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Format: MS WORD
| Chapters: 1-5
| Pages: 57
ORGANISATIONAL CONFLICT AND MANAGEMENT IN NIGERIA HIGHER INSTITUTION
ABSTRACT
The study captioned: organizational conflict and management in higher institutions with a reference to Enugu State University of Science and technology, Enugu. The purpose of this study is to investigate the causes, effects and solutions to ever- increasing crisis and industrial disputes that have bedeviled to university system over the years. To this end, the researcher adopted both the historical and surveys research methods. The data used in making analysis was collected mainly through questionnaire, interviews and review of related interactions. Respondents were also selected by means of simple random sampling method, which gives every member of the university equal changes of being selected. Analysis was carried out using tables, simple percentage and z-test for proportion. A total number of 38,132 respondents formed the population out of which 396% respondents were selected as the sample, making use of Yaro Yarmine sample size formula. Out of 396 questionnaires that were printed and distributed, only 387 were properly filled and returned and the final analysis was based on this figure. Based on the analysis made, the researcher discovered among other things that: The national strike embarked upon by the Academic Staff Union of University (ASUU) in recent times was aimed at compelling the federal government to devote 265 of its annual budget to education in accordance with the UNESCO provisions. On the basis of findings, the researcher therefore recommended among others; that a flexible organizational structure should be instituted to improve on the relationship between management and staff.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
University worldwide is regarded as the citadel of knowledge, the fountain of intellectualism and the most appropriate ground for the incubation of leaders of tomorrow. Organization as a university with a structure that allows two or more units or groups to share functional boundaries in achieving its set objectives, thus, there is every tendency conflict might generate which is inevitable in any organization.
Organization by their nature such as the university, bring together people of different and desire orientations and background – students, lecturers and administrative staff have to work harmoniously together in their bid to achieve stated objectives. Hence, the organizational structure is organized such that staff and staff, students and students, and staff and students share functional boundaries of exchange of knowledge.
The goal of university education is pursued through its main functions and activities of teaching, research, dissemination of existing and new information, service to the community, and being a store house or knowledge (Adewimi: 1992). As such, in carry out these functions, there is always conflicts within and among the categories of people within and among the categories of people within the University community, namely students, academics, administrators, non-academics and their unions due to different in purposes and expectation from the university.
As noted by Adewimi (1992:1) a conflict situation is one in which there are differences and divergence of opinions, attitude, disposition, views and positions on particular issues or development. In other words, conflict is a situation which characterized by the inability of those concerned to iron out their differences and reach an agreement on issues of common interest. This inability manifests in one form of protest or the other such as strikes and other work-disruption (slow-downs, sabotage and planned absenteeism). Which often results to disruption of university programmes and closing down of institutions. However, this is not the case because conflict at times properly managed can be contrastive-that is, it can be beneficial because it may cause an issue to be presented in different perspectives. According (Knootz: 1983), he explained that one top executive of a major company maintained that when there was no conflict on an issues, it could not have been sufficiently analyzed and
ABSTRACT
The study captioned: organizational conflict and management in higher institutions with a reference to Enugu State University of Science and technology, Enugu. The purpose of this study is to investigate the causes, effects and solutions to ever- increasing crisis and industrial disputes that have bedeviled to university system over the years. To this end, the researcher adopted both the historical and surveys research methods. The data used in making analysis was collected mainly through questionnaire, interviews and review of related interactions. Respondents were also selected by means of simple random sampling method, which gives every member of the university equal changes of being selected. Analysis was carried out using tables, simple percentage and z-test for proportion. A total number of 38,132 respondents formed the population out of which 396% respondents were selected as the sample, making use of Yaro Yarmine sample size formula. Out of 396 questionnaires that were printed and distributed, only 387 were properly filled and returned and the final analysis was based on this figure. Based on the analysis made, the researcher discovered among other things that: The national strike embarked upon by the Academic Staff Union of University (ASUU) in recent times was aimed at compelling the federal government to devote 265 of its annual budget to education in accordance with the UNESCO provisions. On the basis of findings, the researcher therefore recommended among others; that a flexible organizational structure should be instituted to improve on the relationship between management and staff.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
University worldwide is regarded as the citadel of knowledge, the fountain of intellectualism and the most appropriate ground for the incubation of leaders of tomorrow. Organization as a university with a structure that allows two or more units or groups to share functional boundaries in achieving its set objectives, thus, there is every tendency conflict might generate which is inevitable in any organization.
Organization by their nature such as the university, bring together people of different and desire orientations and background – students, lecturers and administrative staff have to work harmoniously together in their bid to achieve stated objectives. Hence, the organizational structure is organized such that staff and staff, students and students, and staff and students share functional boundaries of exchange of knowledge.
The goal of university education is pursued through its main functions and activities of teaching, research, dissemination of existing and new information, service to the community, and being a store house or knowledge (Adewimi: 1992). As such, in carry out these functions, there is always conflicts within and among the categories of people within and among the categories of people within the University community, namely students, academics, administrators, non-academics and their unions due to different in purposes and expectation from the university.
As noted by Adewimi (1992:1) a conflict situation is one in which there are differences and divergence of opinions, attitude, disposition, views and positions on particular issues or development. In other words, conflict is a situation which characterized by the inability of those concerned to iron out their differences and reach an agreement on issues of common interest. This inability manifests in one form of protest or the other such as strikes and other work-disruption (slow-downs, sabotage and planned absenteeism). Which often results to disruption of university programmes and closing down of institutions. However, this is not the case because conflict at times properly managed can be contrastive-that is, it can be beneficial because it may cause an issue to be presented in different perspectives. According (Knootz: 1983), he explained that one top executive of a major company maintained that when there was no conflict on an issues, it could not have been sufficiently analyzed and
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