Impact Of Industrial Conflict On The Achievement Of Purchasing Goals And Objectives

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Impact Of Industrial Conflict On The Achievement Of Purchasing Goals And Objectives


Abstract


This study is aimed at investigating the impact of industrial conflict on the achievement of purchasing goals and objectives with the case of selected public enterprises in Imo State, Nigeria. The study has specially been designed to analyse and outline the various means of enhancing industrial and working environment in the public enterprises Imo state in particular and other government establishments in general. The primary data contained information extracted from the questionnaires in which the respondents were required to give specific answer to a question by ticking in front of an appropriate answer and administered the same on staff of the two organizations. The results indicated that the main sources of conflict in the selected organizations were due to ineffective means of communication of grievances to top managers, poor government economic and industrial policies, and poor employee compensation and welfare. In addition, the findings indicated that good conflict management strategies promote better labour-management relations, less disruption of work activities, and improve profitability. This study will serve as a reference material not only for industrial relations, practitioners but also to student of business administration and researchers and other researchers who might carryout similar of further research in this area.


Chapter One


1.0 Introduction

1.1 Background of the Study

For any organization to succeed, be it private or public sector, there is the need for impactive acquisition, utilization and maintenance of available human resources exposed of such establishment. A clearly defined means for ensuring a better performance or productivity in respective of any business organization is by getting people and organizational subunits to conflict for successful strategy implementation, which involves creativity using an equitable reward mechanism or as deems appropriate.

It is on this note that this had been investigated and identified that no matter how efficient and supplicated organizational machines, tools and equipment, together with it vats financial and materials resources, the relevance and utilize the importance to organizational survival. In an adverse impact resulting from improper conduct posits a cheat to the success any organization. An adequate present of both physical and financial resources does not guarantee economic development.

Hence activities need to be co-ordinate, organized and put into practiced terms by human elements (people) to help an organization to succeed. Human being is the nerve centre of everything if you go deep into any problem, you would get people, organization be it public or private are social system composed of denominator among this categories are people. The human elements is involved in the designing, building down to the operation or organization structure. People are also involves in the department and use of appropriate technology for achieving organization goals and objective.

Similarly, people form different spheres of life directly influence their immediate environment the consequence of which is later translated to either elements is therefore the most important and versatile resources in any consideration, the non-challant attitude of workers is said to have resulted to the low level of commitment in earlier official who have failed to recognize and protect the interest of workers. In accordance with these, it has possibly been argued that if there’s no positive correction between this effort (input) and productivity (output), then there will be no justifiable reason on why employee should take the blame for a decline in productivity. It would be disastrous if we pretend that there are no productivity crises in our country and more dangerous to think that it constitutes no serious threat to our economy, Nigeria’s know to have witnessed series of low productivity within her productive sector compared to other developing country of the world. Since the early 1980’s when Nigeria recorded a massive set back, there has been a down ward trend in productivity ad sloppy economic performance.

With the advent of structural adjustment programme in 1986, the capacity utilization of our industrialization had shrunk to all time low motivation to work, poor work attitude and bad ethics, all these threat together and in an attempt to address the situation had in recent time put the country into a state of choice.Before 1912, when the trade union was established, there was no trade union in existence to fight for the interest of work shot into performance prior to the emergence and acceptability of the union by management workers began to see the need to fight for concessions from their employers in terms of human treatment encouraged by the struggle and gains or organized labour union other parts of the world. Where this struggle and concession is labour ultimate weapon (conflict).

Conflict is initiated with the intent to marking collective bargaining impactive and involved a temporary refusal of employees to continue which work until management has granted their request. A conflict could be devastating in that, it can couple an economy and command everything or a stand still. However, its benefit cannot be over looked.
With reference to the above aforementioned facts, it is this view that project has been design to analyse the cause and impact of conflict on government performance with the case of selected public enterprises in Imo State.Due to the corporate image of government organization and its essential function, this project is based on installing internet administrative support, producing a modified model for techniques involves and proffering means of building a strategy supportive and corporate environment for employees/workers.


1.2 Statement of the Problem

With the dwelling and virtually negative on industrial performance which is centralize on the increasing rate of human interest in the public and private sector. It becomes quite obvious about management apparent insensitivity to workers demand which has always been backed by industrial arbitration cases is always centered on the management inability to meet the means for the services is therefore the declining impact or industrial which had occurred as a result of poor administrative workers to conflict for superior performance.


1.3 Objective of the Study

The primary purpose of this study is to determine and intensify the IMPACT OF INDUSTRIAL conflict in public sector performance. In more specific terms, other objective include:

  • To identify the causes and impact of conflict
  • To find out the importance and advantage derived from conflicts
  • To suggest some solution or remedies to conflict.

