Conflict Management in Nigerian University
CONFLICTS IN NIGERIAN UNIVERSITIES: CAUSES AND
MANAGEMENT
By
Alabi, A. T. (Ph.D.)
Department of Educational Management, University of llorin, llorin
Abstract
This paper focuses on conflict between individuals and between groups as a universal phenomenon of management and organizational behaviour. It recognizes conflict .as an inherent feature of organization, and induced, in part, by the very structure of the organization. The structure of universities allows the sharing of functional boundaries among students, staff, and administrators. The complexities of the resultant interactions result in conflicts. Specifically, these conflicts are caused by factors such as limited resources, differences in perception, autonomy drives, role conflict, and political and national issues. The paper further examines the nature and causes of conflicts within the university system and suggests some strategies to minimize the harmful effects of conflicts. Introduction
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. Hence, the organizational structure is such that staff and staff, students and students, and staff and students share functional boundaries of exchange of 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 (FRN, 1981). In carrying out these functions, there are always conflicts within and among the categories of people within the university community, namely students, academics, administrators, non-academics and their unions. These categories of people have different
MANAGEMENT
By
Alabi, A. T. (Ph.D.)
Department of Educational Management, University of llorin, llorin
Abstract
This paper focuses on conflict between individuals and between groups as a universal phenomenon of management and organizational behaviour. It recognizes conflict .as an inherent feature of organization, and induced, in part, by the very structure of the organization. The structure of universities allows the sharing of functional boundaries among students, staff, and administrators. The complexities of the resultant interactions result in conflicts. Specifically, these conflicts are caused by factors such as limited resources, differences in perception, autonomy drives, role conflict, and political and national issues. The paper further examines the nature and causes of conflicts within the university system and suggests some strategies to minimize the harmful effects of conflicts. Introduction
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. Hence, the organizational structure is such that staff and staff, students and students, and staff and students share functional boundaries of exchange of 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 (FRN, 1981). In carrying out these functions, there are always conflicts within and among the categories of people within the university community, namely students, academics, administrators, non-academics and their unions. These categories of people have different
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