ABSTRACT
This study was conducted to determine the impact of industrial conflict management on employees’ performance amongst civil servants at the Ministry of Economic Planning in Asaba, Delta State. The sources of data that constituted this research work were primary and secondary data. A structured likert scale questionnaire was the instrument adopted to generate data. Simple percentage statistical tool was used. Coefficient correlation and regression data analysis were used to test hypothesis. The random sampling technique was also adopted to adequately generate information from respondents. The findings revealed that collective bargaining, joint consultation and arbitration were all measures of industrial conflict management within the organization, it was concluded that conflict management through these medium would go a long way at maintaining and sustaining harmony at workplace as well as improved employees performance. It was therefore recommended that for a peaceful organizational atmosphere, good working relationships between superior and subordinates as well as the Ministry of Economic Planning, conflicts should be adequately resolved using these tools.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Industrial conflicts in organizations are inevitable. For employees to perform their crucial roles effectively and efficiently there must exist a strong cordial relationship between the employees and employers in the organizations. Industrial conflict is an everyday phenomenon in each in each organization. There is a growing recognition of the importance of conflict management in an organization. A recent survey indicated that mangers spend a considerable portion of their time dealing with conflict and that conflict management becomes increasingly important to their effectiveness. (Obasin, 2011).
Onyeonoru (2005), defined industrial conflict as all expression of dissatisfaction within the employment relationship especially those pertaining to the employment contract and effort bargaining. Industrial conflict are viewed as the clash of interest and resulting dispute of varying intensity between individuals, groups and organizations in the industrial relation system(Akanji, 2005). Azamosa (2005) observed that conflicts involve the total range of behaviors and attitudes that is in opposition between owners/managers on the one hand and employees on the other hand. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes. Irrespective of the factors resulting in conflict, it has been observed that industrial conflicts produce considerable effects on organizations and should be consciously managed as much as possible. Obisi (1996) argues that despite this fact, peace forms one of the fundamental factors to enhanced productivity with resultant benefits to both the labour and management as well as for the economic development of the country. It will not be out of place therefore to consider industrial conflict as an inevitable and desirable factor in the work place.
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