THE IMPACT AND CHALLENGES OF INDUSTRIAL CONFLICT ON STAFF PRODUCTION IN THE PUBLIC LIBRARIES

Abstract

This study was on the impact and challenges of industrial conflict on staff production in the public libraries. Three objectives were raised which included:  To find out the major causes of conflict in public library, to find out the challenges of industrial conflict on staff production in the public libraries and to suggest conflict management strategies in public libraries. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from public libraries in Lagos. Hypothesis was tested using Chi-Square statistical tool (SPSS).

Chapter one

Introduction

1.1Background of the study

Conflict remains inevitable situation in everyday life whether it would be with yourself, others, organization, or societies. Within organizational setting, conflict may arise from conflict between employers and employees over how revenue should be divided, how work should be done, how long and hard people should work (Ford, 2007). It can also occur as a result of incompatibility of needs, ideas, beliefs, values, or goals among people working as a team (Suliman & Abdulla, 2005); however, the end results of conflict are not predetermined and it could either be good or bad. To many managers conflict is evil that must not be entertained in a team, organization, or social settings while others conceived it as a weapon to thrash out differences and promote unity among those that concerns it for the purpose of attaining a goal or objectives. The variation in perception of people to occurrence of conflict is because managers react differently to conflict situation which is also the reflection of their knowledge of the cause of conflict and its modes of management for achieving maximum productivity in workplace.

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. 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 (1975) 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. 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 and Oribabor (2000) conceived that industrial conflicts take place whenever there is conflict of interests and objectives in labor-management relations. Also, Alebiosu and 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 and 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. The non economic factors incorporate victimization of workers, poor treatment by staff members, compassionate strikes, political elements, indiscipline, etc. In addition, Deutsch and Coleman (2000) conflict is not a battle between the rational and irrational; however, the manner in which conflict is controlled establishes whether it is constructive or destructive. It is worth noting that conflict may increase and lead to unproductive results or conflict can be resolved and lead to quality final products. Therefore, 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 and Mouton (1964) 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.

The win-lose approach is the process by which a party coerce or persuade the other parties to accept their position or perception on the matter arising. It is a situation where one party gains and the other loses. The strategy is to have a conqueror that is superior and a vanquished who withdraws in shame, but who gets ready cautiously for the next round and in the long run, everyone loses The lose-lose strategy is elaborated by smoothing over conflict or by obtaining the simplest cooperation. In such circumstance, each party acquires some of what it wants, and resigns itself to limited satisfaction. The win-win approach is a conscious and sentient and organized make an effort to increase the goals of both parties through collaborative problem solving. The conflict is considered as a problem to be answered rather than a war to be won. The significant difference is that both parties are versus the problem, rather than we (one party) would be versus them (the other party). This method concentrates on the wants and restraints of both parties rather than focusing and stressing strategies created to conquer. They work together toward mutual and superordinate goals, i.e., ones that can only be achieved by both parties pulling together. Between the long term relationships among the parties and short term accommodations, there is stress on the quality of the long term relationships. Based on this background the researcher wants to investigate the impact and challenges of industrial conflict on staff production in the public libraries

Statement of the problem

Staff-management relations 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 staff and library management will not only jeopardize the industrial relations systems, but the whole system of the entire library. The promotion of an enduring relationship between library staff 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 (1974), 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.

Objective of the study

The objectives of the study are;

1. To find out the major causes of conflict in public library
2. To find out the challenges of industrial conflict on staff production in the public libraries
3. To suggest conflict management strategies in public libraries

Research Hypotheses

The following research hypotheses are formulated;

H1: there are challenges of industrial conflict on staff production in the public libraries

H2: there are no conflict management strategies in public libraries

Significance of the study

The study will be very significant to students, lecturers and public libraries. The study will give a clear insight on the impact and challenges of industrial conflict on staff production in the public libraries. The study will also serve as a reference to other researcher that will embark on the related topic

Scope of the study

The scope of the study covers the impact and challenges of industrial conflict on staff production in the public libraries. The study will be limited to public libraries in Lagos

Limitation of the study

Limitations/constraints are inevitable in carrying out a research work of this nature. However, in the course of this research, the following constraints were encountered thus:

1. Non-availability of enough resources (finance): A work of this nature is very tasking financially, money had to be spent at various stages of the research such resources which may aid proper carrying out of the study were not adequately available.

Time factor: The time used in carrying out the research work is relatively not enough to bring the best information out of it. However, I hope that the little that is contained in this study will go a long way in solving many greater problems.

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