The persistence of conflict in the Nigeria economy has continued to lead to the question what is particularly wrong. Whereas morale does not just occur but achieved by management through careful planning, creating a feeling of oneness between employees and management as a basic objective. Grievances, experience are partly cured and repression double endured.
This research is an attempt to ascertain the viability of conflict management and personnel productivity; A case study of the Office of the Auditor General for Local Government Councils, Benue State.
It is restricted on how effectively conflict could be managed having in mind the effects it has on personnel productivity in order to avoid any red tape that could lead to the hindrance of objectives and goals set by an organization. So also to seek the question:
- Are the working condition of personnel and process of collective bargaining effectively enhanced?
- To what extent has Departmental Head tried to alienate personnel conflict within their departments?
- Does lack of good relation with personnel and departmental Heads affect the productivity of personnel?
The above questions and many more, data collected shall be analyzed carefully in tabular form, interpreted based on the questionnaire showing the reaction of personnel staff were possible showing whether management does take workers demand seriously or until they decide on industrial action and possible recommendations on how best to manage employer, employee relations so as to avert if not possible minimize conflict.
Thus data collected shall be analyzed carefully in tabular form, interpreted based on the questionnaire showing the reaction of employees reaction in the work environment where improvement would be solicited for effective productivity. Were possible showing the absence of conflict does not mean there is peace and harmony within the organization.
Employees view as to whether management does take workers demand seriously or until they decide on industrial action and possible recommendations on how best to manage employer, employee relations so as to avert if not possible minimize conflict.
Table of Contents
1.0 CHAPTER ONE: GENERAL INTRODUCTION
1.1 BACKGROUND TO THE STUDY
1.2 STATEMENT OF RESEACH PROBLEM
1.3 RESEARCH OBJECTIVES
1.4 RESEARCH QUESTIONS
1.5 SIGNIFICANCE OF THE STUDY
1.6 SCOPE OF STUDY
1.7 RESEARCH METHODOLOGY
1.7.1 RESEARCH DESIGN
1.7.2 DATA COLLECTION TECHNIQUES
1.7.3 TARGET POPULATION
1.7.4 SAMPLE SIZE
1.7.5 REFERENCE
2.0 CHAPTER TWO: LITERATURE REVIEW
2.1 THEORETICAL FRAME WORK
2.2 NATURE OF CONFLICT
2.3 BASIS FOR CONFLICT
2.3.1 TYPES OF CONFLICT RESOLUTION IN ORGANIZATION
2.3.2 EFFECTS OF CONFLICT IN AN ORGANIZATION
2.3.3 VIEWS OF CONFLICT IN AN ORGANIZATION
2.3.4
2.4 MANAGING CONFLICT
2.5 COLLECTIVE BARGAINING
2.5.1 PROCESS OF COLLECTIVE BARGAINING
2.6 CONSEQUENCE OF CONFLICT
2.7 STRATEGIES FOR DEALING WITH CONFLICT
2.8 REFERENCE
3.0 CHAPTER THREE: AN OVERVIEW OF THE OFFICE OF THE AUDITOR GENERAL FOR BENUE STATE LOCAL GOVERNMENT
4.0 CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND PRESENTATION
4.1 DATA PRESENTATION A ND ANALYSIS
4.2 DATA INTERPRETATION
4.3 SUMMARY OF FINDINGS
4.4 RELEVANCE OF STUDY
5.0 CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY
5.2 CONCLUSION
5.3 RECOMMENDATION
Research Objectives and Themes
This study aims to investigate the relationship between conflict management and personnel productivity within the Office of the Auditor General for Local Government Councils in Benue State. The research seeks to identify the nature, causes, and impacts of organizational conflict, as well as to evaluate the effectiveness of strategies currently employed to manage these conflicts to enhance organizational efficiency.
- Nature and dimension of personnel conflict within the public sector.
- Impact of conflict management strategies on employee productivity.
- Role of collective bargaining and labor relations in resolving disputes.
- Systemic causes of conflict, including management styles and working conditions.
- Proposed strategies for minimizing organizational conflict to improve performance.
Excerpt from the Book
1.1 BACK GROUND TO THE STUDY
When two or more persons or personnel come in contact with each other in attaining their objectives, their relationship may become inconsistent most particular when they desire a similar resource that is in short supply; “Conflict is therefore perception of difference of interest amongst people” (Thompson, 2006).
