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PROJECT TOPIC:  CONFLICT MANAGEMENT STRATEGY ON EMPLOYEES’ PRODUCTIVITY IN A NIGERIAN CIVIL SERVICE
Department:  management science
AMOUNT:  10,000
FORMAT:   MS WORD
PAGES:  76
 
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ABSTRACT

This study investigatedconflict management strategy and employee productivity of the Nigerian civil service. In all places where there are interactions between people there is bound to be misunderstanding resulting from differences in perception, behaviour and approach of life issues. The sample size of three hundred and forty nine was determined using the Yaro-yamen’s sample size, and it was further reduced to  150 respondents using the simple random sampling. Thus, For the purpose of this study, six objectives of study were drawn to guide the study. Relevant literatures and concepts relating to the study were reviewed. The study deployed quantitative research design of 150 respondents. Findings from the study revealed that there is a strong relationship between the various conflict management strategy, which included, Negotiation, accommodation strategy, collaboration, containment control, problem solving strategy and confrontation Strategy and the employee productivity of the civil service. It further revealed that  conflict can initiate productive change and vitality if well managed. The consequences of conflict will inevitably be determined by how well it is managed. If not properly managed, it may cause unquantifiable damage to the organization The study recommends that staff of the Nigerian Civil service should adopt negotiation and accommodating  management strategy in resolving the multitude inter-professional conflicts that arises since negotiation increasingly gains importance as a popular and constructive way to manage conflict.

 

 

 

 

 

 

 

 

CHAPTER ONE

INTRODUCTION

1.1 Background to the study

Conflicts exist in every organization where people interact and work together According to the theory of human relations, the existence of conflict in groups is considered a natural consequence of human interaction. The concept of conflict within a company or organization has become a point of interest for many researchers (Rovithis et al., 2017). Some conflicts arise when the organization's requirements conflict with the opinions, attitudes, values, and beliefs of the individual (Erdenk & Altuntas, 2017). According to Jones (2017), role conflict exists when different people or different groups of people with whom the worker interacts have conflicting expectations. The Nigerian civil service in Nigeria is very complex, characterized by numerous intricate interdependent relationships and job ambiguity, which create stress and produces macro-level conflict. Complexities related to time pressure, critical life and death decisions, unmet expectation from peers, and enormous workloads contribute to conflict.  Conflict has been observed to be in existence in all human organizations including the universities system. 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 behaviours. 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 (National Open University of Nigeria, 2013).

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