CHAPTER ONE INTRODUCTION One issue that generates frequent expression of emotion, frustration and anger in workplace is conflict.

To some people, it is a normal occurrence that makes their day less enjoyable, to others; the frequency and intensity of workplace conflict make them a bit more then uncomfortable. Organizations that are frequently immersed in conflict situations, tends to have lower moral level, lower productivity, high turn over of workers and employee burn-out ( ). The destructive presence of conflict environment and its attendant physical, emotional and resource cost, proactively make organizations to evolve ways of avoiding conflict or/and resolving it amicably. In developed countries, this is possible: they have developed procedures that satisfy their interests, build or maintain relationships where appropriate, minimize and control unnecessary expenditure occasioned by conflict ( ). In developing countries such as Nigeria, despite advancements in labour and management relations in the past decades, there exist considerable distrust and antagonism among industrial relations stakeholders, a situation which puts to question the extent to which major labour reforms have been understood and internalized by the stakeholders ( ). It can also be said that the economic hardship necessitated by wrong and anti-people policies by African governments have

helped fan the embers of industrial discord in Nigeria/African public and private institutions (). However, several interesting features of conflict have emerged over the years in the civil service and public sector, thus necessitating an academic enquiry into the causes, effects and solutions. Following from above therefore, this study will seek to explore the major peculiarities of the Nigerian system of industrial relation in public sector, with emphasis on the development and crisis management in the University of Nigeria. As observed by Fashoyin (1980), a cursory review into the nature of labourmanagement relation in contemporary Nigeria will lead to the conclusion that a significant proportion of employers and employees still reject the notion that the two sides are engaged in a partnership which can bring about increased productivity, better wages, better working conditions and industrial peace in our public institutions. 1.1 STATEMENT OF THE PROBLEM Since early seventies labour-management conflict have assumed

unprecedented dimension in Nigeria. Public policy designed to deal with conflict situations in work-place has become more interventionist and reactionary. As Mathis and Jackson (1977) quoted in Onah (2002) observed, grievance is an alleged misinterpretation, misapplications or violation of a provision in a

union/management agreement. Onah thus view grievance as complaints that have not been settled at the first step and which therefore, become official disputes between management and union. From the foregoing, it does seem clear that conflicts arise as a result of interface between employer and employee. Corporate organizations in Nigeria seem not to plan for strategic management of conflict, but always depend on adhoc measures. Nwosu in Benson Eluwa (1998) sees adhoc crisis management as a breach in the natural order of things, an aberration in the system or a disruptive force that can destroy the organization concerned:. Crisis management requires taking adequate steps to prevent a crisis before it occurs and to manage or control events when it occurs. Howard (1984) concurred, by noting that crisis management is the capacity to understand, mobilizes, coordinate and direct all strategic policy planning functions and all human skills toward the achievement of one objective, meaningful participation in the creation of public policy that effect personnel and institutional dusting. In order to perform these functions, institutions must provide an enabling environment where people interact, share experience, enjoy comfort, give and get affection and feel secured. Most Nigerian Universities, especially, the University of Nigeria has been saddled with both labour and students unrest. How can we turn the negative energy expended on students and labour disputes into productive

adventure? The answer is not absolute but can start an important process of consolidating labour/student-management harmonious relationship. This is the crux of this study, and to achieve this, we must understand causes of conflicts, management procedure in addressing them, and the perception of staff on the strategies adopted in addressing industrial disputes in university of Nigeria. 1.2 OBJECTIVE OF THE STUDY The general objective of this study is to identify causes of conflicts and approaches to managing or resolving them in public organizations especially university of Nigeria. The specific objective s are:1. To identify conflict generating issues in the University of Nigeria, Nsukka. 2. To find out the impact of labour unrest on the organizations productivity. 3. To proffer possible solutions for effective labour management relations in the university of Nigeria

1.3

SIGNIFICANCE OF THE STUDY A study of this nature is of immense value to managers in public institutions,

policy makers as well as government in this difficult period of worsening economy. It will increase the frontier of management studies by examining appropriate explanation to the causes and downstream effects of conflicts in the University system on one hand, and the managerial inadequacies of the previous methods adopted in the resolution of those conflicts. The study in proffering alternatives to management of conflict in University of Nigeria, will be useful to the federal as well as state governments who have been struggling to ensure industrial peace and harmony in their institutions of higher learning. The study will be very useful to the teaching and practice of public administration. 1.4 RESEARCH QUESTIONS The following research questions will guide this study y What are the causes of industrial conflict in the University of Nigeria? y What are the consequences of industrial conflict to the university administration?

