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Format: MS WORD
| Chapters: 1-5
| Pages: 71
EFFECT OF HUMAN RELATION IN SOLVING CONFLICT IN AN ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Effective human relation in an organization has been an important role for the human resources department of effectively plan, control design discharge responsibilities and authorities to various employees in order to reach or meet the organizational goals and objectives. In doing this, the human resource department in any organization is expected to use utmost human resource skills and techniques to avert conflict in task, duties responsibilities and authorities. As organization will like to leave its original purpose of the organization, every aspect or sphere in the human resource department, the line staff, the subordinate staffs or the clerks must be put into consideration.
Moreso, it has been lately proven by a statistician (HADO 2004), that “Both Private and public organization in Nigeria, 70% of them have human conflict”. This come by inability, mismanagement of the resources department and this endemic virus is eating into the economic system. How can this be curbed? Furthermore, organizational development and productivity is concerned with attempt to improve the overall performance, effectiveness, relation and brotherliness. Especially, it is applied behavioural science to plan, changed and development that could organizational conflict. In fact, sound manpower policies, planning, motivational model value will help any conflicting organization to control and check mate the organizational goals and objectives from the human resource department.
1.2 STATEMENT OF PROBLEM
Igemgie (2002) opine that 81% or organizational conflicts are from the mismanagement of the human resource department. This could be as a result of the human resource personnel, by employing the wrong hands, misallocation of duties, responsibilities and authorities. This simple problem which has not been recognized has eating deep into the fabric of most organizational development and productivity hence, measures have to be taken by turning the ranging situation.
1.3 OBJECTIVES OF THE STUDY
The main objective are
1. To examine the importance of the personal manager in reducing organizational conflict.
2. To examine if educational skills enhances effective human relation.
3. To examine how responsibilities duties and authorities to staffs or employees in the organization to enhance effective human relation.
4. To reexamine if clarification of goals and objective maximizes conflict.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Effective human relation in an organization has been an important role for the human resources department of effectively plan, control design discharge responsibilities and authorities to various employees in order to reach or meet the organizational goals and objectives. In doing this, the human resource department in any organization is expected to use utmost human resource skills and techniques to avert conflict in task, duties responsibilities and authorities. As organization will like to leave its original purpose of the organization, every aspect or sphere in the human resource department, the line staff, the subordinate staffs or the clerks must be put into consideration.
Moreso, it has been lately proven by a statistician (HADO 2004), that “Both Private and public organization in Nigeria, 70% of them have human conflict”. This come by inability, mismanagement of the resources department and this endemic virus is eating into the economic system. How can this be curbed? Furthermore, organizational development and productivity is concerned with attempt to improve the overall performance, effectiveness, relation and brotherliness. Especially, it is applied behavioural science to plan, changed and development that could organizational conflict. In fact, sound manpower policies, planning, motivational model value will help any conflicting organization to control and check mate the organizational goals and objectives from the human resource department.
1.2 STATEMENT OF PROBLEM
Igemgie (2002) opine that 81% or organizational conflicts are from the mismanagement of the human resource department. This could be as a result of the human resource personnel, by employing the wrong hands, misallocation of duties, responsibilities and authorities. This simple problem which has not been recognized has eating deep into the fabric of most organizational development and productivity hence, measures have to be taken by turning the ranging situation.
1.3 OBJECTIVES OF THE STUDY
The main objective are
1. To examine the importance of the personal manager in reducing organizational conflict.
2. To examine if educational skills enhances effective human relation.
3. To examine how responsibilities duties and authorities to staffs or employees in the organization to enhance effective human relation.
4. To reexamine if clarification of goals and objective maximizes conflict.
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