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MANAGEMENT
STRATEGIES OF CONFLICT BETWEEN ACADEMIC AND NON-ACADEMIC STAFF OF FEDERAL
UNIVERSITIES
ABSTRACT
This study
investigated management strategies of conflict between academic and
non-academic staff of federal universities in South East, Nigeria. The study
was guided by nine research questions and nine null hypotheses. The design of
the study was descriptive survey. The population of the study was 16,387
respondents. A multi-stage sampling technique was used to select a sample of
1,025 subjects, comprising 527academic and 488 non-academic staff from the
universities. Purposive sampling technique was also used to select another 10
academic and non-academic staff for the focus group discussion (FGD). The
instrument for data collection was a questionnaire titled: Management
Strategies of Conflict Questionnaire (MSCQ) and focus group discussion guide
which was put in prose form. The research questions were answered using mean
and standard deviation while t-test was used to test the null hypotheses at
0.05 level of significance. Findings of the study were that interpersonal and
intrapersonal conflicts, interdependence conflicts, breakdown in communication,
subordinate conflicts and breakdown of collective bargaining, among others are
the nature of conflicts experienced in the federal universities. It was also
found that breach of communication, poor human relationship, unequal attention
to staff welfare, differences in staff perception, inadequate representation of
staff in decision making, competition for scarce resources and their
allocations, were among the sources of conflicts. The study revealed that
conflict increases disunity, communication gap, bitterness, helps staff to
voice out their dissatisfactions, reduces motivation, decreases productivity.
The responses of academic and non-academic staff did not differ significantly
(p<0 .05="" academic="" achieve=""
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also="" among="" and="" any=""
as="" awareness="" be="" between=""
biased="" check="" co-existence=""
committee="" communication="" conferences=""
conflict.="" conflict="" conflicts=""
constitute="" create="" dialogue=""
educational="" effective="" effects=""
efficient="" enable="" encourage=""
federal="" for="" form="" goals.=""
goals="" guided="" harmony="" help=""
identified="" in="" include=""
management="" managing="" mediation="" negotiation=""
non-academic="" objectives.="" of=""
on="" order="" organize="" others=""
peace="" peaceful="" prevent="" recommendations=""
regard="" running="" seminars=""
should="" smooth="" so="" span=""
spirit="" staff="" strategies=""
students.="" suitable="" synergy=""
tackle="" team="" tendencies="" that=""
the="" their="" them="" this=""
to="" together="" trained="" universities.=""
universities="" university="" were=""
which="" who="" will="" with=""
work="" workshops="" would="">
CHAPTER ONE
INTRODUCTION
Background
of the Study
Conflicts
are inevitable in any organization. This is more so in an organization as a
university with a structure that allows two or more units or groups to share
functional boundaries in achieving its set objectives. In universities, people
with differing nature -students, lecturers and administrative staff - have to
work harmoniously together. The organizational structure is such that staff and
staff, students and students, staff and students share functional boundaries to
exchange knowledge.
The goal of university
education is pursued through its main functions and activities of teaching,
research, dissemination of existing and new information, service to the
community, and being a storehouse of knowledge (Federal Republic of Nigeria,
2004). In carrying out these functions, there are always conflicts within and
among the categories of people within the university community, namely
students, academics, non-academics and their unions. These categories of people
have different purposes and expectations from the university. In pursuance of
their individual and group purposes and expectations they sometimes disagree
with one another due to their differing ideals which result to conflict.
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