This research is designed to examine the organizational conflict and its management in modern day organization. Question were used to collect data interview and observation by the researcher. The statistical method used in this research is the chi-square; this method was used to analyse the responses to the question from the questionnaire. The outcome of the analysis is that the null hypothesis was rejected while the alternative hypothesis was accepted. The study revealed that organizational conflict actually exists in organizations. The study recommended any others that adequate care should be taken in handling differences in goals between management and employees. It was concluded that conflict is inevitable in an organization and it is caused by goals difference between management and employees, bad leadership style management, confrontation, unresolved grievances and victimization etc.
1.1 Background to the Study
In every organization, conflicts are bound to arise between employers and employees due to divergent interest between them. There is no meaningful development that can take place in a state of rancor and perennial disputes. Generally speaking, organizational conflict is one of the most prevailing issues in the world today.
Management of industries is concerned with profit maximization, ensuring the survival of the business and long working hours as their goals while employers have profits, sharing fringe benefits as their goals which contradict the others. These divergent goals of management and employees result in dispute of interest and consequently individual conflict.
Organizational conflict as a concept involves total range of behavior and attitude that expresses opposition and divergent interest between individuals and managers (Alters, 1967).
Therefore, it is good for management of industries, workers and even trade unions to have the knowledge of organizational conflicts so as to know how to handle it. Since one must live with conflict the best attitude on effective and efficient execution should be developed towards it. These should be recognized and developed for understanding of ways of managing, minimizing as well as resolving it. It is in view of the foregoing that this research work will look into the types, organizational and resolution of organizational conflict.
1.2 Statement of the Problem
Organizational conflict is a common phenomenon in an organization that create problems as a result of discontent, grievances, disputes, misunderstanding and disagreement of workers and management in a work-setting. This has resulted to strike: economic strike, sympathy strike, sit down strikes, slow down strikes and wild cost strikes. (Holly and Jennings, 1980). It is in view of this that this research is undertaken to look into ways of effectively managing and resolving organizational conflict so that there would be harmony in workplace and the society at large. Solving organizational conflict will help the organization to achieve goals and objectives such as:
i. Yielding of high production of goods and services
ii. It enhances the relationship status among workers.
1.3 Research Questions
i. Does lack of meaningful dialogue between management and employee responsible for organizational conflict?
ii. Does leadership style lead to organizational conflict in organization?
iii. To what extent does difference between management and labour result in conflict?
1.4 Objective of the Study
The purpose of this study is to have an in-depth knowledge of the organizational conflict in an organization and to find ways of its effective approaches and resolution specifically to
1. Whether lack of meaningful dialogue between management and employees is responsible for organizational conflict.
2. Whether leadership style can lead to organizational conflict in an organization.
3. Identify the extent to which goals difference between management and employees can result in organizational conflict.
1.5 Statement of Hypotheses
(1) Lack of meaningful dialogue between management and employee is not responsible for conflict in an organization.
(2) Leadership style does not lead to organizational conflict in an organization.
(3) Goal differences between management and labour should not be extended to the result in conflict.