Chapter 1Introduction1.1 Background of the Study.Studies have been conducted by many scholars on the issue of conflict to investigate and explain why conflict is inevitable in work organization and possible ways to manage it. However, constant changes in work system vis-à-vis demand of both employees and employers call for periodic study of conflict situation and its management strategies in contemporary workplace.Azamosa (2004) observed that conflicts involve the total range of behaviours and attitudes that is in opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes. Irrespective of the factors resulting in conflict, it has been observed that industrial conflicts produce considerable effects on organizations and should be consciously managed as much as possible.Also, fajana (2002) separated industrial conflict from other forms of conflict to refer to the powerlessness of the employers and employees to arrive at a common agreement on any issue connected with employers-employees’ interactions. In addition, ogunbameru & oribabor (2000) conceived that industrial conflicts take place whenever there is conflict of interests and objectives in labor-management relations.Also, alebiosu & akintayo (2007) noted that industrial conflict emerges as a result of employers not taking into consideration the needs or request of their workers. More explicitly, benjamin & hideaki (2004) reported that the reasons and motives of industrial conflicts can be widely classified into two categories, namely economic and noneconomic causes. The economic causes involves subjects relating to amends such as payment, award, allowances, and conditions for work, working hours, leave, and holidays without pay, and unfair layoffs and retrenchments. To understand the multi-dimensionality of conflict in today’s competitive business environment, attempt is made here to examine the works of scholars such as ubeku (2005) who observed that conflict in organization is a consequence of enduring power struggle between workers and their employer over the control of various aspect of work, inequality in the distribution of proceeds of industry, job insecurity of the worker, and poor management control. The non economic factors incorporate victimization of workers, poor treatment by staff members, compassionate strikes, political elements, indiscipline, etc. In addition, deutsch & coleman (2000) conflict is not a battle between the rational and irrational;Thus, learning to manage conflict is integral to high-performance work organization that aims to maximize productive outcomes through effective conflict resolution mechanism. In this regard, blake, shepard & mouton (2004) identified three main strategies that parties can take into account in dealing with their conflict. These strategies include win-lose, lose-lose, and win-win approach. Therefore, this study investigates the relationship between industrial conflicts & corporate performance in the selected manufacturing firms within PORT Harcourt, metropolis.1.2 Statement of the Problemindustrial conflict is a strong indicator/yardstick of the industrial relations systems, whereby in itself is a subsystem of the national system. It is therefore important to stress that any slightest differences or grievance between labour and management will not only jeopardize the industrial relations systems, but the whole system of the entire society at large. The promotion of an enduring relationship between labour and management is therefore essential for harmonious industrial environment. In addition, to generate this, the use of effective strategy of conflict management becomes essential and pervasive in any organizational/industrial setting. Furthermore, the impact and consequences of unattended conflict in the workplace on employees and the organization (dijkstra, 2006), would often argue for immediate attention to the resolution of the conflict rather than a careful and systematic (and invariably more time-intensive) approach to investigating the underlying causes of conflict. Mayer (2004), for instance, argues that if the causes of conflict are known and understood, a conflict map can be developed which could guide conflict resolution processes. Realizing and comprehending the various forces that inform conflict behavior, consequently authorizes the facilitator or manager with the opportunity and chance to expand a more collectively focused and nuanced approach for handling with the particular occurrence of conflict in manufacturing industries.1.3 Objectives of the Study.The main objective of this study is to examine the relationship between industrial conflicts & corporate performance in selected manufacturing companies within Port Harcourt metropolis. The specific objectives for this study are;1. To examine the relationship between interpersonal conflict and corporate performance in selected manufacturing firms within Port Harcourt, metropolis.2. To examine the relationship between inter-group conflict and corporate performance in selected manufacturing firms within Port Harcourt, metropolis.3. To examine the relationship between inter-role conflict and corporate performance in selected manufacturing firms within Port Harcourt, metropolis.1.4 Research Questions.Based on the above objectives of the researcher, it is apparently obvious and important that some researchable questions are needed; these questions are expected to be the basis upon which the above stated objectives can be achieved. However, the under listed questions are germane to this research work:1) to what extent is interpersonal conflict related to corporate performance in selected manufacturing firms within Port Harcourt, metropolis?2) to what extent is inter-group conflict related to corporate performance in selected manufacturing firms within Port Harcourt, metropolis?3) to what extent is inter-role conflict related to corporate performance in selected manufacturing firms within Port Harcourt, metropolis?1.5 Significance of the StudyThis study becomes necessary in the sense that the causes of conflict across various organizations in the country, especially in manufacturing organization have become a matter of concern to all well-meaning Nigerian. In 2012, there was industrial conflict across the country over the issue of minimum wages and other working conditions of employment in which it affected the operational activities of many government parastatals and private organizations in both manufacturing and service industries. Secondly, this study will enable managers in manufacturing industry to have in-depth knowledge of causes of conflict and how to manage conflict in manufacturing industry not only in nigeria but also across the world.so in essence, this study seeks to ensure smooth running of organizations and to enable the two sides (employers and workers) to work together harmoniously in pursuing and achieving organizational goals and objectives.1.6 Research Hypotheses.The following hypotheses are stated to guide this study;HO: there is no significant relationship between industrial conflict and corporate performance in selected manufacturing firms within Port Harcourt, metropolis.HA: there is a significant relationship between industrial conflict and corporate performance in selected manufacturing firms within Port Harcourt, metropolis.1.7 Scope and Delimitations of the Study.The scope of this study is delimitated with the following;(a) Content Scope: this study deals with industrial conflict and corporate performance in selected manufacturing firms in Port Harcourt . Corporate performance is generally referred to as financial performance of an organization to meet the standard of the competitive market. The concept of social entrepreneurship is seen as a systemic strategy to sustain organizations financially while having an impact on sociality. The dimensions and measures involves; productivity, market share, interpersonal role, inter-role conflict etc. For both industrial conflict and corporate performance.(b) Geographical Scope: this research study is carried out specifically among selected manufacturing firms within port harcourt (rivers state) .(c) Unit of Analysis: the research study is a micro-level study, therefore, the employees should be considered in terms of data collection for proper analysis. Since the study deals with corporate business performance.1.8 Limitations of the study.The conduct of this research study has been so far affected by various limitations which hampered the process of the research to a great extent. Although the research was prepared carefully, but the period of time is not sufficient for the researcher to observe large respondents from the different branches of selected manufacturing within port harcourt in rivers state. The research study is further been limited to studying only selected manufacturing firms within port harcourt, not in nigeria entirely. It would be best if it was done in a longer period of time on large geographical area and with fewer burdens of other subject’s projects and protocols (policies). Some other limitations to the research also includes: lack of cooperation by some respondents to the questionnaire, lack of knowledge of some respondents to the questionnaire.etc.1.9 Definition of Terms.The following terms are operationally defined as follows;Conflict: this is the rate of disagreement or dispute that occur between or among individuals in an organization.Corporate: is a large business or organization that under the law has the rights and duties of an individual and follows a specific purpose.Corporate performance: this is the practice of carrying out set activities or jobs and functions by putting together collective efforts , initiatives and ideas in order to achieve business objectives.Industrial: this simply relates to the level of working standard that take place in an industry or factory in relating with certain organizational prospects.Industrial conflict: this is a form or type of conflict that can systematically occur in the industry to eventually disrupt performance of employee work in the industry.Performance: is the active participation or carrying out of an activity or job in an organization or firm.