CAUSES AND IMPACTS OF CONFLICT MANAGEMENT IN AN ORGANIZATION
ABSTRACT
This study ascertained the causes and impact of conflict management in an organisation using First Bank as a case study in Benin City, Edo State Nigeria. Survey research design was employed, the study population consisted of all First Bank branches in Benin City, Edo state and the sample size was hundred (100) comprising of both staffs and customers. Three hypotheses were isolated to give direction to the study. The Z test statistical technique was utilized in testing the hypotheses.
    Based on the test carried out, the study find out that the feeling of not been carried along in decision making, the way information was transmitted and communicated, overlapping tasks and responsibilities not clearly defined, perceived inequity and injustice and unfairness in responsibilities and reward system. While lack of self-motivation by employe e, personality and ideology differences of staff and trying to support a member of one's department instead of members of other departments are the minor causes of conflict. It was observed that being passive and allowing time pass without confronting conflicts was a weak resolution style for resolving conflict. It was also observed that conflict amongst staff in different departments can lead to a situation that encourages competition and would lead to better performance, conflict within an individual such as family issues and financial constraints can lead to situations that will affect performance. On the strength of these findings, it was recommended that the top management and managers should organise conflict resolution capacity building workshops for their employees to enlighten them on conflict management strategies.    
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study    -    -    -    -    -    -    
1.2 Statement of Research Problem    -    -    -    -    -    
1.3 Research Questions    -    -    -    -    -    -    -    
1.4 Objectives of the study    -    -    -    -    -    -    
1.5 Statement of Hypothesis    -    -    -    -    -    -    
1.6 Scope of the Study    -    -    -    -    -    -    -    
1.7 Significance of the Study    -    -    -    -    -    -    
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction    -    -    -    -    -    -    -    -    
2.2 Meaning and concept of conflict    -    -    -    -    -    
2.3 Causes of organization conflict (Source)    -    -    -    
2.4 Conflict management Strategies    -    -    -    -    
2.5. Relationship between the level of conflict and the level of
organizational performance    -    -    -    -    -    -    
2.6. Conflicts as a Source of Strength and Weakness in an Organization    -    
2.7. Summary    -    -    -    -    -    -    -    -    -    
CHAPTER THREE: METHODOLOGY
3.1 Introduction    -    -    -    -    -    -          -    -    
3.2    Research Design    -    -    -    -    -    -    -    
3.3. Population and Sample of the Study    -    -    -    -    
3.4. Sources and Method of Data Collection     -    -    --    
3.5    Instrument of Data Collection    -    -    -    -    -    
3.6 Reliability and Validity of Research Instrument.    -    
3.7 Method of Data Analysis    -    -    -    -    -    -    
CHAPTER FOUR: DATA PRESENTATION AND ANALYSES
4.1. Introduction    -    -    -    -    -    -    -    -    
4.2. Data Presentation and Analyses        -    -    -    
4.3. Test of Hypotheses    -    -    -    -    -    -    -    
4.4. Discussion of Findings    -    -    -    -    -    -    
CHAPTER FIVE: SUMMARY OF FINDING, CONCLUSION
AND RECOMMENDATION
5.1 Introduction    -    -    -    -    -    -    -    -        
5.2 Summary of findings    -    -    -    -    -    -    -    
5.3 Conclusion    -    -    -    -    -    -    -    -    
5.4 Recommendations        -    -    -    -    -    -    -    
References    -    -    -    -    -    -    -    -    -    
Appendix    -    -    -    -    -    -    -    -    
 CHAPTER ONE
CAUSES AND IMPACTS OF CONFLICT MANAGEMENT IN AN ORGANIZATION
1.1     INTRODUCTION
Every successful organization considers distinctive opposing views and arguments in order to take different organizational decisions. The decisions are conscientious on the side of the leaders and on the side of the employees, the conflict is also present.  The conflict in organization is considered healthy if there is a diametrically opposed set of ideas pertaining to the nature of business and the advantage is for the improvement, but in the context of personal conflicts, the organization faces a great predicament that requires to be managed (Mughal and Khan, 2013). An Organization is a collection of people working under one roof for the same purpose and objective. Turkalj, Fosic and Dujak, (2008) opined that every organization encounters conflicts on a daily basis. This conflict cannot be avoided, but it is possible to manage them in a way that we recognize them on time, and that it is necessary to continuously track the organizational signals which points to their existence.
Azamosa, (2004) observed that conflicts involved the total range of behaviors and attitudes that is in opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes. Irrespective of the factors resulting in conflict, it has been observed that industrial conflicts produce considerable effects on organizations and should be consciously managed as much as possible.
1.2     STATEMENT OF RESEARCH PROBLEM  
Organizations in Nigeria have not been able to achieve fully their objectives of either cost minimization or profit maximization as a result of industrial conflict. These conflicts are actions that occur due to sort of dissimilarities. Sometimes different bahaviours adopted by the members are subjected to the conflict.
1.3     RESEARCH QUESTIONS
1.    What are the root causes of conflict in an organization like First Bank?
2.    How critically is the performance of the organization affected by the occurrence of the conflict?
3.    Can an amicable resolution of conflict in an organization give rise to improvement of workers moral and productivity in the organization?
1.4     OBJECTIVES OF THE STUDY
The specific objectives were:
1.    To evaluate the root causes of conflicts in an organization
2.    To evaluate how conflicts have affected the performance of staff in the organization.
3.    To evaluate types of resolution of conflict in an organization that can give rise to improvement of workers moral and productivity in the organization.   
1.5     STATEMENT OF HYPOTHESIS
An hypothesis is a tentative statement about a phenomenon that may be proved right or wrong upon validation. For the study, a total of three (3) tentative statements were made. They were:
1.    H01: There are no root causes of conflicts in an organization.
2.    H02: Conflicts have no effect on the organizations performance.
3.    H03: There are no resolution of conflict in an organization that can give rise to improvement of workers moral and productivity in the organization.
1.6     SCOPE OF THE STUDY
The study evaluated the causes and impact of conflict management in an organization. Based on the limited resources and time constraint, the study was limited to First Bank of Nigeria Plc in Edo State, Ugbowo Branch. .    
1.7     SI[GNIFICANCE OF THE STUDY
The findings from, the project work was of great benefit to the management team of First Bank of Nigeria Plc (Edo State, Ugbowo branch), Bank customers and other organization both private and public. Also the research was of great benefit to Nigerian government in terms of handling conflict issues in the society and lastly, it was of great importance to other researchers to serve as reference point for the researchers.