CHAPTER ONE: INTRODUCTION

CHAPTER ONE
INTRODUCTION

1.1       BACKGROUND OF THE STUDY
In all organizations, there are individual and groups competing for influence on resources, there are different opinions and value, conflict of priorities and goals. There are pressure groups and clubs, Clique and cabals, triviality and bonds of alliance. All these point to the apparent manifestation of persistent confliction all organization.
The question may then be asked; is conflict uncivilized and becoming the natural outcome of countervailing forces to be understood and managed. But not eradicated?
There is no perfect organization on mathematical pure way of dealing with what an organization should do or how it should be run. These things rare eventually inside or outside the organization dominant coalition.
It makes sense, therefore, for people to not capture some of what power to influence join or destroy the dominant coalition or at least to do their best to ensure that there are some consistencies between their individual interest and value those persuaded and expressed by the organization who are involved in finding compromises, recording difference and living with what is possible rather than what might be deal.
The essence of business organization is monthly the achievement of objectives set by its founder and added by its environment mainly the various.
In the final analysis, all-encompassing objectives could be found for any organization which would have resulted from matching various compatible objectives are resolving mutually exclusive ones.
1.2       OBJECTIVES OF THE STUDY
This research work is to determine the make up of people who occupy different levels of the organization pyramids called its manpower; those people have different culture skills and education background, as well as different value, perceptions expectations and role.
The degree with which she met with opposition in protecting her interest value and goal in the organization will be determined by the frequency of conflict occurrences.
a.         To examine the nature and pattern of conflict
b.         To discover the effect of conflict index on the productivity of workers.
c.         Investigate conflict management that are operative in west African Portland cement plc.

1.3       STATEMENT OF THE PROBLEM
Conflict is viewed by classical and human relation school of thought as destructive. This must be avoided at all cost which the behavior school believed conflict is not only desirably unavoided but energize a system to reach its optimum level faster.
Based on the above statement, the research will want to know whether in this approaching twenty first century, these views are still authentic or whether they are not or suppose to have a current hypothesis, to what extent can this be generalized on this era of globalization and useable economy.
The new to tackle these problems is crucial indeed and failure to do so may lead to an organization failure to achieve its objectives.
Therefore, this study will address the following firstly, the problem of recognizing desirable and undesirable conflicting the organization.
Secondary, the problem of tolerating conflict within organization before the extent at which conflict should be tolerated within the organization.
Thirdly, the problem of identifying causes of conflict within the organization and lastly, the problem of identifying the causes of conflict within the organization as well as leadership style and procedure of managing conflict.
These are some of the problems this research work addressed using latest African Portlant cement (WAPCO) plc, shagamu, works, ewe koro works and head office as a frame work of reference

1.4       RESEARCH QUESTION
The study sought to examine the conflict management procedures of the employees in west African Portland cement plc and the effect on the organization over all performance.
To accomplish the purpose of the study. The following questions are raised; what has been the interpersonal and inter-group relationship between and among employees in the organization.
What could be done to improve the relationship? Is there any significant relationship between heavily conflict and organization effectiveness
How can organization encourage health conflict and discourage unlikely conflict?
What should be the relationship between the employer and various government conflict management?

1.5       SIGNIFICANT OF THE STUDY
This research work has contributed immensely to the recognition of conflict as tool of maximizing the potential of work force and exposure as manages to the usage of conflict resolution as one tool of developing compatible objectives for the categories of stake holders.
It develops manager’s skills and insight into the management of conflict and rearing the conflict that cannot be eliminated in organization. Academically, it contributed to the employer’s development of local hypothesis for the benefit of small scale industries and promoter and employe study on the topic.
This research work confirms that dynamism of other issues at hand and the velocity at which it duction benefits on conflict management.

1.6       SCOPE OF THE STUDY
The study is to critically examine, the conflict management in west Africa.
Portland cement plc and it focuses on the activities of the company within the (1989 – 1999).
The study also deals with various model conflict management sources and types of conflict.
The study, however, covers all categories of staff, the executive management, senior, Junior management, supervisor and other workers at the three conception of the company that is in lagos Head office shagamu work and evekoro works.
Also, the study makes recommendations based on the findings about conflict. Some people may feel that a department must be accorded high recognition and others.

1.7       DEFINITION OF TERMS
Conflict: it is a process which begins when one part perceive that the other had frustrated or is about to frustrate his/her own effort.
Collective agreement: It is the outcome of the collection bargaining on terms and conditions of employment between the employee (union) and employer.
Employee: This is the person formonitary mean compensation.
Employer: he is the one who employs other because of his possession of men of a production.
Government: She is an institution of people gathering together to control the affairs of a country.
Grievance: It is a response to a given situation or environment.
Management: It is the act of getting their done through other
Organization: It is an arrangement that from a cooperate entity for the purpose of getting things done.
Strike: It is the temporary seizing of work effect by employee in the pursuance of a grievance or demand.
Trade Union: An association of person in employment for collective strength in bargain or in regulation of employment relation.
Intra organizational conflict: under this level of conflict, conflict is within organization. it comprises the following
Vertical conflict: It is conflict between a supervisor and his subordinates.
Horizontal conflict: It exist between employees or department at the same level.
Line staff conflict: It often occurs oven resources or the involvement of staff in line decision.
Inter organization conflict: This is the conflict that exists between two or more organization. This can occur because they interring dependent with suppliers customers, competition, government agencies and so on.

1.8       PLAN OF THE STUDY
The project is made up of five chapters, which the introductory part of the study consists of background to the study, statement of the problem.
The objective of the study, research question chapter two comprise of the literature review of the topic while change three death with research methodology and background to the case study and chapter four is concerned with data which consist of summary conclusion and recommendations.