ABSTRACT
The research was on the effect organizational conflict on human resource management (A case study of union bank Nigeria plc Benin). The objective was to determine the extent to which organizational conflict act has an effect on human resource management. Secondly, to look into the types of organizational conflict, the causes of organizational conflict and conflict resolution techniques.
From information gathered, organizational conflict is classified as personal, inter group, intra group. Intra organizational, and inter organizational conflicts respectively. It was also revealed that the sources of these conflicts could be as a result of rejection of employee output, managers squabbling for resources, employees performing conflicting tasks, work interdependence and a host of others.
The finding also indicates the effects of conflict as it diverts attention from organization goal attainment and creates resentment and anxiety among organization members which makes the organization unable to function properly. It causes inefficiency and incoordination which can erode and destroy the basis of team work and cooperation among organization members and also a feeling of discomfort, loss of morale and other forms of discontent which can make individuals to withdraw completely from an organization.
The significance of these findings were also indicated. In particular it has been urged that so long as there is persistent and recurrent conflict in an organization, efficient and effective personnel management and also organizational goal attainment will be unrealistic.
A number of measures were perceived as capable of solving these problems posed. It was suggested that management should endeavor to include employees in the conflict resolution process, be very sensitive to their needs, work towards getting the best out of a conflict situation, adopting proper conflict resolution techniques, and proactively making conscious efforts to prevent its occurrence where possible.
