The impact of conflicts management in an organization performance


Price: 2000 Naira (BSC, MSC)




1.1 Background of the Study

With reference to my research on Flash Link organisation, the aim of every business is to make profit at the maximum level, employees are continually under pressure to make sure that resources are utilized fully and labor cost are stabilized or reduced. Employers on the other hand have different interest. Their main concern is to maintain and improve their standard of living. They tend to seek wages and salaries increase, better working conditions, stability of employment, improved welfare packages, opportunity for advancement and so on in their work place. The interest of employers and employees are not usually the same especially at this period when the technological and industrial change keep occurring constantly, therefore conflicts are more likely to arise. Not many may be interested in seeing that the goals of the organization are achieved, those that may be interested are possibly more likely to be in a higher positioning the organization (Reference to Modern Business Administration by Robert Appleby). (Robert, year).

Within every organization, there are various sub-goals of the various groups and management always attempts to manipulate these sub-goals to ensure that the survival of the organization is more readily achieved. According to Adefisayo (2000) industrial dispute may arise if negotiation between labor and management fails a trade union may threaten to go on strike if its demand are not met on the other hand management may threaten to embark on lock out of workers if they refuse to reach a consesus (Adefisayo, 2007) .I was made to understand the countless times which the desires of the management conflicted that of the head of department and how it almost resulted in to something else in FLASHLINK organization Yenagoa,Bayelsa State.        

 Every organization has goals and only daily basis they strive to achieve the goals set, FLASHLINK is not exceptional. Some of these goals include the following;

  • Maximizing the wealth of their shareholders.
  • Maximizing profit.
  •  growth concern.
  •  survival and so on.

Some of these goals could be achieved efficiently and effectively if there is peace and harmony in the organization. The types of relationship existing between the employers and employees are a major and strong determinant of the success of any organization.Therefore, the emphasis in the industrial relationship peace and harmony. The parties’ employees and their employers have different belief, philosophies and perceptions. These usually result into conflicts and these conflicts have challenges on the management of Flashlink organization generally.

In summary, conflict is a reality in organization, yet it is generally viewed negatively by management conflict could be functional that results in creativity, increase motivation, increase productivity, etc. that the organizational needs for survival or could be dysfunctional that result in low productivity, loss of human energy time and money, low morale, frustration, etc. The traditional view of conflict was that it was necessary and harmful  but incurrent view, researchers believe that conflict in organization is inevitable and even necessary, on matter how organizations are designed and operated ( theory and development by mc Oliver and Nwagwu, 2000) In spite of these, demands, both from inside and outside the organization.

1.2 Statement of the Problem          

Certainly, manufacturing companies produce to sell the volume of goods produced to sell the volume of goods produced and sole, thereby determines their profit. Therefore any hindrance to production run, will affect sales volume resulting into low profit management conflicts are problem that need to be seriously looked into these conflicts usually occur between union workers and their management. A trade union con declare trade dispute that could result in strike or the management may embark on lock out workers.          

All problem put together in an organization, often result in management unrest such as strikes, lock out, work to rule, demonstration, go slow and so on. The sad twist in all this is their adverse effect on production and sales volume of business organization. Since the aim of every organization is to make profit on its investment in order to grow and survive, therefore any problem that tends to hinder the realization of this goal and objective warrant investigation. The challenges of conflict management on organization growth in Nigeria need to be looked into so as to find possible solution to prevent and management their occurrence.

1.3 Aims and Objective of the Study

The aim of this study is to research on the challenges encounter in an organization because of either success of failure to management conflict, as the efficiency of challenges of conflict management on organization growth cannot be overemphasizing. The following objectives are relevant.

  • To examine the effect of conflict management on organization growth.
  • To determine the effect of conflict management on productivity.
  • To examine the effect of conflict management on long-term survival of the organization.

1.4 Research Question

  • To what extent does conflict management affect organization growth?
  • To what extent does conflict management affect productivity
  • To what extent does conflict management affect long tern survival of the organization

1.5 Formulation of Hypothesis

The following simple hypothesis is formulated to enhance the research.


Ho: There is no significant relationship between conflict management and organization growth.

HI: there is significant relationship between conflict management and organization growth.


Ho: Poor remuneration does not result into conflict management in the organization.

HI: Poor remuneration does result into conflict management in the organization.

1.6 Significance of the Study

Industrial conflict has been so rampant in this country  which result into product stoppage, low sales  volume, profit production and therefore does effect the national income and gross domestic product (GDP) by the end of this study, it is expected that the findings of this research work will bring to the notice of both the trade union and management of every business organization that industrial conflicts have both the positive and negative effect and if not properly managed, could jeopardize the achievement of much organizations goals and objectives.         

This research work will enable the management to know that they should not wait until trade unions embark on strike before meeting theory demand will the union will also be enlightened that not only through industrial unrest that they could their needs. This study will as well encourage the government not to neglect its adjudicative role as umpire that regulates or monitors the activity in industrial relation to ensure peace and harmony. Finally, this study will be beneficial to employees, employers, business administrators, law makers, government and so on abut current view on industrial conflict the it is necessary for progress in every organization if properly coordinated.

1.7 Scope of the Study

This study will focus on the challenges of conflict management on organization in FLASHLINK Organization alone. Therefore, I limited my study to FLASH-LINK Organization, Yenagoa Bayelsa State. I will be examining management conflict in this company that result in the various chaos in the organization and the staff’s experience in each of these chaos. This study will also deal with the causes consequences and control of management conflict in the organization.

1.8 Definition of Terms

ARBITRATION: This is the process whereby the parties in a dispute present their causes to an impartial umpire who sits on the case and determines it.

COLLECTIVE BARGAINING: The trade union representative and management resolve their differences trough joint negotiation by this process.

INDUSTRIAL CONFLICT: This occurs when there is any disagreement between labour and management. Management dispute may arise if negotiation the harmful aspect and maximizing the beneficial aspect (clegg, 1979). Stoner and wankel schematically capture the land scale in the evolution of view on conflicts.     

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