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HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT UNDERGRADUATE PROJECT TOPICS

CONFLICT RESOLUTION STRATEGIES AND ORGANIZATIONAL

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RESOLUTION STRATEGIES AND SUSTAINABILITY A OF TY S IN S STATE

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Organizational sustainability is an approach that creates long-term stakeholder value by implementing a business strategy that considers
every dimension of how a business operates in the ethical, social, environmental, cultural, and economic spheres. It also formulates
strategies to build a company that fosters longevity through transparency and proper employee development.

Organizational sustainability
is an evolution on more traditional phrases describing ethical corporate practice. The phrase is derived from two keys sources. This desire to
grow without damaging future generations’ prospects is becoming more and more central to business philosophies.

One way an
organization can perform is through conflict resolution strategies. 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 sustainability 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 , 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 resolution strategies strategies and organizational
sustainability of hospitality firms hospitality industry in Rivers State.

1.2 Statement of the Problem

Expanding industrial activities have been ascribed incompletely as casualisation of specialists (Kalejaiye, 2014). Taking the hospitality firms
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 to help organization in the formation of appropriate resolution strategies. 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
administrators and the worker’s party (Fapohunda, 2012).

It is against these problems that, this study empirically evaluates the
relationship between conflict resolution strategies strategies and organizational sustainability of hospitality firms hospitality industry in
Rivers State.

1.3 Objectives of the Study

The main objective of the study is to examine the relationship between conflict resolution strategies and organizational sustainability of
hospitality firms hospitality industry in Rivers State. The specific objectives of the study are to:

the relationship between avoiding strategy and organizational sustainability. Determine the relationship between collaborating strategy and organizational sustainability. Ascertain the relationship between accommodating and organizational sustainability.

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 hospitality 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 resolution strategies and
organizational sustainability of hospitality Firms hospitality industry in Rivers State.

Geographical Scope: This study is delimited to organizational sustainability of hospitality Firms hospitality industry 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 resolution strategies and organizational sustainability.

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.

 

 

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