CHAPTER ONE
1.0    INTRODUCTION
1.1    BACKGROUND OF THE STUDY        
Ours is an age of rapid change, unrest and conflicting ideologies. Society is unsettled and individuals are apprehensive as group, nations and organized groups within the nation struggle for power and control over material resources and man’s mind. It is in such a world setting of tension and clearage that we view the present day relationship between labour and management in Nigeria.
In an organization, there are the owners of business who’s primary goal and or objective is to maximize profit at all cost while on the other hand, there are workers whose only weapon is this labour power with which they earn some reward usually monetarily. In other words, these two groups (the owners and workers) here their own are interest which might differ. Nevertheless they are bound to co-operate in other to maintain and sustain the system of going concern. However, where there is co-operation, there will be conflict can be described as a situation of disagreement between employees and employer e.t.c. it could also be seen as the total range of behaviour and express opposition and divergent orientation between owners and managers on the hand and workers and the organization on the other hand.
Organization conflict is therefore a familiar characteristic of organization life. Its fundament cause is the self-interest of individuals in the organization, a self-interest which frequently manifests itself a self-in competing objectives, philosophies or method and in associated struggles of one or more level or department to dominate the other. The presence of conflict brings a change in an organization. If the change is in line with organization objective then the conflict is beneficial (functional) to the organization, but if on the other hand, the conflict create disunity among functionaries in the organization this deviation from the stated organization objective then such a conflict is dysfunctional.
Conflict can be main tested inform of discount struggle, quarrel, opposition, disagreement, clash of interest and ever fighting. It can range from industrial strike to competition, to simple dislike among individuals in an organization. It many occur or sub-groups departments sub-system, authority relationship, individuals and even sub-organization in there guest to either incompatible goals in the face of the resources.
The first Bank PLC as financial (service) organization is not an exception to the inherent problem posed by conflict. The inability of the management to be effectively by handle conflicts has led to a considerable wastage of human and material resources heading some times to a partial or non-fulfillment of the stated organization goals and objectives.
Considering the vital position which first Bank (Nig.) Plc occupies in the nation as one of the three major financial institution teeholis and supports the economic. It therefore become important using first Bank Plc as a focal point since the financial performance or non-performance of the bank will directly have a great impact on the nation economy.
The research work I undertaken so as to enable the organization to understand and appreciate this in her sent nature of conflict and how researching it will result to an improvement of the organizational efficiency.
TABLE OF CONTENTS
TITLE                                PAGE
APPROVAL PAGE
DEDICATION
ACKNOWLEDGEMENT
TABLE OF CONTENT
CHAPTER ONE
1.0    INTRODUCTION
1.1    BACKGROUND OF THE STUDY
1.2    STATEMENT OF PROBLEM
1.3    PURPOSE OF THE STUDY
1.4    SCOPE OF THE STUDY
1.5    RESEARCH QUESTION
1.6    RESEARCH HYPOTHESIS
1.7    SIGNIFICANCE OF THE STUDY
1.8    LIMITATION OF THE STUDY
REFERENCES
CHAPTER  TWO
2.0    LITERATURE REVIEW
2.1    MEANIG OF CONFLICT IN ORGANISATION
2.    CAUSES AND SOURCES OF CONFLICTS
2.3    TYPES OF CONFLICTS
2.4    APPROACHES TOMANAGEMENT OF CONFLICT
 2.5    MANAGEMENT STRATEGIES FIRST BANK
REFERENCES
CHAPTER THREE
3.1    RESEARCH DESIGN AND METHODOLOGY
3.2    AREA OF THE STUDY
3.3    POPULATION OF THE STUDY
3.4    SAMPLE AND SAMPLING PROCEDURE TECHNIQUE
3.5    INSTRUMENT FOR DATA COLLECTION
3.6    VALIDATION OF THE INSTRUMENT
3.7    RELIABILITY OF THE INSTRUMENT
3.8    METHOD OF DATA COLLECTION
3.9    METHOD OF DATA ANALYSIS
3.10    PRESENTATION AND ANALYSIS OF DATA
3.11    SUMMARY OF RESULTS
3.12    FINDINGS
3.13    CONCLUSION
3.14    IMPLICATIONS OF THE RESEARCH FINDINGS
RECOMMENDATIONS
SUGGESTION FOR FURTHER RESEARCH