ABSTRACT
This study was embarked upon to investigate the management of organizational politics and conflicts in Ajaokuta Steel Company. The research sought to find out the perception of the Junior and Senior staff of Ajaokuta Iron and Steel Company on the Management of politics and conflicts in the organization, impact of politics and conflict on the growth and operation of the organization, extent to which politics and conflicts affect human and societal development, approaches to conflicts management and resolution in the organization and the category of work force that is mostly involved in politics and conflicts. The Taro Yamane formula was used to determine the sample size of one thousand and forty six (1046) out of a total population of one thousand eight hundred (1800) employees of Ajaokuta Iron and Steel Company. Five hypotheses were
formulated for the study; the z-test which is a statistical variable of sample size greater than thirty (30) was used to test the hypothesis at 0.05 level of significance. The result showed that the problem in the management of politics and conflicts in Ajaokuta is as a result of ineffective communication between management and employees of the organization, the heterogeneity of the organization, ethnic interest and religious discrimination of the staff. The politics and conflicts have impacted on the growth and operation of the organization. The politics and conflicts affect human and societal development of the organization. Negotiation, arbitration and multi-disciplinary approaches are used for conflict management and resolution and that the senior staff of the organization are responsible for the politics and conflict in Ajaokuta Steel Company. We recommended that the management of the organization should therefore reduce the incidence of communication gap in their management, organize seminars and workshops to make those involved in the politics and conflicts understand the negative impact of their actions on the organization and also to train them on the way forward for the actualization of the goals and objectives of the organization.
CHAPTER ONE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Conflict and politics in manufacturing organizations are hardly talked about or discussed formally in an official platform, yet they are words that go to the root and survival of many organizations in the world. The existence of a group of persons in any given environment or organization allows sharing of mutual respects, friendship and enjoyment of interaction with one another. At the other extreme, such relationship at work could be negative. Promotion of collaborative relationship is most times epitomized in the level of cooperation at
work for effective and efficient production. One is not in doubt concerning the presence of misunderstanding, disagreement, crisis among individuals and groups in organization where human activities take place. There is no society, organization or individual that does not at one time or the other go through some experiences that could be termed as conflict. Again, individuals are faced with conflicts of thought when they have to choose the best option.
According to Ityodugh (2003:138), the industrial disputes that occur in any Company or organization should be interpreted as a loss of control by the management. Suffice to say that some conflict situations go out of hand and bring individuals or institution to a complete collapse not as a result of the nature of conflict but the management of the situation to reduce explosion of the matter. Organizational politics and conflicts in modern society have been a constant reality in the history of manufacturing organizations. In the past, such politics and conflicts have caused profound human suffering (employees) leading to death, dismissal, retirement and even imprisonment in some cases. The present challenge, therefore, focuses attention in the restoration and defense of the rule of law that leads to confidence in the employers as well as good governing pattern for all employees and employers alike.
In human history, politics and conflicts had always existed which had impacted on socio-economic and political development of nations, communities and families; some were more devastating than others and posed obstacles to civil society and peaceful co-existence. According to Angela in Ejeh (2006.2) conflict is ubiquitous and occurs at institutional and individual levels. Almost on daily basis one hears news of conflicts. Often these conflicts lead to war, crisis, loss of lives and properties. The conflict often emerges from different groups under the auspices of trade union e.g. Nigeria Union of food and Beverage administration. Manufacturing organizations use different natural
resources and have the desire to manage them in different ways e.g. forest, water pasture, minerals and land.
1.2 STATEMENT OF PROBLEM
The conflict existing in the manufacturing organizations today emanates from negative politics and conflicts among the people and society. Almost on daily basis one hears news of conflicts. These conflicts can lead to inter-tribal wars, ethnic crisis and loss of lives and properties. These conflicts often emerge from different uses of natural resources or desire to manage them in different ways. Sometimes too, it is ethnic, religious class or some ill-motivated elements within the manufacturing organizations that cause conflicts. They are in some cases many sadists and disgruntled elements in the society, such sadists that will never enjoy staying in peaceful environment but rejoice whenever they complicate issues and fix others in trouble. These activities as well as others affect the operations and development of manufacturing organizations in our society, though the manufacturing organization’s staff members are always busy with production, marketing, planning and budgeting, and such are expected to be gentlemen and women. Manufacturing organizations in Nigeria are located in particular areas for sustainable development. It would be pertinent to investigate the management of this conflict and extent of their impacts on the organization. It has been observed that the pedigrees of most manufacturing companies in Nigeria are rooted in management problems, politics and conflicts. One question that continues to occupy the minds of Nigerians is the delay in production and output of Ajaokuta iron and Steel Company despite the huge investment by the federal government in the organization.
