CONFLICT RESOLUTION STRATEGIES AND ORGANIZATIONAL SUSTAINABILITY (A STUDY OF SELECTED HOSPITALITY FIRMS IN RIVERS STATE)

CHAPTER 1

INTRODUCTION

1.1 Background to the Study

Organizational sustainability is an approach that creates long-term stakeholder value by implementing a business strategy that considers every dimension of how a business operates in the ethical, social, environmental, cultural, and economic spheres. It also formulates strategies to build a company that fosters longevity through transparency and proper employee development. Organizational sustainability is an evolution on more traditional phrases describing ethical corporate practice. The phrase is derived from two keys sources. This desire to grow without damaging future generations’ prospects is becoming more and more central to business philosophies. One way an organization can perform is through conflict resolution strategies. 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 and Coleman, 2000).

Conflict is defined as an incompatibility of goals or values between two or more parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other (Fisher, 1990). The incompatibility 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. Therefore, it is essential to understand the basic processes of conflict so that; we can work to maximize productive outcomes and minimize destructive ones. This review describes some common sources of conflict, the nature of conflicts in modern organizations, and the general strategies of approaching conflict that are available.

Robbins and Judge (2009) defined conflict as ‘’ a process that begins where one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about’’. This is a very apt definition, emphasizing that conflict is about perceptions, not necessarily real hard facts. It points to the emotional nature of conflict, by referring to a word like ‘’care’’, it states that more than one party is involved and that there may be a future component attached to it.

Shapiro (2006) in relation to the above states that, conflict is a process of social interaction. It involves a struggle over claims to resources, power, status, beliefs, preferences and desires. Darling and Walker (2007) linked this idea to the organization by stating that, even when conflict is a natural phenomenon in social relations (as natural as harmony), it can nevertheless be managed within organizations. They add that conflict may have both positive as well as negative consequences within the organization, the submission above blend with the fact that, conflict can never be totally eliminated within organizations but can be efficiently managed in order to move organizations to greater height  and sustainability level.

Organizations, be it public or private, small or big exist essentially to achieve certain economic social or political objectives. These objectives may be in form of profit making, provision of services production of goods and increases in sales turnover etc. however these objectives can only be achieved when human resources are employed to utilize other resources such as raw materials, machineries, money and information. (George and Jones 1996) organization is made up of different people with different attitude, beliefs, abilities and personality therefore a conflict is inevitable.

There is no organization that can effectively carry out its day to day activities without encountering some form of conflict. From the foregoing therefore, the study seeks to examine the relationship between conflict resolution strategies strategies and organizational sustainability of hospitality firms hospitality industry in Rivers State.

1.2 Statement of the Problem

Expanding industrial activities have been ascribed incompletely as casualisation of specialists (Kalejaiye, 2014). Taking the hospitality firms as a case, as related to the extent to which the issue can be seen.

Considering the impart of conflict in an organization and how people view the concept it becomes imperative for such a research work to be carried out in order to help organization in the formation of appropriate resolution strategies. This study also seeks to explain the effectiveness of conflict in organization and also the harmony available in managing the conflict. Numerous organizations in  Nigeria  are  tormented  by  a  bunch  of  issues  and  illnesses  created  by  wasteful  and incapable administrative style or strained relationship amongst administrators and the worker’s party (Fapohunda, 2012).   It is against these problems that, this study empirically evaluates the relationship between conflict resolution strategies strategies and organizational sustainability of hospitality firms hospitality industry in Rivers State. 

1.3 Objectives of the Study

The main objective of the study is to examine the relationship between conflict resolution strategies and organizational sustainability of hospitality firms hospitality industry in Rivers State. The specific objectives of the study are to:

1.       Examine the relationship between avoiding strategy and organizational sustainability.

2.       Determine the relationship between collaborating strategy and organizational sustainability.

3.       Ascertain the relationship between accommodating and organizational sustainability.

1.4 Research Question

The following research questions were proposed to guide the study.

1.       Does conflict avoiding strategy associate with organizational sustainability?

2.       To what extent does collaborating strategy influences organizational sustainability?

3.       Does accommodating strategy influences organizational sustainability?

1.5 Research Hypotheses

The following research hypotheses were formulated to guide the study;

H01: There is no significant relationship between avoiding strategy and organizational sustainability.

H02: There is no significant relationship between collaborating strategy and organizational sustainability.

H03: There is no significant relationship between accommodating and organizational sustainability.

1.6 Significant of the Study

The relevant of this study rest in the importance to stakeholders in the organization. This study will assist organizational managers on the tools techniques to employ in managing conflict in their respective organizations in the hospitality industries. This study is pertinent to trade unionist in their respective organizations. This study is justified because it will assist in the stability and relative profitability in the organization particularly in the period of economic recession. This study will also contribute in enriching the literature in industrial relations particularly in management sciences in general.

1.7 Scope/Delimitation of the Study

The study is delimited under the following headings; content scope, geographical scope and unit of analysis.

Content Scope: The content of this study involves on investigation to ascertain the relationship between conflict resolution strategies and organizational sustainability of hospitality Firms hospitality industry in Rivers State.

Geographical Scope: This study is delimited to organizational sustainability of hospitality Firms hospitality industry in Rivers State.

Unit of Analysis: The unit of analysis involved the staff at the terms of carrying this study. The scope of this study is to ascertain the relationship between conflict resolution strategies and organizational sustainability.

In carrying out an investigation of this nature the researcher must of necessity be faced with some constraints.

Firstly, the time constraints, the time frame provided for this study was short.

Secondly, Financial constraints. Usually, a study of this nature involved some level of expenditure therefore; finance was also a limiting factor.

Thirdly, Poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study will be discussed and lastly, poor measurement instrument.

1.8 Definition of Related Terms

Accommodation

It involves giving in to the other’s wishes or smoothing the choppy waves of a conflict. It is seen as the process by which people change their language behavior to be more or less similar to that of the people with whom they are interacting.

Avoidance

This study argues that “avoidance” in some instances, be recognized as an active form of conflict resolution strategies. Thus, avoidance is a maladaptive form of coping that involves changing our behavior to try to avoid thinking or feeling things that are uncomfortable.

Collaboration

Collaboration is the process of two or more people or organizations working together to complete a task or achieve a goal.

Management

The process of dealing with or controlling things or people. Management includes the activities of setting the strategy of an organization and coordinating the efforts of its employees (or of volunteers) to accomplish its objectives through the application of available resources, such as financial, natural, technological, and human resources.

Sustainability

Sustainability means meeting our own needs without compromising the ability of future generations to meet their own needs. In addition to natural resources, we also need social and economic resources.

Incompatibility

The condition of two things being so different in nature as to be incapable of coexisting. The fact that two things are so different that they cannot both happen, be correct, or be accepted at the same time