The conflict-free company has never existed and never will exist. Antagonisms, tensions, aggressions, stereotypes, negative attitudes and the frustrations will always be an integral part of any organization where men have to live and work together. Conflict is an inseparable part of people’s life. There are a variety of views about conflict. Some people view conflict as a negative situation that must be avoided at any cost. Others have an opinion that conflict is a phenomenon which necessitates management. From this point of view, a conflict is seen as an opportunity for personal growth and individuals try to use it to his or her best advantage. In organizations, potential conflict could be in practically every decision which the manager must make. Coping efficiently and effectively with potential conflicts is one of the most important aspects of the manager’s position. Since conflict is seemingly unavoidable, it is obviously necessary for managers to be able to recognize the sources of conflict, to view its constructive as well as destructive potential, to learn how to manage conflict, and to implement conflict resolution techniques in a practical way (Edwards, 2002).

Quite a number of disputes have been recorded in both the public and private sectors of the industrial sector in Nigeria. These industrial disputes or conflicts were as a result of disagreement over issues bothering on salary payment, salary cut or increase, overtime, bonus, allowances, conditions and terms of employment, to mention but a few. Some of the glaring disputers were recorded in textile industries, educational institutional schools, medical and health sector, transport workers among others.

CHAPTER ONE

INTRODUCTION

CHAPTER TWO

LITERATURE REVIEW

CHAPTER THREE

RESEARCH METHODOLOGY

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

CHAPTER FIVE

SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

References

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