CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Organizational conflict occurs when different individuals or organizations' aims, interests, or values are incompatible, and those individuals or groups hinder or frustrate each other's attempts to fulfill their goals. Because the aims of different stakeholders, such as managers and employees, are sometimes contradictory, these actions and reactions make conflict an unavoidable element of organizational life (Jones et al 2000). Only by cooperating and coordinating their efforts toward a single purpose can an organization achieve its goals. In order for this to happen, everyone must give up some of their own individual freedom in order for the organization to succeed. However, such behavior can not be attained without a battle and, as a result, without the likelihood of conflict and conflict situations. In general, life is full of conflict.Conflict is unavoidable in people's lives. Families, organizations, nations, marketplaces, and even the streets all have conflicts.
Conflict is usually regarded as one of the most persistent issues in the workplace. Even in organizations where it appears to have been eliminated, such as Japanese firms and ‘high tech' companies, there is still a high level of work pressure and a tendency for conflict and tensions to be internalized within employees, rather than being expressed as open disputes between management/leadership and the workers, indicating its centrality (Eze, 1997). As a result, those who say that conflict can be eradicated are misinformed about how groups operate.
When one or more members of an organization (individuals, organizations, or networks of groupings) covertly or explicitly oppose another member or group, a conflict occurs. Their objectives, desires, and passions are not merely discordant; they may also be incompatible (Akpala, 1990). Industrial strife at Nigerian higher institutions is not unique to Ebonyi State University; it plagues the management and administrative structures of all Nigerian universities. In the February 2021 academic session, these issues arose between the management and students at Ebonyi State University due to insufficient infrastructure. The Ambrose Alli University in Ekpoma clashed with the government over an increase in tuition fees during the 2011-2012 academic session.In 2013, staff at Igueben College of Education disrupted academic activities over the usage of cooperative funds to pay salaries. As a result, it is correct to conclude that conflict in tertiary institutions is a common occurrence that may either make or break an institution depending on how it is managed.
1.2 STATEMENT OF THE PROBLEM
Universities are formal organizations with the specific objective of directing and moulding humanity's destiny. They develop individuals who, by their intellectual contributions to society, improve the plight of mankind through teaching, research, and public service. These objectives are met through human cooperative actionbetween management and employees (academic and non-academic). When employees and management collaborate, they discover certain shared and opposing interests. Those who agree promote industrial harmony and peace, while those who disagree cause industrial conflict. Differences between workers and management in terms of goals, requirements, abilities, skills, status, competencies, perception, aggressiveness, and other characteristics of organization members make conflict unavoidable.
Poor handling of industrial conflicts within the organization is to blame for management failures. We live in an ever-changing economic, technological, social, and political period, and conflict is unavoidable in a dynamic organization. Change and economic progress bring opportunity, but they also bring risk, especially in a period of global competition for market resources and influence.
The causes of industrial conflict at Ebonyi State University, Ebonyi, are non-payment of salary and fringe benefits on time, strikes, lay-offs, denial of advancement, dispute resolution procedures, insufficient infrastructure, and so on. It is, consequently, the responsibility of management and labor to reduce the risks associated with conflicts while capitalizing on the opportunities they present.
1.3 OBJECTIVE OF THE STUDY
The overall goal of this research is to discover how conflicts are handled at Nigerian universities. The study's specific aims are as follows:
I. To investigate the causes of the industrial conflict between Ebonyi State University's workers and the management.
II. To examine how labor-management conflicts are resolved.
III. To offer practical solutions to industrial conflicts in Ebonyi state.
1.4 RESEARCH QUESTIONS
I. What are the causes of the industrial conflict between Ebonyi State University workers and the management?
II. How does Ebonyi State University handle labor-management disagreements?
III. What are the practical solutions to the Ebonyi state universities' industrial conflict?
1.5 SIGNIFICANCE OF THE STUDY
Effective research into this area of work, as well as subsequent prescriptions for problems that may be found in the research findings, will not only improve the proper handling of industrial conflicts in Ebonyi state universities, but will also act as a blueprint for the entire federation and will help to reduce the numerous problems that create a gap between labor and management in carrying out responsibilities. It will also encourage more research into conflict and conflict resolution, not only in universities, but also in other government and non-governmental organizations.
1.6 SCOPE OF THE STUDY
The research focuses on the management of industrial conflicts at Nigerian higher institutions, with a specific focus on Ebonyi. To accomplish this, the study examines the past of the college, the sources of disputes, how disagreements were managed, and the extent to which these conflicts shaped the economy and the lives of the workers within the institution. The study focuses on the country's public sector. It is expected that the findings will be applicable to similar institutions throughout the country.
1.7 LIMITATION OF STUDY
A shortage of funding hampered the researcher's ability to locate important resources, books, or information, as well as collect data (internet, questionnaires, and interviews). This investigation will be carried out while the researchers are working on other academic projects.As a result, the time spent on research will be minimized.
1.8 DEFINITION OF TERMS
INDUSTRIAL CONFLICT: Any conflict or difference between employers and employers, or between employers and workmen, or between workmen and workmen, relating to employment or non-employment, terms of employment, or working conditions of any person.
MANAGEMENT: the process of dealing with or controlling things or people.
UNIVERSITIES: a high-level educational institution in which students study for degrees and academic research is done.
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