ABSTRACT
Conflict is an everyday
occurrence in human life this study weak fried to look at an organizational
conflict from a broader sense and perspective owing to the fact that
organizations are made up of human beings therefore this creates way for
conflicts, which is classified according to the followings, intra-individual
conflict or internal conflicts within individuals, interpersonal
conflicts. This has been given reasonable and dasonate attention in the
subsequent chapters of this research work.
However, there are
several causes of organizational conflicts. They include existence of
incompatible goals, problems of status in congruities in perception and
incompatible resource allocation some group of researchers believed that these
structural causes are summed up and enshrined in hierarchical conflict that
tends to exist between various levels of the organization.
TABLE OF CONTENT
CHAPTER
ONE:
INTRODUCTION
1.1
Background of the study
1.2
Statement of the study
1.3
Purpose of the study
1.4
Scope of the study
1.5
Research hypothesis
1.6
Significance of the study
1.7
Limitations of the study
1.8
Definition of terms
Reference
CHAPTER
TWO
2.0
LITERATURE REVIEW
2.1
Profile/background information of UBA Plc
2.2
Forms of conflict
2.3
Methods of conflict resolution
2.4
Need for conflict resolution
2.5
Impact of conflict to organizations
Reference
CHAPTER
THREE:
3.0
RESEARCH DESIGN AND METHODOLOGY
3.1
Research design
3.2
Area of the study
3.3
Population of the study
3.4
Sample and sampling technique
3.5
Validation of the instrument
3.6
Reliability of the instrument
3.7
Methods of data collection
3.8
Method of data analysis
Reference
CHAPTER
FOUR
4.0
DATA PRESENTAITON AND ANALYSIS
4.1
Presentation and data analysis
4.2
Test of hypothesis
4.3
Summary of results
Reference
CHAPTER
FIVE
5.0
DISCUSSIONS, RECOMMENDATIONS AND CONCLUSIONS
5.1
Discussion of results/findings
5.2
Conclusions
5.3
Recommendation
5.4
Suggestions for further research
Bibliography
Appendix
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND TO THE STUDY
In the first place,
intra individual, interpersonal and inter-group conflict all take place within
organizations. Individuals within organizations have many conflicting
organizational gross pressure operating on them. Conflict is inherent in organizational
process such as;
a.
The boss want more production/service
b.
Subordinates want consideration,
c.
Operators resist change
The rulebook suggests a
formular; the staff says it will not work.
Conflict have sent many
organizations to their untimely doom. Like social interaction,
interactive behaviour can occur at the individual, personal, group or
organizational levels. And it frequently results in conflict at each of
these level in banking sector of Nigerian economy, these conflicts have left
much to be desired in the activities of these banks.
Therefore with
particular reference to the United Bank for African (UBA Plc), this conflict is
not absence. This is because conflict is an energy day occurrence in
life. Through but it is not entirely bad. This is because an
organization can exploit opportunities and increase its efficiency through
conflict.
Conflict can lead to
innovation and change, it can energies people to activity, develop protection
for something else in the organisation and be an important element in systems
analysis of the organisation. Such factors indicate that conflict can be
managed to work for rather than against, goal attainment in the modern
organisation.
More conceptually, it has
been suggested that there are four causes of organizational conflict, viz:
a.
An incompatible goals situation
b.
The existence of incompatible means or incompatible resource allocation.
c.
A problem of status incongruities, and
d.
A difference in perceptions
In the classical
organisation, there are four predominant types of structural causes of
conflict;
1.
Hierarchical conflict between various levels of the organisation. The
board of directors may be in conflict with top management, middle management
may be in conflict between with supervisory personnel or there may be general
conflict between management and the workers.
2.
Functional conflict between functional departments of an organisation.
1.2 STATEMENT
OF PROBLEMS
This study aims to lack
at conflicts that exist in the United Bank for Africa (UBA) Plc Enugu and also
suggest how to increase the banks efficiency through the resolutions of the
conflicts.
Conflicts are the
graveyard of an organisation. It then follows that any firm that toys
with its conflicts resolutions or how to bring harmonic atmosphere among it’s
human element is doomed to have an organizational chaos, anarchy and
lawlessness which will untimely end the organisation in its grave.
Therefore the need to have proper conflict resolution and tranquility in a
banking industry cannot be overemphaised. Regrettably, most banking firms
have neglected this thereby resulting in poor performance in the
industry. For an organisation to run out of such problem and the like of
chaos, anarchy, lawlessness, loss of customers patronage, poor competitive
powers, conflicts needs to monitored and controlled from the point of it’s
development to the point of it’s resolution.