Generally people tend to view conflict as an undesirable component of human life, which it indeed can be. Conflict most times do come with some form of strike although, strikes is said not to be taken to denote the existence of conflict, the absence of strike on the other hand does not necessarily mean the absence of conflict, it is but one way of expressing organizational conflict.
Conflict is ever present in an organization as a result of conflicting goals and interests. Conflict is a disagreement between employees and management or owners and workers in an organization (Ogbor, 2013). It is struggle or contest between people with opposing needs, ideas, beliefs, values or goals (Robinson, 1998).
Conflict can be seen as a disagreement between employees and management or owners and workers in an organization (Ogbor, 2013).
Conflict can also be said to be beneficial where it brings about radical change in the organization existing power structure, current interaction pattern and entrenched attitude and also can lead to increase in productivity. While some conflicts are functional others are not. It can also affect the organization negatively when it is associated with decreased employee satisfaction, decreased productivity, leads to economic loss, fragmentation to mention but a few. It is the management major responsibility to device strategies in bringing down conflict as low as possible, which will enable the organization to still function. (Robbins and Sanghi, 2005).
Summary of Chapters
1.0 CHAPTER ONE: GENERAL INTRODUCTION: Provides the research foundation, defining the background, objectives, and methodological approach to studying conflict within the selected auditor office.
2.0 CHAPTER TWO: LITERATURE REVIEW: Reviews existing theories on organizational conflict, exploring various types, causes, and management frameworks.
3.0 CHAPTER THREE: AN OVERVIEW OF THE OFFICE OF THE AUDITOR GENERAL FOR BENUE STATE LOCAL GOVERNMENT: Details the institutional structure and the specific operational objectives of the office under study.
4.0 CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND PRESENTATION: Presents and interprets the empirical findings collected through questionnaires regarding staff perceptions of conflict and management.
5.0 CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION: Concludes the study by summarizing findings and proposing actionable recommendations for management to improve staff productivity.
Keywords
Conflict Management, Personnel Productivity, Local Government, Organizational Conflict, Collective Bargaining, Industrial Action, Human Resources, Labor Relations, Public Sector, Workplace Environment, Management Strategy, Employee Welfare, Conflict Resolution, Benue State, Organizational Efficiency.
Frequently Asked Questions
What is the fundamental focus of this research project?
The project investigates how conflict management practices within the Office of the Auditor General for Local Government Councils in Benue State affect the overall productivity of its personnel.
What are the central themes explored in the study?
The study centers on identifying the causes of organizational conflict, evaluating the effectiveness of management interventions, and analyzing the impact of labor-management relations on productivity.
What is the primary research objective?
The main goal is to ascertain the nature and impact of conflict in the workplace and to recommend strategies that effectively minimize conflict to boost organizational efficiency.
What scientific methodology does the author employ?
The research uses both primary and secondary data sources, including an extensive literature review and a structured questionnaire administered to senior and cadre staff within the organization.
What topics are covered in the main body of the work?
The main body covers the theoretical frameworks of conflict management, an overview of the auditor office, and a detailed analysis of quantitative data regarding working conditions and labor union actions.
Which keywords best characterize this research?
Key terms include conflict management, personnel productivity, collective bargaining, industrial relations, and organizational conflict.
How does the author interpret the role of collective bargaining in this context?
The author views collective bargaining as a form of industrial democracy necessary for maintaining harmony and ensuring that personnel demands are mediated without resorting to productivity-destroying strikes.
What specific organizational challenges does the Office of the Auditor General face according to this study?
The study highlights issues such as inadequate working conditions, misunderstandings between management and staff, and the need for improved communication channels to resolve grievances.
What is the significance of the "System Theory" in this research?
The author uses System Theory to conceptualize the auditor office as an open system that must receive and process inputs (like personnel and information) while managing environmental factors, such as conflict, to achieve its objectives.
What is the main takeaway from the research findings regarding strikes?
The findings suggest that while strikes are often seen as a last resort, they are a symptom of management's failure to adequately address personnel demands and welfare through proactive communication.
- Quote paper
- Hinga John Atom (Author), 2020, Conflict Management and Personnel Productivity. A Study of the Office of the Auditor General, for Local Government Councils, Benue State, Munich, GRIN Verlag, https://www.grin.com/document/1141772
