STRATEGIES TO CURB MANAGEMENT CONFLICTS IN MANUFACTURING FIRMS A STUDY OF INNOSON MANUFACTURING COMPANY NNEWI

Abstract
Strategies to curb management conflicts in manufacturing firms a case study of Innoson manufacturing company Nnewi north Anambra, Conflict has been observed t be in existence in all human organizational settings, it could best be described as all form of opposition, disagreement, frictions between two or more people, The main objective of this study is to determine strategies to cur management conflicts in manufacturing firms, to identify causes of conflicts in an organization, to determine the different strategies of curbing management conflicts in organization in Nnewi north, to determine the extent by which these strategies are effective in organization. The population of the study is 500 of which 198 is the sample size. The research work was concisely analyzed with the use of simple percentage & frequency tables for easy interpretations. This research work discovered some findings that poor employee management causes organizational conflicts and also that good working environment and establishment of conflict management team can help to curb management conflicts in an organizations. Conflicts is an inevitable aspect of the human nature as such should be handled properly with the appropriate strategies to suit the conflicts. Based on the findings, management should take adequate measures to ensure organizational conflicts are properly managed by using the proper strategies in curbing conflicts in an organizations. There should be a better or improved subordinate relationship and good working environment, cordial relationship between management and staff in other to curb conflicts in organization.

TABLE OF CONTENT
Title Page i
Approval Page ii
Certification iii
Dedication iv
Acknowledgement v
Table of Contents vi
Abstract x

CHAPTER ONE
INTRODUCTION
1.1 Background to the Study 1
1.2 Statement of Problem 3
1.3 Objective of the Study 3
1.4 Research Question 4
1.5 Hypothesis 4
1.5 Significance of the Study 4
1.6 Scope of the Study 5
1.9 Definition of Terms 6
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Conceptual Frame work 7
2.1.1 Meaning of Organizational Conflicts 7
2.1.2 Classification of Conflicts 8
2.1.3 Types of Conflicts in an Organization 9
2.1.4 Causes of Conflicts 11
2.1.5 Personality and conflicts at work 14
2.1.6 Management conflicts Aid 16
2.1.7 Management conflicts Strategies in Organization 17
2.1.8 Impacts of conflicts in organizational performance 21
2.1.9 Impacts of Effective Conflicts management on organizational Performance 22
2.2 Theoretical Frame work 22
2.3 Empirical Review 24
2.4 Summary of Review of Related Literature 25


CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research design 26
3.2 Area of Study 26
3.3 Population of Study 27
3.4 Sample Size Determination 27
3.5 Instrument for Data 28
3.6 Method of Data collection 28
3.7 Method of Data Analysis 28
CHAPTER FOUR
DATA PRESENTATION / ANALYSIS 29

CHAPTER FIV9
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings 39
5.2 Conclusion 39
5,3 Recommendation 40
Reference 41
Appendix 44
LIST OF TABLES
Table 4.1 Administration of Questionnaire 29
Table 4.2 Gender 30
Table 4.3 Age 30
Table 4.4 Education Qualification 31
Table 4.5 Research Question 1 32
Table 4.6 Research Question 2 33
Table 4.7 Research Question 3 35
Table 4.8 Test of Hypothesis 36
Table 4.9 Observed Frequency Table 36

CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Conflict has been observed to be in existence in all human organizations. It could be described as all forms of opposition, disagreement, friction between two or more parties and it manifests in the forms of arguments, protests, demonstration, aggression and other destructive behaviors of Nigeria, 2009). Conflict is a regular feature of formal organizations which results from divergences in interests of individual workers and management. Because individuals differ in their values, attitudes and goals, conflict among them becomes unavoidable. Conflict occurs at both individual and collective levels, personality and other structural factors coming into play (Onah, 2010).
Obisi (2005) observed that there is intra-management conflict just as conflict situations do occur between and among groups of workers and their organizations as well as between individuals. Two types of conflicts at work have been distinguished. These are organized and unorganized conflicts. Otobo (2005) expresses that organized conflict forms part of a conscious strategy to change the situation which is identified as source of discontent. This type of conflict is thus a group activity, involving deliberate decisions taken at a mass meeting or by selected representatives of affected staff.
However, in an unorganized conflict, the worker responds to the situation in the only way open to him as an individual that is, by withdrawing from the source of discontent, or in reaction engaging in sabotage and rudeness, Agwu (2006) argues that such reaction rarely derives from any real calculative strategy. Indeed, unorganized expression of conflict are often, not regarded as conflict by the persons in the situation. This is why most people may not ordinarily associate acts of rudeness with being in a state of conflict. Quite often such rude behavior may be attributed to “bad mood” and similar psychological states of mind. Conflicts in organizations, whether organized or unorganized, individual or group, need to be managed effectively because of their effects on the organization.
Conflict situations affect the overall effectiveness of organizations in the sense that they cause disharmony among organizational participants impacting negatively on organizational performance. This is because useful time and resources are wasted during conflicts in organizations. Nevertheless, we have to bear in mind that no organization is immune to conflict within itself since every organization is made up of different individuals with diverse interests, goals, ideas and temperaments and it is very difficult to harmonize these divergences. While conflict occurrence have been observed to be inevitable and ubiquitous in human organizations, the strategies for managing it have remained topical issues and matters of concern to individuals, groups and scholars of Nigeria (2009).
Conflict management refers to attempt to control or regulate conflict through a number of measures. Conflict management strategies refers to the internal mechanisms used by various authorities in resolving conflict (Adeyemi& Ademilua, 2012).Ugbaja (2002) notes that the aim of conflict management is not to create an ideal situation since that is not attainable given the divergences in the individual’s goals, etc. However, conflict management systematically uses the available conflict resolution strategies to build an effective mechanism for conflict management in organizations. Although there may be existing mechanism and procedures already in place to deal with conflicts whenever they occur, some organizations with reactive managers rise to the situation when it occurs.
Dunlop (2002) expresses that the virtues of organizational harmony underscores effective conflict management strategies which is indisputable to effective organization’s performance. For this reason, every organization strives to ensure good working environment in which relationships among workers on the one hand, and workers and management on the other are cordial and appreciated by all the organization’s participants. Manufacturing industry is one such sector where conflict management is not only essential but should be effective given the companies vulnerability to huge financial losses whenever there is conflict. Against this background, therefore, this study is set to determine the strategies to curb management conflicts in Nnewi North local Government.