It is a common knowledge
that conflict results into stress and stress consequently has negative
consequences in the organizational parlance, which might manifest as boredom,
tension, withdrawal and communication breakdown. At times these may not
be noticed and will instead the organisaiton to trust and believe that “all
that glitters is gold”. Hence will put all it’s egg in a basket because the
needed information in the current trend and direction of activities is
lacked. In all these will result in lunge revenue losses to the
organization.
This research on
conflict resolution with particular reference to Unit Bank for Africa (UBA) Plc
Enugu has raised some questions among experts and professionals, which this
study has attempted to address. These include:
a. Can
organizational conflicts in organisation be minimized and/or entirely
criminated?
b. Can
organization exist without conflict?
c. Is
conflict beneficial or detrimental to organizational goal?
d. Is
efficiency dependent on peaceful co-existence and interaction among workers?
e. How
can organizational efficiency be increased by resolving conflicts?
These questions form the
basis of investigation, which this study is designed to accomplish.
1.3 PURPOSE
OF THE STUDY
The aim of every banking
firm such as United Bank for African (UBA) is to be efficient in the discharge
of its service. It is through effective and efficient conflict resolution
that can be achieved (conflict resolution is one but not the only means of
achieving this).
Conflict should be
monitored to ensure that it does not escalate into group involvement as to
warrant the setting up of statutory machinery for its resolution.
Therefore it should be treated when it is within the reach and control of the
organization. The overall objective of these measure will be to ensure the
profitability of the organisaiton. This is addition to the above started measures;
the researcher wants to achieve through this study the following objectives:
1.
To find out whether conflict exist in United Bank for Africa Plc Enugu
2.
To examine and assess various conflicts traceable in the bank
3.
To find out whether a specific method of resaling conflict actually exist in
United Bank for Africa Plc.
4.
To identity problems if any encountered in resealing conflicts in
the organization. Statuary machinery for its resolution rather it should
be treated when it is within the reach and control of the organization.
5.
To find out the consequences of conflicts in the bank activities.
6.
The recommend ways organization efficiency can be increased through resolving
conflict.
1.4 SCOPE
OF THE STUDY
The scope and range of
this study would have been wide enough to encompass grossly all the commercial
banks. This study will be focuses on conflict resolution as a means of
increasing organizational efficiency with particular emphasis is on the united
bank for Africa plc Enugu. More so, comparisons may be made with other
commercial bank where and when necessary .
1.5 RESEARCH
HYPOTHESIS
The research will be
guided by the hypothesis formulated here under H0 gives with negative.
H0: Conflicts are
well resolved retrained resulted to increase in organizational efficiency in
united bank for African Plc Enugu.
Hypothesis should be line with research
questions.
Hi:
Alternative hypothesis is conflicts are not well resolve and this has resulted
to organizational inefficiency in the United Bank for Africa, plc Enugu.
H0: Conflicts are
avoidable and not inevitable
1.6 SIGNIFICANCE
OF THE STUDY
Conflict has been
regarded as the black spot of organization often constitutes the largest single
current liability of such an organization some losses are incurred for
persistent and detrimental conflict. Such losses, which are seen
theoretically practically include loss of goodwill, customers patronage, market
share, output, communication,; job satisfaction due to stress caused by
conflict. The researcher having viewed the huge loss involved deems it
inevitable to study the various ways of increased efficiency by resolution of
conflict in banking firms. So, it is hoped that firms such United Bank
for Africa Plc Enugu will achieve her organizational efficiency through this
research it is also hoped that future researchers will benefit from this work.
1.7 DEFINITION
OF TERMS
There are some terms
which their explanations according to the context of their usage in this study
will help enhance the understanding of this research. They are follows.
ORGANIZATION: An organization is a structured process in which
persons interact for objectives.
CONFLICT: Conflict
is the condition of objective incompatibility between values or goals; as the
behaviour is deliberately interfering with another’s goal achievement and
emotionally, in terms of hostily.
INTRA INDIVIDUAL
CONFLICT: This is the type
of conflict, which can arise when personal and organizational goals are
incompatible and each cannot be used to achieve the other.
INTRA GROUP
CONFLICT: This is the conflict that
occurs when a group is interacting with another group.
EFFICIENCY: Efficiency
is used is terms of input, output and organizational objective to mean
achievement of objectives at a minimum cost.
Department | Business Administration and Management |
Project ID Code | BAM0053 |
Chapters | 5 Chapters |
No of Pages | 45 pages |
Methodology | Descriptive |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |