CONFLICT MANAGEMENT FOR EFFECTIVE PERFORMANCE IN AN ORGANIZATION: A STUDY OF UNION BANK OF NIGERIA PLC
CHAPTERONE
                    INTRODUCTION                
1.1     BACKGROUND OF THE STUDY
Conflict is inevitable in both human and organizational relations. Conflict arises naturally in every arena of our daily life. Every organization encounters conflict on a daily basis. It is something that cannot be avoided. It happens on the job, between groups, within families and right in the middle of our most personal relationship. But it is possible to manage them when we recognize them on time. It is necessary to continuously track the organizational signals which point to their existence. If we do not react duly, this can lead to the situation that the conflict will negatively affect the organization.
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 & Coleman, 2000). Conflict is defined as an incapability of goals and values between two or more parties in a relationship combine with attempt to control each otherand antagonistic feelings toward each other (Fisher, 1990). The incapability 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. Conflict has the potential for either a great deal of destruction or much creativity and positive social change (Kriesberg, 1998). Therefore, it is essential to understand the basic processes of conflict so that; we can work to maximize productive outcomes and minimize destructive ones.
1.2     STATEMENT OF THE PROBLEM
Some organizations are able to effectively manage or resolve their conflicts amicably, but others cannot. Conflict in the work place can have different effect depending on how it is managed. In institutions such as banking, clear cut policies ought to exist to provide guidance on how the administrators ought to manage or resolve conflicts. In the light of this, the study seeks to unravel the possible conflicts between workers and the management of Union Bank, the strategies explored for conflict management, the effectiveness of the management strategies be examined and finally the occurrence of future industrial conflicts in Union Bank be avoided.
1.3     OBJECTIVES OF THE STUDY
The following objectives of the study guide the research;
1.    To find out whether there are conflicts between workers and the management of Union Bank.
2.    To explore the management strategies for the conflicts.
3.    To examine the effectiveness of the management strategies.
4.    To explore ways of avoiding future industrial conflicts in Union bank.
1.4    RESEARCH QUESTIONS
The following questions of the study will act as a guide to the research;
1.    What are the possible conflicts between workers and the management of Union Bank?
2.    What are the strategies explored for conflict management?
3.    How can the effectiveness of the management strategies be examined?
4.    How can the occurrence of future industrial conflicts in Union Bank be avoided?
1.5     SCOPE OF THE STUDY
There are conflicts issues in both public and privatesectors of Nigerian economy. However, this study is focused on Union Bank alone. Therefore, industrial conflicts in other Banks are not covered by this research.
1.6     LIMITATIONS OF THE STUDY
The researcher met with some problems in undertaking this study, notably in some areas of data collecting. The problems are as follows;
Time was a problem, as the time allowed for the study was grossly inadequate. The researcher has to use the time allowed for lectures for research.
Choosing the right Bank for case study, it was not easy to get the right Bank that could give out accurate and detailed information needed by the researcher.
Resources was another constraint as the researcher was unable to execute the work more effectively due to insufficient financial resources because of this, the researcher has to make use of the little information he could get.
1.7     SIGNIFICANCE OF THE STUDY
The study was of great benefit to the public and private sectors and the state government for effective performance and enormous productivity. This is because it will be exposed to the challenges it is facing in the public sectors, private organizations and the state government.
It would also be of great significance to researchers by way of making them aware of the problems that have been uncovered by these researchers, so that they would know where to start from in their subsequent research work in the area of conflict management in public and private sectors or state government.
1.8     DEFINITION OF TERMS                            
In the course of this research work, some concepts were used and for easy comprehensive understanding of the entire works, these concepts will be explained below;
ORGANIZATION
According to Davis (2005) organization may be defined as a group of individuals, large or small that is cooperating under the direction of executive leadership. To Barnard (1948) organization is a system of cooperative activities of two or more persons. Also, Mooney and Railey (1939) asserted thatorganization is the form of every human association for the attainment of common purpose.
CONFLICT
According to Burton (1990) conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.
MANAGEMENT
According to Follet (1998) Management is the act of getting things done through people. To Koontz (1995) Management is the art of getting things done through others and with formally organized groups.

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