CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Maintaining a place in this competitive era becomes not only the responsibility of the owners or leaders of the organization but that of the employees (Oke, & Olughor, 2014). Organizational survival has been the primary goal or objective of every organization (Adewale, Abolaji and Kolade, 2011). Survival is very crucial at this period of business turbulence.  Organizations strive for survival and continuity, while seeking relevance and key positions in the industry. Jones & Bartlet (2008), posit that survival and growth of organizations are contained in its goals which require energy and resources investment. From the observation, survival concept is an unwritten law of every organization and when organizations survived, without doubt, there will be available goods and services and the organization will be in continue operations, and Gross (1968), adds that survival should be an expedient factor for organizations interest.

Therefore conflict is the most common general and wide-spread phenomenon that is synonymous with group activity and interaction. According to uya (1992), conflict cannot be completely dissociated from human beings and their endeavors be it group or organization. This means that conflict is necessary evil that one cannot do without. Conflict refers to a situation in which there are incompatible goals, cognition or emotion within or between individuals or group that led to opposition (uya, 1992). These definitions recognize three basic types of conflict which are goal conflict which arises when the desired outcomes are in compatible between groups cognitive and effective conflict. Cognitive conflicts arise as a result of incompatibility of ideas.  Affective conflict on the other hand usually arises when there is an incompatibility in emotions. Conflict can also arise when two or more values, prospective and opinions are contradictory in natures and have not been agreed upon, conflict has both positive and negative effect on organization that is why there is a need for effective conflict management strategy. Conflict management refers to an attempt to control or regulate conflict through a number of measures.   (Adeyemi and Ademilua,2012) constructively managed conflict induces a positive performance while privately managed conflict heats up the environment to bring about dislocation of the entire group and polarization reduced productivity on job performance, psychological and physical injury. Though an effective conflict management a cooperative atmosphere is created to promote opportunities and movements are directed towards non-violent, reconciation or basic clashing interest (Uchindu, Anijaobi and Odigwe, 2013).

However, in the review of past studies, despite the level of work that has been done, only few studies try to discuss some specific aspects of conflict management that can affect survival of organizations.  This has necessitated more work to be done on the extent to which conflict management affects organizational survival especially in selected oil servicing firms in Port Harcourt. Given this knowledge gap, our point of departure from previous studies is to empirically establish the relationship between employee participation and organizational survival.

1.2 Statement of the Problem

Considering the impart of conflict in an organization and how people view the concept, it becomes imperative for such a research work to be carried out in order for the organization association and even interested public appreciate the concept. This study also seeks to explain the effectiveness of conflict in organization and also the harmony available in managing the conflict.

Expanding industrial activities have been ascribed incompletely as actualization 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 for such a research work to be carried out in order for the organization association and even interested public appreciate the concept. This study also seeks to explain the effectiveness of conflict in organization and also the harmony available in managing the conflict. Numerous organizations in  Nigeria  are  tormented  by  a  bunch  of  issues  and  illnesses  created  by  wasteful  and incapable administrative style or strained relationship amongst administration and the worker’s party (Fapohunda, 2012). It is against these problems that, this study empirically evaluates the relationship between conflict management and organizational survival in selected oil servicing firms in Port Harcourt with emphasis on the moderating role of organizational culture.

1.3 Objectives of the Study

The aim of the study is to examine the relationship between conflict management and organizational stability in organizational survival in selected oil servicing firms in Port Harcourt. The specific objectives of the study are to:

1.       Examine the relationship between conflict avoidance and organizational survival in selected oil servicing firms, Port Harcourt.

2.       Determine the relationship between competition and organizational survival in selected oil servicing firms, Port Harcourt.

3.       Ascertain the relationship between cooperation and organizational survival in selected oil f servicing firms, Port Harcourt.

4.       To examine the extent to which organizational culture moderate the relationship between conflict management and organizational survival in selected oil servicing firms, Port Harcourt.

1.4 Research Question

The following research questions were proposed to guide the study.

1.       Does conflict avoidance associate with organizational survival in selected oil servicing firms, Port Harcourt?

2.       To what extent does competition and organizational survival in selected oil servicing firms, Port Harcourt?

3.       Does cooperation associate with organizational survival in selected servicing oil firms, Port Harcourt?

4.       What is the extent to which organizational culture moderate the relationship between conflict management and organizational survival in selected oil firms, Port Harcourt?

1.5 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 oil servicing. 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.

1.6 Scope 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 stability.

Geographical Scope: This study is delimited to selected oil servicing firms in Port Harcourt.

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 organizational stability.

1.7 Scope of the Study

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. In the next segment significance of the study will be discussed and lastly, poor measurement instrument.

1.8 Definition of Related Terms

AVOIDANCE

This study argues that “avoidance” in some instances, be recognized as an active form of conflict resolution. That adopting avoidance as a method of conflict resolution can be an active method of team building demonstrated if the organization considers the staff.

COMPETITION

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. If the stakes are high, enough, a very competitive person’s use of power may well be limit only by some greater external power such as the law or social taboos.

COOPERATION

Cooperation is the most appropriate tool for managing organizational conflict if do not suffer the parties from time pressures. Solution to achieve the benefit of all the conviction of the importance common interests the manager can a therapist for the conflict broke out between his subordinates, when touching their tendency to encourage him and asked to sit down to determine the nature the conflict between them and the reasons for, and pray for themselves to appropriate solutions.

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.

ADAPTABILITY

Is an aspect of resilience that reflect clearing flexibility to experiment and adopt novel solutions and the development of generalized response to broad classes of challenges (Walter et al 2006)

CONFLICT

This refers to a solution in which there are incompatible goals recognition or emotion within or individual or group that lead to opposition (Uya, 1992).

CONFLICT MANAGEMENT

This can be defined as attempt to control or regulate conflict through numbers of