Intragroup Conflict and Organizational Performance
CHAPTER ONE
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To ascertain the relationship between intergroup conflict and organizational harmony
- To ascertain the relationship between intergroup conflict and organizational growth
- To ascertain the causes of intergroup conflict in organization
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Causes of Intergroup Conflict
One of the most prominent reasons for intergroup conflict is simply the nature of the group. Other reasons may be work interdependence, goal variances, differences in perceptions, and the increased demand for specialists. Also, individual members of a group often play a role in the initiation of group conflict. Any given group embodies various qualities, values, or unique traits that are created, followed, and even defended. These clans can then distinguish “us” from “them.” Members who violate important aspects of the group, and especially outsiders, who offend these ideals in some way, normally receive some type of corrective or defensive response. Relationships between groups often reflect the opinions they hold of each other’s characteristics. When groups share some interests and their directions seem parallel, each group may view the other positively; however, if the activities and goals of groups differ, they may view each other in a negative manner. When trying to prevent or correct intergroup conflict, it is important to consider the history of relations between the groups in conflict. History will repeat itself if left to its own devices.( https://www.mediate.com)
Limited resources and reward structures can foster intergroup conflict by making the differences in group goals more apparent. Differences in perceptions among groups regarding time and status, when coupled with different group goals, can also create conflict. Reorganization of the workplace and integration of services and facilities can be stressful to some and create negative conflict. Some individuals within the group have inherent traits or social histories that impact intergroup conflict, but problems within intergroup relations are not usually caused by the deviate behavior of a few individuals.( https://www.mediate.com)
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought intergroup conflict and organizational performance.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain intergroup conflict and organizational performance. 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 intergroup conflict and organizational performance
Summary
This study was on intergroup conflict and organizational performance. Three objectives were raised which included: To ascertain the relationship between intergroup conflict and organizational harmony, to ascertain the relationship between intergroup conflict and organizational growth, to ascertain the causes of intergroup conflict in organization. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of bottling company of Nigeria, Onitsha, Anambra state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made technicians, plant managers, shift maintenance controllers and trade managers were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
Origination is social units divided into hierarchies and departments and individuals. Comparisons, Competition and conflicts between units and subunits always present in organisation. Conflict is omnipresent feature at each of the organisational levels. Conflict may be functional or dysfunctional consequences, it is essential for management to explore various methods and techniques of conflict management. Wide range of conflict management intervention can be utilized to deal with conflict at various organizational levels. Organizations should develop diverse but appropriate strategies to resolve and manage conflicts as they arise before escalating to unmanageable level.
Recommendation
Our task lies in stimulating a more thorough analysis to fill the gap between our knowledge and the realities of organizational life. The administrators’ task lies in accepting conflict evaluation as part of their role and in developing the creative abilities that are necessary to deal with it. Organizational changes and innovation does not just happen, it required a stimulant which is conflict. Therefore, managers should embrace conflict not only negatively but positively to enable them meet up with challenges. Administrators or managers must accept the needs to influence the developmental dynamics of a conflict, so that the parties’ attitudes and actions will lead to better coordination and a more appropriate interdependence.
References
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