CONFLICT RESOLUTION AND ORGANIZATIONAL EFFICIENCY; A STUDY OF FOOD INDUSTRY IN OGUN STATE, NIGERIA

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RESEARCH INFORMATION

✎: CONFLICT RESOLUTION AND ORGANIZATIONAL EFFICIENCY; A STUDY OF FOOD INDUSTRY IN OGUN STATE, NIGERIA

❐: Chapter 1 – 5
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Keywords: CONFLICT RESOLUTION AND ORGANIZATIONAL EFFICIENCY; A STUDY OF FOOD INDUSTRY IN OGUN STATE, NIGERIA

 

RESEARCH BODY

TABLE OF CONTENTS

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND OF THE STUDY

1.2     STATEMENT OF THE PROBLEM

1.3     OBJECTIVES OF THE STUDY

1.4     RESEARCH QUESTIONS

1.5     RESEARCH HYPOTHESIS

1.6     SIGNIFICANCE OF THE STUDY

1.7     SCOPE OF THE STUDY

1.8     DELIMITATION OF THE STUDY

1.9     DEFINITION OF TERMS

CHAPTER TWO

2.0     LITERATURE REVIEW

2.1     CONCEPTUAL CLARIFICATION

2.2     THEORETICAL FRAMEWORK

2.3     EMPIRICAL REVIEW

2.4     SUMMARY OF LITERATURE REVIEW

CHAPTER THREE

3.0     RESEARCH METHODOLOGY

3.1     RESEARCH DESIGN

3.2     LOCATION OF THE STUDY

3.3     SOURCE OF DATA COLLECTION

3.4     POPULATION OF THE STUDY

3.5     SAMPLE SIZE

3.6     METHOD OF DATA COLLECTION

3.7     METHOD OF DATA ANALYSIS

CHAPTER FOUR

4.0     DATA ANALYSIS AND PRESENTATION

CHAPTER FIVE

5.0     SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1     SUMMARY

5.2     CONCLUSION

5.3     RECOMMENDATIONS

REFRENCE

APPENDIX

CHAPTER ONE

1.0                                           INTRODUCTION

1.1     Background to the Study

Conflict occurs between people in all kinds of human relationships and in all social settings. It is an organizational reality everyone faced when working with others. It is inherently neither good nor bad in itself. According to Robbins and Judge (2009) and Spaho (2013), conflict has been defined variously by many authors but common to all these definitions is that conflict is a perception. Conflict is a process which begins anytime a person (A) perceives that another person (s) has/have or is capable of affecting anything of value to A. Irene (2014) also stated that since conflict can also bring about positive consequences, managers can stimulate conflict through introduction of change, increasing task ambiguity and creating interdependence or competition. She also suggest that conflict should be encouraged in organizations because any organization which is harmonious, peaceful, tranquil, or cooperative is prone to become static and unresponsive to change.  There is a need to encourage some level of conflict in organizations to enhance creativity. Advocates of the resolution focused view hold the idea that conflict is inevitable but we should focus on productive conflict resolution. Conflict could be functional but in other instances, it is rather not productive (Irene 2014).

Keywords: CONFLICT RESOLUTION AND ORGANIZATIONAL EFFICIENCY; A STUDY OF FOOD INDUSTRY IN OGUN STATE, NIGERIA

 


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Keywords: CONFLICT RESOLUTION AND ORGANIZATIONAL EFFICIENCY; A STUDY OF FOOD INDUSTRY IN OGUN STATE, NIGERIA

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