TABLE OF CONTENT
Title page
Certification
Dedication
Acknowledgements
Proposal
Table of content
CHAPTER ONE: INTRODUCTION
CHAPTER TWO: LITERATURE REVIEW (INTRODUCTION)
CHAPTER THREE: RESEARCH METHODOLOGY
Chapter four
4.0 Presentation and analysis of data
4.1 Analysis of response given by the staff of I.T.C
CHAPTER FIVE
Summary of the major finding, conctusion, limitation and recommendation of the study
Bibliography
Appendix
Questionnaire
CHAPTER ONE
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 lobb. 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 counvervaling forces to be unverstood 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 nart 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 consistency 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 miget 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.
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 determined the frequency of conflict occuracies.
1.3 STATEMENT OF THE RESEARCH PROBLEM Conflict are viewed by classical and human relation school of thought as destructive. This must be avoided at all cost which the behaviour school believed conflict is not only desirably unavoided but emergize a system to reach its optimum level faster
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