materials, machineries, money and information (George & Jones,2010).

From the above submission, it is important to state that organizations are made up of people and these people come into the organization from diverse background with their positive and negative attitude, value, beliefs, abilities and personalities.

At this point, some or all organizations become increasingly aware of the difficulties of understanding the complexity of the entire system, hence, the inevitability of conflict.

Genuinely, there is no organization that can successfully carry out its operations or activities without encountering some form of conflict.

Therefore, it is established that conflict is the commonest, general and wide-spread phenomenon that is synonymous with group activity and interaction.

According to Uya (2008) conflict cannot be completely disassociated from human beings and their endeavours, be it in groups or organization.


REFERENCES

Appleby, R. (2011): Modern Business Administration, 6th edition. London; Pitman publishers.

Algert, N and Watson, K (2012): Conflict Management; Introduction for Individuals and Organizations. Bryan,  TX: ccr @ big foot.com.

Asika, Nnamdi (2014): Research Methodology in the Behavioural Sciences. Ikeja, Longman Nig PIc.

 Robbins, a and Decenzo, D. (2014): Personnel/Human Resources Management, 4th edition. New Jersey. Prentice Hall.

Gibson, J. (2010):, Organizations: Behaviour, Structure and Process. Boston; McGraw Hill Inc.

George and Jones, G (2010): Understanding and Managing Organizational Behavour. Reading; Addison-Wesley Publishing company.

Higgins, J (2009): The Management Challenge, 2nd edition. New York; Mac Millam Publishing Company.

 Don, R. (2016): Organizational Behaviour, 5th edition. New York; West Publishing Company.

John, G (2013): Organizational Dehaviour: Understanding and Managing Life at Work, 4th edition. New York; Harper Collins College Publishers.

McNamara, C. (2012): Field Guide to Leadership and Supervision; Basic of Conflict Management. Authenticity consulting.

McShane, S., and Glinow, V. (2011): Organizational Behaviour. Boston; McGraw-Hill inc.

Moorhead, G. and Griffin, R. (2011): Organizational Behavour: Managing People and Organization. 5th edition. Boston; Houghton Mifflin Company.

Osuala, E. (2007): Introduction to Research Methodology. Zaria, Africana-FEP publishers Ltd.

Robbins, S. (2011): Organizational Behaviour. 9th edition Prentice Hall Inc. New York.

Robbins, S., and Decenzo, D.(2014): Fundamentals of Management: Essential Concepts and Application. 2nd edition. New Jersey; Prentice Hall.

Thomas-Kilmann (2012): Conflict Mode Instrument, Consulting Psychologists. Press, Palo Alto, CA: http://www.cpp-db.com .

Uya, Okon (2008): “Nigeria: The land and the People.” Buenos Aires; Edi Public S.A

White, D. (2016): Organizational Behaviour: Understanding and Managing People at Work. Boston: Ally and Balon Inc.

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Obtain Up To N300,000 Cash In The 2nd 2019 Aspire CBT Contest

ADS! Get Admission into 200 Level and Study any Course in any University of Your Choice. Low Fees | No JAMB UTME. Call 08063692710