The public and the ministry of commerce and Industry at the state and federal levels are interested in evaluating the performance output and human development of the organization. This interest calls for a number of questions. For instance, could the cries of the public in the media on delayed production of
the Ajaokuta, Iron and steel company be blamed on the federal government or the management of the organization? Nigeria is yet to benefit from the huge investment in Ajaokuta Iron and steel company; could this be as a result of conflicts in the company? Why are the expected products of Ajaokuta iron and steel company not fully available in the market? Thus, the study focuses on managing organizational politics and conflicts in Ajaokuta Iron and steel company.
1.3 OBJECTIVES OF THE STUDY
The specific objectives of the study include the following:
1. To examine how organizational politics and conflicts in Ajaokuta Iron and Steel Company be managed.
2. To determine the impact of organizational Politics and Conflicts on the growth and operations of Ajaokuta Iron and Steel Company.
3. To ascertain the extent to which organizational politics and conflicts affect the employees of Ajaokuta Iron and Steel Company.
4. To identify the approaches to conflict management and resolution in
Ajaokuta Iron and Steel Company.
5. To ascertain the category of the workforce involved in politics and conflicts in Ajaokuta Iron and Steel Company.
1.4 RESEARCH QUESTIONS
The research attempt to provide answers to the following questions
(1) How can organizational politics and conflicts in Ajaokuta Iron and Steel company be managed?
(2) What impact do organisational politics and conflicts have on the growth and operation of Ajaokuta Iron and Steel Company?
(3) To what extent do organisational polities and conflicts affects the employees of Ajaokuta Iron and Steel Company.
(4) What are the approaches that can be used to enhanced conflict management and resolution in Ajaokuta Iron and Steel Company
(5) Which category/categories of the work force is/are involved in the organisational politics and conflicts in Ajaokuta iron and Steel Company?
1.5 RESEARCH HYPOTHESES
The following hypotheses were formulated.
1. Organisational politics and conflicts in Ajaokuta Iron and steel company can be managed by reducing the incidence of communication gaps, ethnic interest and religious discrimination in the organization.
2. Politics and conflicts have negative impact on the growth and operation of Ajaokuta Iron and steel Company.
3. Organisational politics and conflicts have strong effects on the employees of Ajaokuta Iron and Steel Company.
4. Negotiation, arbitration and multi-disciplinary approaches can be used to resolve politics and conflicts in Ajaokuta Iron and Steel Company.
5. The Senior Category of Staff are involved in the organisational politics and conflicts in Ajaokuta Iron and Steel Company.
1.6 SIGNIFICANCE OF THE STUDY
The significant of this study cannot be over emphasized and can be viewed from the following perspectives:
1. Ministers of power, Mines and Industries and the manufacturing sectors of the economy will find this study useful in decisions and policy making ventures that will help the manufacturing organizations.
2. Future managers appointed to pilot the affairs of Ajaokuta Iron and steel company relying on this report will be equipped with facts on what
paralyzed the company. This knowledge will aid them towards putting things right for another better take off.
3. The senior staff of the organization who are often interested in politics will from this research, understand the negative effect of their actions on the organization. This will help them think of a way of reducing their negative political activities in the organization.
4. Managers and directors going through this research report, would not only be interested in inter-office resolution, but become peace makers and symbols of unity in organizations.
1.7 SCOPE OF THE STUDY
The study focuses on managing organisational politics and conflicts in Ajaokuta Iron and Steel Company. The study is delimited to the nature of politics and conflicts as well as the challenges of managing them. Ajaokuta Iron and Steel Company was selected from the central part of Kogi Senatorial district of Nigeria for this study.
1.8 LIMITATIONS OF THE STUDY
In the process of conducting the research, the research was impeded by some constrains such as;
Finance- This is a major constraint as sourcing for some vital information from some organization require a lot of money. The researcher has not got enough money to carry an in-depth study.
Time constraints – One of the reasons for restricting the area of this study to middle belt zone is time. Some of the places where data and relevant information could have been obtained were not visited.
Attitude of the Respondents – Some of the respondents feel indisposed to provide vital information concerning their organizations as a result of prejudiced opinion conceived about the study.
1.9 DEFINITION OF TERMS
Management: – Is the process of getting things done effectively and efficiently, through and with other people (Robine and Decenzo, 2005).
Politics: – Politics in the work means a concern with interests and interest groups. That is interests pursued by individuals in collaboration with others who share a common concern.
Conflicts: – This is a natural phenomenon explained through misunderstandings, disagreements and total disequilibrium in the actualization of personal or group interests.
Resolution: – This is a definite path to ensuring amicable distribution of common interest for the attainment of a common goal and objective.
This material content is developed to serve as a GUIDE for students to conduct academic research
MANAGING ORGANISATIONAL POLITICS AND CONFLICTS IN AJAOKUTA IRON AND STEEL COMPANY
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