CHAPTER 1

INTRODUCTION

1.1 Background to the Study

Enterprise success measures how well a company meets the individual objectives of its business plan. It lies in understanding how each element can support or restrain the other, on how to balance the dynamics between the elements to determine the most constructive solutions in any situation. The concept of enterprise success has been widely studied at a global level. The theoretical framework that has been often adopted in the study of enterprise success is that of organizational performance, originally stemming from organizational effectiveness. Within this framework success of an enterprise is measured using organizational performance indicators. Initially, these indicators were largely economic, looking at return on investment, profitability, sales and employment as measures of success (Wiklund, 2009). One way an enterprise can succeed is through conflict management. Conflict occurs between people in all kinds of human relationships and in all social settings. Because of the wide range of potential differences among people, the absence of conflict usually signals the absence of meaningful interaction. Conflict by itself is neither good nor bad. However, the manner in which conflict is handled determines whether it is constructive or destructive (Deutsch and Coleman, 2000).

Conflict is defined as an incompatibility of goals or values between two or more parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other (Fisher, 1990). The incompatibility or difference may exist in reality or may only be perceived by the parties involved. Nonetheless, the opposing actions and the hostile emotions are very real hallmarks of human conflict. Therefore, it is essential to understand the basic processes of conflict so that; we can work to maximize productive outcomes and minimize destructive ones. This review describes some common sources of conflict, the nature of conflicts in modern organizations, and the general strategies of approaching conflict that are available.

Robbins and Judge (2009) defined conflict as ‘’ a process that begins where one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about’’. This is a very apt definition, emphasizing that conflict is about perceptions, not necessarily real hard facts. It points to the emotional nature of conflict, by referring to a word like ‘’care’’, it states that more than one party is involved and that there may be a future component attached to it.

Shapiro (2006) in relation to the above states that, conflict is a process of social interaction. It involves a struggle over claims to resources, power, status, beliefs, preferences and desires. Darling and Walker (2007) linked this idea to the organization by stating that, even when conflict is a natural phenomenon in social relations (as natural as harmony), it can nevertheless be managed within organizations. They add that conflict may have both positive as well as negative consequences within the organization, the submission above blend with the fact that, conflict can never be totally eliminated within organizations but can be efficiently managed in order to move organizations to greater height  and performance level.

Organizations, be it public or private, small or big exist essentially to achieve certain economic social or political objectives. These objectives may be in form of profit making, provision of services production of goods and increases in sales turnover etc. however these objectives can only be achieved when human resources are employed to utilize other resources such as raw materials, machineries, money and information. (George and Jones 1996) organization is made up of different people with different attitude, beliefs, abilities and personality therefore a conflict is inevitable.

There is no organization that can effectively carry out its day to day activities without encountering some form of conflict. From the foregoing therefore, the study seeks to examine the relationship between conflict management and enterprise success of selected commercial bank in Rivers State.

1.2 Statement of the Problem

Expanding industrial activities have been ascribed incompletely as casualisation of specialists (Kalejaiye, 2014). Taking the banking sector as a case, as related to the extent to which the issue can be seen.

Considering the impart of conflict in an organization and how people view the concept it becomes imperative to conduct a research in order for organizations, association and the public to  appreciate the concept. This study also seeks to explain the effectiveness of conflict in an organization and also the methods available in managing conflict. Many organizations in  Nigeria  are  tormented  by  a  bunch  of  issues  and  illnesses  created  by  wasteful  and incapable administrative style or strained relationship amongst management and employees (Fapohunda, 2012).   It is against these problems that, this study empirically evaluates the relationship between conflict management and enterprise success of selected commercial bank in Rivers State.

1.3 Objectives of the Study

The aim of the study is to examine the relationship between conflict management and enterprise success of selected commercial bank in Rivers State. The specific objectives of the study are to:

1.       Examine the relationship between conflict avoidance and enterprise success of selected commercial bank in Rivers State.

2.       Determine the relationship between competing and enterprise success of selected commercial bank in Rivers State.

3.       Ascertain the relationship between collaboration and enterprise success of selected commercial bank in Rivers State.

1.4 Research Question

The following research questions were proposed to guide the study.

1.       Does conflict avoidance associate with enterprise success of selected commercial bank in Rivers State?

2.       To what extent does competing and enterprise success of selected commercial bank in Rivers State?

3.       Does collaboration associate with enterprise success of selected commercial bank in Rivers State?

1.5 Research Hypotheses

The following research hypotheses were formulated to guide the study;

H01: There is no significant relationship between conflict avoidance and enterprise success of selected commercial bank in Rivers State.

H02: There is no significant relationship between competing and enterprise success of selected commercial bank in Rivers State.

H03: There is no significant relationship between collaboration and enterprise success of selected commercial bank in Rivers State.

1.6 Significant of the Study

The relevant of this study rest in the importance to stakeholders in the organization. This study will assist organizational managers on the tools techniques to employ in managing conflict in their respective organizations in the banking industries. This study is pertinent to trade unionist in their respective organizations. This study is justified because it will assist in the stability and relative profitability in the organization particularly in the period of economic recession. This study will also contribute in enriching the literature in industrial relations particularly in management sciences in general.

1.7 Scope/Delimitation of the Study

The study is delimited under the following headings; content scope, geographical scope and unit of analysis.

Content Scope: The content of this study involves on investigation to ascertain the relationship between conflict management and enterprise success of selected commercial banks in Firms in Rivers State.

Geographical Scope: This study is delimited to conflict management and enterprise success of selected commercial banks in Firms in Rivers State.

Unit of Analysis: The unit of analysis involved the staff at the terms of carrying this study. The scope of this study is to ascertain the relationship between conflict management and enterprise success.

In carrying out an investigation of this nature the researcher must of necessity be faced with some constraints.

Firstly, the time constraints, the time frame provided for this study was short.

Secondly, Financial constraints. Usually, a study of this nature involved some level of expenditure therefore; finance was also a limiting factor.

Thirdly, Poor response from the respondent and inability to access the entire population of the study.

1.8 Definition of Related Terms

AVOIDANCE

This study argues that “avoidance” in some instances, be recognized as an active form of conflict management.

COMPETING

It reflects a desire to meet one’s own needs and concerns at the expense of the other party. As the model illustrates, the most assertive and least co-operative people use the competitive style.

COLLABORATION

Collaboration is the most appropriate tool for managing organizational conflict if do not suffer the parties from time pressures.

CONFLICT AVOIDANCE

 This attempts to keep the conflict surfacing at all or would simply ignore the conflict or impose a solution. This type of strategy may be used if the conflict is trivial or if quick action is needed to prevent the conflict from occurring.

CONFLICT

This refers to a solution in which there are incompatible goals recognition or emotion within or individual or group that lead to opposition.