Impacts of Conflicts Management on the Efficiency and Effectiveness of Business

Impacts of Conflicts Management on the Efficiency and Effectiveness of Business

Chapter One of Impacts of Conflicts Management on the Efficiency and Effectiveness of Business

INTRODUCTION

BACKGROUND TO THE STUDY                             

Conflict is an inevitable element of any labour – management relationship. In work situation people are bound to have different interests and aspirations which may tend to conflict with each other. Also in every organization where people to different background have to interact in the collective efforts towards achieving a common goal, conflict is bound to ensure. This is because in addition to the common workplace his own personal ambition which he earnestly desires to achieve alongside the organizational goal. This individual goal or interest may not necessarily be compatible with that of other members. Thus, there is clash of interest.

For example, management is often committed to pursuing a goal of profit maximization through rationalization of economic decision and other cost maximization policies. The workers, through their union want higher wages are lucrative welfare package which tend to result in higher costs of doing business to the management. Union wants effective participation in most factory shop decision even at tl1e expense of encroaching on areas that fall exclusively within the confinement of management prerogatives. Management cannot, but resist these unwholesome moves. In the process conflict  will ensure, therefore, it is obvious that conflict is inherent in every organization irrespective of size, mission or age. To this end organization (be it private or public) are perceived to always assumethat conflicts necessarily damage the relationship that exist within the work places.  It is based on the fore goings that a research study on measurement of conflicts effectiveness and efficiency became a subject of interest.

HISTORICAL BACKGROUND OF LAGOS STATE UNIVERSITY (LASU) 

The Lagos state university was established on April 22nd 1983 via the statute of 1983. with the major objective of being the apex of the educational system of the state, providing access to higher education for citizens,  providing innovative educational programmes of high standard, conducting research and disseminating their findings,. It was also established to become intellectual pursuit and serves the factory of ideas by the then government a Alhaji Lateef Kayode Jakande.

The university took off in 1984 with 342 students, with three Faculties; Education, Law and Humanities, and Science. In 1989, it had 2,974 students, while the number increased in 1994 to 4,459 with 968 members staff made up of 300 76 administrative technical and 492 junior staff.. The population has grown to about 80,000 including Regular, Part-Time  and Postgraduate students spread over eight (8) Faculties listed as follows; .

·        Faculty of Art

·        Faculty of Education

·        Faculty of Law

·        Faculty of Management Sciences

·        Faculty of Science

·        Faculty of Social Science

·        Faculty of Engineering

·        Faculty of Medical Sciences

In addition, there is a School of Postgraduate Studies.

The university was conceived as a non-residential university. It took over 139 hectares of hind which were previously the sites of Government College Ojo,

Methodist Boy’s High School (proposed) Ojo site, and BUILDSPEC, an Engineering company, head it’s moved on Monday 19th December, 1983 from the old Lagos State Government Secretariat, Ikeja. Extra 800 hectares of land were later added at Ojo. Currently, it operates as a multi-campus university. The existing campus at Epe for Engineering Faculty and with the Teaching Hospital and College of Medicine at Ikeja. The main campus and the administrative headquarters remain at Ojo.

STATEMENT OF THE PROBLEM

It may seem that whenever two or more people are gathered, there will be conflict. The efficacies of organizational conflict are myriad. The problem of incessant industrial conflicts, disputes, strikes, lockouts, and boycotts have generated much concern not only among employers of labour but also employees themselves and other stakeholders-as well. The magnitude of the adverse effects can well be understood when one considers the huge looses in productivity, reduced profits, damages to organization’s assets. The negative impacts of such event is like “ill wind that how nobody good”. All parties are usually affected, employees in the areas of poor inter-personal relationship between them and the management, and among themselves, loss of pay, termination and dismissal form employment etc for the society potency for social disorder, instability, of jobs and mass unemployment, which could a:Tect the fulfillment of its obligation.

Given the reality as described above, it behooves but labour and management to seek ways of coping and minimizing undesirable tensions and conflicts, and its unpleasant consequences for this reason, it is pertinent to look into the various effects of industria1 conflict on the organizations, and approaches toward managing these problems positively, so that their favourable impact measurement could be felt on the effectiveness and efficiency of organizations.

PURPOSE OF THE STUDY

The objectives of this research study are as follows;

1.               To gain insight into the various causes of organizational conl1icts.

2.                To assess the problem (if there is any) encountered by the organization in the process of managing conflicts.

3.                To evaluate the factors that influence industrial conflicts’ in business organization

4.                To generally offer useful suggestions to wards improving the management of industrial conflicts with within any business organization.

5.                To establish that conflict can be so managed, to the extent that it Can also bring about organizational effectiveness and efficiently in the work place, particularly, with references to LASU.

6.                To examine the impacts (be it positive or negative) of conflict on our selected organization. The positive impacts will be applauded. While the negative impacts condemned.

7.                To make workable and meaningful recommendations on how organizations can improve on their conflicts prevention, and management to their benefits and effectiveness, and that of the Nigerian economy at large.