Thesis Abstract

Abstract
Conflict is an inevitable part of any organization or team dynamics, and effective conflict resolution is crucial for maintaining a productive work environment. This research project explores the significance of conflict resolution as a tool for effective management. The study delves into various conflict resolution strategies and their impact on organizational performance. The research methodology includes a comprehensive literature review of existing theories and practices related to conflict resolution in management. Additionally, case studies and real-world examples are analyzed to provide practical insights into the application of conflict resolution techniques in different organizational settings. The findings of this research highlight the importance of addressing conflicts proactively and constructively to prevent escalation and minimize negative consequences. Effective conflict resolution not only resolves immediate issues but also contributes to long-term organizational success by fostering a culture of open communication, trust, and collaboration among team members. The research identifies several key factors that influence the effectiveness of conflict resolution in management, including leadership style, communication skills, cultural considerations, and organizational structure. By understanding these factors and incorporating best practices in conflict resolution, managers can create a positive work environment that enhances employee satisfaction and overall productivity. Moreover, the study emphasizes the role of conflict resolution in building strong relationships and promoting teamwork within an organization. When conflicts are managed effectively, they can serve as opportunities for growth and innovation rather than sources of division and dysfunction. Overall, this research project underscores the essential role of conflict resolution as a strategic tool for effective management. By adopting a proactive and collaborative approach to conflict resolution, organizations can navigate challenges more successfully, improve decision-making processes, and cultivate a positive organizational culture that supports continuous improvement and sustainable growth.

Thesis Overview

INTRODUCTION

 

Dispute is inevitable in every society as well as organization. It occurs within groups and individuals, construction industries, government and even among family members. Dispute between groups or organization. Potentially improves team dynamism (Mary Ann 2000). Dispute management skills is necessary for management of Dispute in any organization. For a Construction industry to be effective and efficient performing of its activities. Here is the need for mutual co-existence and understanding among members of the organization. However, Dispute within an organization can emerged as a result of individuals difference, ambitions or from villainy between sub-groups or factions (Dennis, 2006).

 

Dispute is generated from emotions and frustration and has a detrimental impact on group or organizational outcomes i.e. information processing ability. Cognitive function of group members, attribution of group members behavior group loyalty. Work group commitment intent to stay in the present organization and job satisfaction (Jameson 2007).

Organizational Dispute is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together. Dispute takes many forms in organization there is the inevitable clash between formal authority and power and those individual and group. Affected most organizational Dispute are as a result of agitation by workers unions for improve condition of service and other welfare packages. In the recent past organize labour, government and owners of enterprise have been constraint with the problem of industrial conflict, hence Dispute resolution as activities of industrial relation become very necessary following the disagreement between workers and management repetition (employer and employee) on the matter pertaining to either policy formulation on the welfare of workers in an organization or workers participation in decision making process on matters that boarders on their interest and welfare.

Jornab (2007), urges that agitation by worker unions for improved condition of service and other welfare package are almost always not in consonance with the interest and expectation of employers the very foundation of industrial conflicts.

Hence, the need to examine Dispute resolution as a tool for effective management in SSACL very imperative.

 

• Background Study

Construction is the process of creating and building infrastructure or a facility.[1] It differs from manufacturing in that manufacturing typically involves mass production of similar items without a designated purchaser, while construction is typically done on location for a known client.[2] Construction as an industry is six to nine percent of the gross domestic product of developed countries.[3] Construction starts with planning, design, and financing and continues until the project is built and ready for use.

Large scale construction is an example of human multitasking. An architect normally manages the job, and a construction manager, design engineer, construction engineer or project manager supervises it. For the successful execution of a project, effective planning is essential. Those involved with the design and execution of the infrastructure in question must consider the zoning requirements, the environmental impact of the job, the successful scheduling, budgeting, construction site safety, availability and transportation of building materials, logistics, inconvenience to the public caused by construction delays and bidding, etc.

 

• Statement of Problem

Productivity in most organization have comparatively taken a nosedive sequence to frequent industrial conflict, the frequent agitation by workers for improved working condition and other workers interest and right. Hence optimal productivity has been hampered because of frequent industrial Dispute as such many organizations has restored to different means of resolving such Dispute because of its intended negative consequences such as down toll, which will affect sales, production decline, patronage and profit margin.

 

• Objective of the Study

The objective of the study are as follows:

1. To identify the causes of Dispute in SSACL
2. To examine the relevance of effective Dispute management in SSACL
3. To examine the criteria for effective Dispute resolution in SSACL
4. To proper possible solution to Dispute in SSACL

 

• Significance of the Study

The study will be beneficial to corporate Construction industry especially SSACL as they utilize the finding in policy formulation regarding Dispute management in their organization. The study will add to existing knowledge on Dispute and would be useful reference materials to individuals, students as well as scholars who may wish to undertake a similar research.

 

Most importantly, the study will go a long way in putting an end to unnecessary unrest in the corporate and will enhance productivity, peaceful co-existence between management and employee which will have positive impact on sales, profit, management and maximum enhancement of labour.

The research will also serves as a reference point to further research work.

 

• Research Questions

The research questions that will guide the study are:

1. What are the causes of Dispute in SSACL?
2. What is the relevance of effective Dispute management in SSACL?
3. What are the criteria for effective Dispute resolution in SSACL?
4. What are the positive solution to the problem of Dispute in SSACL?

 

 

 

• Scope of the Study

The study cover the examination of Dispute resolution as a tool for effective management in SSACL. To this end the study will identify the criteria for effective Dispute resolution as well as the relevance of effective management system in SSACL. The study will equally identify the causes of Dispute in SSACL and would proffers solution to such problems.

 

1.7     Limitation of the Study

For the fact that this study is restricted to Sona System Association Construction Limited (SSACL) it is not certain if the same result would be obtained if the survey is done on a different area for the fact that the questionnaire as well as the survey design are used as the instrument and the research design respectfully. Its is not certain if other kind of instruments as well as research design could yield the same result.

 

Other limitations arise from the uncooperative attitude of respondents as well as their non-challant attitude. This affected the validity of their response. As such incoming students as well as individual who may wish to conduct a further research should take this into cognizance.

 

 

1.8     Historical Background of the Case Study

Sona System Association Business Management (SSACL) was established in Nigeria in 1977. It first started with it first Plant in Kaduna located in Kuddenda Industrial Layout, Kaduna.

 

The company kick-up with franchise from Hamburg Breweries in Germany Market of Kronerburg and Sergenbre to produce Kronernburg, Serzenbre, other franchise were obtained from Malinnger Breweries in U.S.A to produce legent extra smooth and Amstel Malt.

 

Sona System Association Construction Limited Kaduna (SSACL)  has distribution outlet across all states in Nigeria Selling Beer and Malt Drinks to its customers.

 

1.9     Definition of Terms

1. Conflict: This is a process in which one party perceive that it interest is being opposed or negatively affected by another party.
2. Management: Management is the act of getting things done through people.
3. Dispute Management: Is a communication process in an organization that a solution when Dispute arise
4. Organization: This is a framework for getting things done.
5. Strike: This is temporary withdrawal or withholding of labour power with the hope of raising its price by improving the payment of wages and other condition of employment.
6. Lockout: This refers to management refusal to allow employees to work.
7. Trade Union: This is a combination of workers or employers association form for the main purpose of regulating the terms and conditions of employment of workers.
8. Production: This is the process of transforming resources such as raw materials, labour and capital goods into finished product and services.

SSACL: This is an acronym for Sona System Association Construction Limited.