1.4 Research Questions

Experience and empirical studies approved that people to a great extent, need to be carried along in order to harness the goals and objective of organization and more importantly, to prevent even from engaging in an act considered to be detrimental to the success of any establishment.

In view of this, this project work will attempt to address the following centered issues.

  1. What are the immediate impacts of management apparent insensitivity to workers demands?
  2. What are the factors responsible for the fallout between management and workers/employee?
  3. To what extent has conflict eaten deep into the productivity output of an organization?

1.5 Significance of the Study

The outcome of the project has specially been designed to analyse and outline the various means of enhancing industrial and working environment in the public enterprises Imo state in particular and other government establishments in general. This research wok there fore provides a framework for employees of labour and management within the cover of the government.

This study will help the management of Concord Hotels sees the need for industrial harmony, furthermore, this study will serve as a reference material not only for industrial relations, practitioners but also to student of business administration and researchers and other researchers who might carryout similar of further researcher in this area.
Finally, it is a requirement for the award of National Diploma.


1.6 Scope of the Study

The study is aimed at investigation impact of conflict on the achievement of purchasing goals and objectives it’s narrowed down to the Concord Hotels as a case study.


1.7 Limitation of the Study

The area of the study covered during the research, the study was greatly affected by certain constraints, which become unavoidable within the time limit.

These factors of constraints are as follows:

i. Cost Factor:

Lack of adequate fund to match high price of thing i.e. materials, transportation greatly affected the researchers progress.

ii. Time Factor:

The researcher work has carried out under tight academic calendar this restricted the researchers ability to cover activities as such a schedule for the study.


1.8 Definition of Terms

Collective Bargaining:

This is a continuing institutional process through management and worker representative (union) participate in the negotiation, administration interpretation and enforcement of within agreement.

Productivity:

This is that rate at which workers of organization produces goods and the amount produced compared with how much time work an money is needed to produce the.

Grievance:

This can be defined as alleged violation of an employee’s right reading to job dissatisfaction.

Concession:

A right or an advantage is observed by a group of people in an organization.

Arbitration:

An official process an argument disagreement between management and employee through party who is not involved.

Fringe Benefit:

Extra things an employee gives you as well as your ways. The fringe benefits include free and insurance.

Presumption:

The act of supporting that something true, although it has yet been proved or is not certain.

Redundancy:

Usually the situation when somebody has to work available for them.

Sophistication:

Is having a lot of machine system etc. clever and complicated in the way that is works or is presented.

Misconception:

Is about something, a belief or an idea that is not based on correct information, or that is not understood by people.

Devastation:

Causing lot of damage and distraction.


Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to examine the impact of industrial conflict on the achievement of purchase objectives.

In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of the impact of industrial conflict on achieving organizational goals.


5.2 Summary

the study reviewed that the main sources of conflict in the selected organizations were due to ineffective means of communication of grievances to top managers, poor government economic and industrial policies, and poor employee compensation and welfare. The managers utilized combination of conflict management strategies such as compromising, namely putting machineries in place to address the sources of conflict, intimidation of workers and effecting necessary changes in process and procedure management. Besides, they took advantage of problem solving and dominating strategies. In addition, the results indicated that good conflict management strategies promote better labour-management relations, less disruption of work activities, and improve profitability. The most commonly used strategies for managing conflict among the managers in the selected Nigerian manufacturing companies were bargaining, collaboration, and avoidance.


5.3 Conclusion

Organizational conflict is a regular feature in corporate organizations which arises whenever there is disagreement between individual or group of individuals and management. Various strategies are adopted in managing the conflicts but the strategy adopted in each instance depends on the nature of the conflict and the person involved.

The strategies adopted 86 are largely effective in resolving the conflicts. However, the reoccurrence of specific conflict is not mainly due to ineffective conflict management but the dynamic socio-economic situation. Organizational conflicts adversely affect employees and management as well as their relationships. It impacts negatively on workers‟ productivity and over all performance and growth of the organization.


5.4 Recommendations

Management should ensure that there is effective communication between the management team and subordinates. This will ensure that all are aware of management policies and actions as well as contributory to decision-making in the organization. This will eliminate alienation and communication gap. Individual aims and organizational goals should not be congruent. Individuals should ensure that their selfish interests do not conflict with organizational goals. Otherwisepersonal interests should be re-align with organizational interests. There should be effective interpersonal relationships, as well as effective management employee relationships. This should be undiscovered by democratic management style. This will ensure that employees‟ problems are well addressed and opportunities are always offered to them to achieve their goals. There should always be adequate reward system or compensation plan for employees. These include adequate pay packages, prompt promotion and advancement and effective welfare and social security programs


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