1.2 Statement of Problem
Conflicts in organizations have destabilizing effects on the overall performance of the organization. It is not only seen as one of the greatest problems hindering and militating against organizational vision and success, it also leads to under performance since valuable time and resources (human and material) are used in controlling and managing conflicts rather than in enhancing output and productivity. Conflicts also lead to interpersonal disharmony in the organization which makes attainment of organizational goals difficult. Attaining organizational goals is possible if there are pragmatic strategies and efforts always made to reduce the overall level of conflict within the organization. Consequently, it is very imperative that efforts are made towards finding ways of effectively managing conflict so as to achieve organizational objectives. It is however on this platform that this study will determine the management conflicts strategies in an organization with particular emphasis in Nnewi North Local Government, Anambra State.

1.3 Objectives of the Study
The main objective of this study is to determine Strategies to curb management conflicts in an organization. Specifically the study intends to:
1. To identify the causes of conflicts in organizations in Nnewi North
2. To determine the different strategies of curbing management conflicts in organizations in Nnewi North.
3. To determine the extent to which these strategies are effective in curbing conflicts in organization.
1.4 Research Questions
The following questions will be addressed in this study;
1. What are the causes of conflicts in organizations?
2. What are the different strategies for resolution of conflicts in organizations?
3. To what extent are the strategies effective in curbing conflicts in an organization?
1.5 Hypotheses
The following null hypotheses are postulated for this study;
1. Ho1: There is no significant difference in the mean scores of Causes of Conflicts in an Organization.
Ho2: There is significant difference in the mean scores of Causes of conflicts in an Organization.
2. Ho1: There is no significant difference in the mean scores of strategies in curbing conflicts in an organization.
Ho2: There is significant difference in the mean scores of strategies in curbing conflicts in an organization.
1.6 Significance of the Study
This study is very important in several respects. Firstly, the findings of this study will be beneficial to entrepreneurs because it will expose them to various strategies that are effective in resolving conflict as proper management of conflict increases employees performance which leads to increased output resulting to increased profits in organization. Secondly, it will be beneficial to management in all corporate organizations. This is because conflict has become a regular and frequent feature of corporate organizations. By investigating the causes of organizational conflicts the study will be able to find out how the conflicts will be minimized since they cannot be completely avoided. Besides, in examining the causes of conflicts, the study will be able to determine why they reoccur. Furthermore, by examining how conflicts are managed, the study will be able to find out the limitation of the strategies. All these will provide the basis on which recommendations will be made for the benefit of management.
Thirdly, the government will also benefit from the study. As conflicts occur at organizational level so do they occur in the public-sector level. The findings of this study will be very useful to the government in formulating effective strategies for managing conflicts in the public sector.
Fourthly, employees in both the private and public sector organizations will also benefit from this study. This is because it will show how their intra and inter-relationships bring about conflict and how they can accommodate one another or what approach to adoption order to avoid conflicts. This is because the findings will show how they can use their positions in helping to ensure sustained harmony in corporate organizations. Finally, the study will be useful for academic purpose. This is because students who will carry out related studies will use this project report as a reference material.

1.7 Scope of the Study
This study focuses on strategies to curb management conflicts in some manufacturing firms. No doubt, it will be practically difficult to cover all the subsidiaries of Innoson Groups in this study. Hence, the scope of the study is centered on manufacturing firms in Nnewi North local Government (Innoson Vehicle Manufacturing Company).
1.8 Definition of Terms
Conflict: This refers to a situation of disharmony and grievance.
Organization: This refers to a combination or group of people who work together to achieve a goal.
Strategy: This is an approach or measure adopted in order to achieve a goal.
Management: This refers to the art of planning, organizing, directing and controlling. It also refers to decision-makers in a corporate organization.

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