A platform for research: civil engineering, architecture and urbanism
A platform for research: civil engineering, architecture and urbanism
MANAGEMENT OF CONFLICT AND ITS IMPLICATIONS ON NIGERIAN PUBLIC SECTOR ORGANISATIONS
The study sought to identify the causes of conflicts, the challenges encountered in managing organizational conflicts, and the appropriate strategies adopted by selected public sector organizations in Nigeria in managing organizational conflict. The study has population size of 75 out of which a sample size of 63 was realized using Taro Yamane’s formula at 5% error tolerance and 95% level of confidence. Instruments used for data collection were questionnaire and interview. A total number of 63 copies of the questionnaires were distributed while 55 copies were returned. The descriptive research design was adopted for the study. The hypotheses were tested employing Pearson chi-square using SPSS. The findings indicate that inadequacy of resources; personality differences and communication problems are the causes of conflict in Nigerian public sector organizations. Secondly, coping with change and effective implementation of strategy are the challenges encountered in managing organizational conflict. Thirdly, collaboration style, accommodation style and avoidance style are the strategies adopted by public sector organizations in managing conflict. The study recommends that managers should develop appropriate strategies such as collective bargaining and negotiation, to resolve and manage conflicts as they arise before escalating to unmanageable level. Article visualizations:
MANAGEMENT OF CONFLICT AND ITS IMPLICATIONS ON NIGERIAN PUBLIC SECTOR ORGANISATIONS
The study sought to identify the causes of conflicts, the challenges encountered in managing organizational conflicts, and the appropriate strategies adopted by selected public sector organizations in Nigeria in managing organizational conflict. The study has population size of 75 out of which a sample size of 63 was realized using Taro Yamane’s formula at 5% error tolerance and 95% level of confidence. Instruments used for data collection were questionnaire and interview. A total number of 63 copies of the questionnaires were distributed while 55 copies were returned. The descriptive research design was adopted for the study. The hypotheses were tested employing Pearson chi-square using SPSS. The findings indicate that inadequacy of resources; personality differences and communication problems are the causes of conflict in Nigerian public sector organizations. Secondly, coping with change and effective implementation of strategy are the challenges encountered in managing organizational conflict. Thirdly, collaboration style, accommodation style and avoidance style are the strategies adopted by public sector organizations in managing conflict. The study recommends that managers should develop appropriate strategies such as collective bargaining and negotiation, to resolve and manage conflicts as they arise before escalating to unmanageable level. Article visualizations:
MANAGEMENT OF CONFLICT AND ITS IMPLICATIONS ON NIGERIAN PUBLIC SECTOR ORGANISATIONS
Onyejiaku, Chinyere C. (author) / Ghasi, Nwanneka C. (author) / Okwor, Helen (author)
2018-03-04
doi:10.46827/ejhrms.v0i0.256
European Journal of Human Resource Management Studies; Vol 1, No 2 (2018) ; 26011972
Article (Journal)
Electronic Resource
English
DDC:
710
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