y What are the possible strategies for effective management of industries conflict? 1.5 METHOD OF STUDY In designing this work, the descriptive survey method was adopted. According to Nworgu (2006), descriptive survey method aims at collecting data on and describing in a detailed manner, the characteristics, features and facts about a given population. They are therefore interested in describing certain valuables in relation to the population. Primary data collection technique of questionnaire was used in collecting data for this reseach. 205 respondents were selected from the population of members of the university staff. The sampling technique adopted for the selection of respondent was a simple random sampling technique where the respondents are picked through chance. The instrument of data collection employed for this research work is the questionnaire. The questionnaire designed using Likert 5 scale rating was distributed to 205 respondents, of which 189 were duly completed and returned. Data analysis adopted for this research work is frequency mean. The mean been 3, any variable whose score is above 3 is accepted while those below is rejected. The work is presented in tabular format to ensure easy comprehension.

CHAPTER TWO RESEARCH METHODOLOGY This chapter deals with the methodology adopted in the study. It describes the methods and procedures used for data collection. This will be described under the following sub-headings; research design, area of study, population of study, sample and sampling techniques, instrument of data collection and method of data analysis. 2.1 Research Design In order to carry-out this study, the survey design will be used. According to Tuchman (1972:173) through questionnaire and interviews, survey research makes it possible to measure what a person know (knowledge or information), and what a person thinks (attitudes and beliefs). Babbie (1975) equally asberts that survey research is considered one of eth best available designs to the researchers, who is interested in collection original data for purposes of describers a population that is family large. Again, Obasi (1999:133) states that they permit generalization to be made to wider population even when only a sample was studied. The present study fits in as a survey research based on the following: i. It involves a sample of staff of Education Trust fund and their response will be collected within their natural setting.

ii.

Secondly, with the help of survey research, the researcher can elicit data from target population through questionnaire, subject such data to statistical analysis for the purpose of drawing conclusions.

2.2

Area of Study The area to be covered by the present study will be Education Trust Fund

located in Abuja. Education Trust Fund is a parastetal owned by the federal government that has its only existing office in Abuja. 2.3 Population for the Study The population for this study will consist of all staff of Education Trust Fund (EFT) Located in Abuja. This will consist of --- staff (see population distribution below). 3.4 Sample The sample for this study will consists of ninety 2.5 Sampling Technique The population will be selected by using simple random sampling. By this method each member of the population has an equal independent chance of being selected. This is important because should a sampling procedure faol to offer every member of the population the chance of being selected, it will be described as based for decision making or inference in research.

2.6

Method of Data Collection The research will not send the questionnaires by post. Rather, I will

administer them directly to the respondents who will fill them based on my instructive(s). therefore, I will stay with him/her to complete it. The essence is to ensure high parentage of return. Again, this personal administration and on-thespot collection of questionnaire helps to keep ambiguities for clarifying questions to be asked by respondents and for explamtions to be made by the researcher 2.7 Method of Data Analysis One of the analystical techniques the researcher will use is the mean which will be presented by the use of cross breaks. In each table of analysis, the question will be restated followed by the raw scores abstained from respondents, these raw scores will the be weighed using modified likert type scale after which they are converted to mean.

TABLE OF CONTENTS Title Page Approval/Certification page Dedication Acknowledgement Table of Content SECTION ONE: INTRODUCTION 1.1 Introduction 1.2 Statement of the Problems 1.3 Objectives of the Study 1.4 Research Questions 1.5 Significance of the Study 1.6 Scope of the Study SECTION TWO: RESEARCH METHODOLOGY 2.1 Methodology 2.2 Research Design 2.3 Area of Study 2.4 Population of the Study 2.5 Sample and Sample Technique 2.6 Method of Data Collection 2.7 Method of Data Analysis SECTION THREE: BACKGROUND INFORMATION ON THE ETF 3.1 Historical Background of ETF 3.2 Objectives/Goals of Education Trust Fund 3.3 Organogram of ETF 3.4 Staff Strength SECTION FOUR: DATA PRESENTATION AND ANALYSIS 4.1 Data Presentation and Analysis 4.2 Findings and Observation 4.3 Implications of the Findings SECTION FIVE: SUMMARY, RECOMMENDATIONS CONCLUSION 5.1 Summary 5.2 Recommendations 5.3 Conclusion Bibliography Appendix -

AND -