CHAPTER ONE

INTRODUCTION

Dispute is inevitable in every society as well as organization. It occurs within groups and individuals, construction industries, government and even among family members. Dispute between groups or organization. Potentially improves team dynamism (Mary Ann 2000). Dispute management skills is necessary for management of Dispute in any organization. For a Construction industry to be effective and efficient performing of its activities. Here is the need for mutual co-existence and understanding among members of the organization. However, Dispute within an organization can emerged as a result of individuals difference, ambitions or from villainy between sub-groups or factions (Dennis, 2006).

Dispute is generated from emotions and frustration and has a detrimental impact on group or organizational outcomes i.e. information processing ability. Cognitive function of group members, attribution of group members behavior group loyalty. Work group commitment intent to stay in the present organization and job satisfaction (Jameson 2007).

Organizational Dispute is a state of discord caused by the actual or perceived opposition of needs, value and interests between people working together. Dispute takes many forms in organization there is the inevitable clash between formal authority and power and those individual and group. Affected most organizational Dispute are as a result of agitation by workers unions for improve condition of service and other welfare packages. In the recent past organize labour, government and owners of enterprise have been constraint with the problem of industrial conflict, hence Dispute resolution as activities of industrial relation become very necessary following the disagreement between workers and management repetition (employer and employee) on the matter pertaining to either policy formulation on the welfare of workers in an organization or workers participation in decision making process on matters that boarders on their interest and welfare.

Jornab (2007), urges that agitation by worker unions for improved condition of service and other welfare package are almost always not in consonance with the interest and expectation of employers the very foundation of industrial conflicts.

Hence, the need to examine Dispute resolution as a tool for effective management in SSACL very imperative.

• Background Study

Construction is the process of creating and building infrastructure or a facility.[1] It differs from manufacturing in that manufacturing typically involves mass production of similar items without a designated purchaser, while construction is typically done on location for a known client.[2] Construction as an industry is six to nine percent of the gross domestic product of developed countries.[3] Construction starts with planning, design, and financing and continues until the project is built and ready for use.

Large scale construction is an example of human multitasking. An architect normally manages the job, and a construction manager, design engineer, construction engineer or project manager supervises it. For the successful execution of a project, effective planning is essential. Those involved with the design and execution of the infrastructure in question must consider the zoning requirements, the environmental impact of the job, the successful scheduling, budgeting, construction site safety, availability and transportation of building materials, logistics, inconvenience to the public caused by construction delays and bidding, etc.