Library and Information Science Project Topics

The Impact and Challenges of Industrial Conflict on Staff Production in the Public Libraries

The Impact and Challenges of Industrial Conflict on Staff Production in the Public Libraries

The Impact and Challenges of Industrial Conflict on Staff Production in the Public Libraries

CHAPTER ONE

Objective of the study

The objectives of the study are;

  1. To find out the major causes of conflict in public library
  2. To find out the challenges of industrial conflict on staff production in the public libraries
  3. To suggest conflict management strategies in public libraries

CHAPTER TWO

LITERATURE REVIEW

Concept of Conflict

The Concept of Conflict The  term  “Conflict”  has  no  single  clear  meaning.  Much  of  the  confusions  has  been  created  by  scholars  in different  disciplines  who  are  interested  in  the  study  of  conflict.  Review  of  literature  shows  a  conceptual sympathy  for,  but  little  consensual  endorsement  of any  general  accepted  definition  of  conflict.  Rahim (2015), opine  that  “There  is  tremendous  variance  in  conflict  definitions  that  include  a  range  of  definition  for  specific interest and a variety of general definitions that attempt to be all-inclusive”.While no single definition of conflict exists, most definitions involve the following factors: there are at least two independent groups, the groups perceive some incompatibility between themselves, and the groups interact with each other in some way. Wall and Callister (1995) gave two examples of definitions of conflict which are, “process  in  which  one  party  perceives  that  its  interests  are  being  opposed  or  negatively  affected  by  another party” and “the interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities. Rahim, (2015), said that organisational conflict is now considered normal and legitimate; it may even be a positive  indicator  of  effective  organisational  management.  Within  certain  limits,  conflict  can  be  essential  to productivity. Conflict has benefits: it may lead to solutions to problems, creativity, and innovation. In contrast, little  or  no  conflict  in  organisations  may  lead  to stagnation,  poor  decisions,  and  ineffectiveness.  Conflict  is inevitable  among  humans.  It  is  a  natural  outcome  of  human  interaction  that  begins  when  two  or  more  social entities  engage  one  another  while  striving  to  attain  their  own  objectives.  Relationships  among  people or organisations become incompatible or inconsistent when two or more of them desire a similar resource that is in short  supply;  when  they  do  not  share  behavioural  preferences  regarding  their  joint  action;  or  when  they  have different attitudes, values, beliefs, and skills.  According  to  Rahim,  (2015),  conflict  may  refer  to  many  things  including  the  conflict  process,  culturalconflict,  ethnic  conflict,  organisational  conflict,  role  conflict,  social  conflict,  workplace  conflict  and  armed conflict  among  others.

 

CHAPTER THREE

RESEARCH METHODOLOGY

INTRODUCTION

In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.

RESEARCH DESIGN

Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

INTRODUCTION

This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

Introduction

It is important to ascertain that the objective of this study was to ascertain the impact and challenges of industrial conflict on staff production in the public libraries. 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 impact and challenges of industrial conflict on staff production in the public libraries

Summary

This study was on the impact and challenges of industrial conflict on staff production in the public libraries. Three objectives were raised which included:  To find out the major causes of conflict in public library, to find out the challenges of industrial conflict on staff production in the public libraries and to suggest conflict management strategies in public libraries. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from public libraries in Lagos. Hypothesis was tested using Chi-Square statistical tool (SPSS).

 Conclusion

 According to the results, it is clear that work place conflicts exist in the private sector and have adverse effects on employee performance. Again, it is notable that there is no cordial relationship between Management and the Unions. According to the research objectives, it was found that poor management of factors leading to intra and inter conflicts as well as poor conflict resolution approaches greatly affect employees’ performance. In this case it is the responsibility of the management to ensure that the company has effective policy framework that will address conflicts and create harmonious relationship with the Unions. This may to some extent minimize work place conflicts in the organization and increase employees’ performance. To maintain an industrial harmony, the human  resource  should  come  up  with  policies  and  strategies,  and  set  standards  that  are  specific,  measurable, achievable,  and  realistic.

Recommendation

There  should  be  good  communication  following  from  the  top  hierarchy  to  the least subordinate  in  the  organisation.  Further,  from  the empirical  findings,  it  is  clear  that  employees  are adversely affected  by  work  place  conflicts  in  terms  of  their performance  hence  an  organisation  with  minimum  conflict increase  their  performance.  However,  it  is  observed  that  work  place  conflicts  do  have  positive  effect to  both employee  and  organization  as  it  brings  about  innovation,  creativity  and  quality  decision  making.  However, Managers, Employees and the Unions should work together towards achieving the positive effects of conflicts rather than the negative.

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