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THE
INTERPLAY BETWEEN CONFLICT MANAGEMENT AND ACADEMIC STAFF PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
It is an
established fact that the vision of Universities is to be pace-setting
institutions in terms of learning, character building and service to mankind
with a mission to produce competent and resourceful graduates with high moral
standards in our society, and the total development of men and women in an
enabling environment. Over the years universities have played dominant roles in
developing the world. Universities are usually in the forefront of any social,
economic and political challenges, especially with the power of research being
focused on areas that will promote human development and solve existential problems
(Amadi and Precious, 2015).
Conflict is
constant and an inevitable part of any organization and the University system
is not exempted. The concept of conflict is associated with the "conflict
theory" as organizations deal with people competing for self-interest.
However, strike, an extreme form of industrial conflict, can be avoided, but
most organizations hardly ever plan to avoid or manage it even when they know
it must occur. For example, government knows that Academic Staff Union of
Universities (ASUU) must go on strike on the expiration of ultimatum but
government hardly ever thinks of preparing in advance to avoid the strike
(Ezeagba, 2014).
According to
Igbaji (2009), in an industrial relations system, conflicts arise between
workers and managers chiefly because of their different ideologies and opposing
interests. Students across various educational institutions of higher learning
particularly in Lagos State are constantly faced with industrial actions either
by the Academic or Non-Academic Staff. The disagreement or lack of
understanding between government and academic community often result in
deadlock that usually disrupt academic calendar with some dire consequences on
academic staff performance of the institutions (Admin 2012).
Academic
staff like all other industrial workers uses strike to drive home their
demands. Between 1992 and 1995, the crises in Nigeria’s tertiary institutions
took a turn for the worse (Amadi and Precious, 2015). According to Adeyemi
(2010) the main aim of University education in Nigeria is to give very sound
and qualitative education which will enable the individual to function
effectively in any environment in which he finds himself. This objective that
hinges on the performance of academic staff in the higher institutions is often
being threatened with poor incentive schemes that deter workers commitment,
motivation and satisfaction.
Conflicts
will always occur but a well-managed conflict will not degenerate to violence.
Since violence will not erupt without conflict as antecedents, one can assume
that many of the conflicts in tertiary institutions is because their
antecedents (causes) were not properly managed or that the conflicting parties
did not explore the power of communication and conflict manager's personality
in resolving the crises (Agbonna; Yusuf and Onifade, 2009). Hence, this study
seeks to investigate the interplay between conflict management andacademic
staff performance in Lagos State University.
1.2 Statement of the Problem
The economic
downturn in Nigeria in the last two decades has led to poor salaries and wages
for workers while in the face of this the government introduced minimum wage
policy to cushion the effect. Despite all these, the attendant disparity in
incomes and the resultant effect of inflation has produced great
dissatisfaction and agitations among Nigerian workers, which has often resulted
in incessant conflicts and industrial actions in almost every work place.
Lagos State
University is faced with a myriad of problems ranging from inadequate
facilities to lack of infrastructures. Other problems include: coping with
increased students’ admission, inadequate funding, industrial actions between
and among workers and government, personality factors, and the role of strike
actions, that may hinder inter-personal relationships as well as performance of
workers.
There seem
to be divided opinion about the probable effect of conflicts among workers;
Edinyang and Ubi (2013), Adavbiele (2015) assert that conflict is a leading
cause of under-performance and low morale among academic staff in higher
institutions. On the contrary, Olu and Dupe (2008), Obasan (2011) do not see
conflict as being all negative as they posit that good conflict improves
decision outcomes especially on task-related conflict and group productivity by
increasing the quality through a constructive criticism, since most task
related conflict allows the exchange of ideas and assist better performance
among work force. Whether conflict is negatively or positively related to
academic staff performance of Lagos State University for the present study is
an issue that remains open to empirical investigation.
1.3 Objectives of the Study
The major
objective of this research work is to ascertain the interplay between conflict
management andacademic staff performance in Lagos State University. Other
specific objectives of the study are:
1. To examine the effect of conflict
management on academic staff performance in Lagos State University.
2. To examine the effect of strike action on
academic staff commitment in Lagos State University.
3. To find out if poor incentives scheme is
a leading cause of workers dissatisfaction in Lagos State University.
4. To explore the effect of academic staff
conflict on students’ academic performance.
1.4 Research Questions
The
following research questions are guides to finding answer to the problems under
investigations.
1. What is the effect of conflict management
on academic staff performance in Lagos State University?
2. To what extent does strike action have
effect on academic staff commitment in Lagos State University?
3. Is poor incentive scheme a leading cause
of workers dissatisfaction in Lagos State University?
1.5 Statement of Hypotheses
For the purpose
of the research work, the following hypotheses are formulated:
Hypothesis
1:
H0: There is no significant relationship
between conflict management and academic staffperformance in Lagos State
University.
H1: There is a significant relationship
between conflict management and academic staffperformance in Lagos State
University
Hypothesis
2:
Ho: Strike action does not have an effect on
academic staff commitment in Lagos State University
Hi: Strike action has an effect on academic
staff commitment in Lagos State University
Hypothesis
3:
H0: Poor incentives scheme is not
significantly related to workers dissatisfaction in Lagos State University
H1: Poor incentives scheme is significantly
related to workers dissatisfaction in Lagos State University
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