Abstract
This study was on the impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro. The total population for the study is 200 staff of delta state polytechnic Ozoro. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made HODs, senior lecturers, administrative staffs and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
 Chapter one
Introduction
- Background of the study
Dispute among employees in an organization is not simply inevitable, rather it is the nature of complex organizations (Putnam & Krone, 2006). However, if managed properly, it can have a positive impact on employee satisfaction and performance (Dana, 2000). Research indicates that management executives are spending twice as much time settling employees’ disputes than they did a decade ago (Accountemps, 2006). If conflicts are managed properly by applying the best course of action, the organization can increase it is performance in terms of utilizing the scarce resources and achieving the organizational objectives. (Awan & Anjum 2015). Conversely, unmanaged conflict negatively impacts both employee satisfaction and performance. Timely management of conflict has the potential of improving employee satisfaction and job performance (Awan & Anjum 2015). Management should therefore resolve conflicts so that organizational performance can be increased (Song, 2000). In the organization context, performance is the ability to carry out the job well (Armstrong, 2006). According to Lebans & Euske (2006), Performance is a set of financial and nonfinancial indicators which offer information on the degree of achievement of objectives and results. According to Babin and Boles (2000), employee performance is about directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organization. This includes job satisfaction, commitment and perceived psychological contract (Armstrong, 2000).In Stima Sacco, the employee performance appraisal technique adopted is the balanced score card method, where the aspects of financial, business operation efficiency, customers, learning and growth for each employee are measured. However Stima Sacco and other Saccos in Kenya have generally focused on membership growth as the major indication of performance, other business aspects being at the periphery of the key performance indicators. Armstrong (2006) states that conflict management is the ability of an organization to identify the sources of conflict and put strategic measures in place to minimize or control conflict.
According to Petkovic (2008), dispute settlement involves acquiring skills related to conflict resolution, establishing structures of conflict models, putting strategic measures as well as approaches in place. The models of dispute settlement are instruments used to assess the appropriate action required in a conflict situation. These include Blake and Mouton model, Thomas Kilman model and Holton model, (Newell, 2008) Approaches to dispute settlement, focus on the principle that conflicts cannot necessarily be resolved but can be managed using appropriate actions such as accommodating, avoiding, collaborating, compromise and confrontation (Brigs, 2007) strategies to dispute settlement are a futuristic detailed approach that looks into achieving long term wins for the parties involved in conflict. Strategies include negotiation, collective bargaining, mediation, third party intervention, brainstorming and communication (Petkovic, 2008).
Statement of the problem
There has been a growing interest in dispute settlement in recent years. First, research has stimulated interest in strategies and approaches to handling dispute which in the past may have involved litigation through the courts, Second, there is increased legalization of the workplace, particularly in the areas of occupational health and safety, discrimination, and harassment, Third, there has been heightened interest in the need for organizations to move to high performance work systems (Awan & Anjum 2015). Traditional workplace practices and systems with their hierarchical structures, tight divisions of labor, narrowly defined jobs, detailed rules, limit employee involvement, and managerial decision making, authority, and control are no longer adequate since they foster conflict (Dreu, 2006). The high-performance workplace emphasizes dispute settlement as a cornerstone of the effective high-performance workplace.
Objective of the study
The objectives of the study are;
- To ascertain the relationship between dispute settlement and organizational performance in polytechnic Ozoro
- To determine the extent to which communication as a dispute settlement strategy influences organization performance in polytechnic Ozoro
- To establish the extent to which third party intervention as a dispute settlement strategy influences organization performance in polytechnic Ozoro
- To ascertain the extent to which negotiation as a dispute settlement strategy influences organization performance in polytechnic Ozoro
Research hypotheses
For the successful completion of the study, the following research hypotheses were formulated by the researcher;
H0:Â there is no relationship between dispute settlement and organizational performance in polytechnic Ozoro
H1: there is relationship between dispute settlement and organizational performance in polytechnic Ozoro
H02: there is no extent to which third party intervention as a dispute settlement strategy influences organization performance polytechnic Ozoro
H2: there is extent to which third party intervention as a dispute settlement strategy influences organization performance polytechnic Ozoro
Significance of the study
The study will be very significant to students and policy makers. The study will give a clear insight on the impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro. The study will serve as a reference to other researcher that will embark on the related topic
Scope and limitation of the study
The scope of the study covers the impact of dispute settlement on organizational performance. A case study of delta state polytechnic Ozoro. The researcher encounters some constrain which limited the scope of the study;
- a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
- b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
DEFINITION OF TERMS
Dispute settlement: Dispute resolution or dispute settlement is the process of resolving disputes between parties. The term dispute resolution is sometimes used interchangeably with conflict resolution, although conflicts are generally more deep-rooted and lengthy than disputes
Organizational performance: Organizational performance comprises the actual output or results of an organization as measured against its intended outputs. According to Richard et al. organizational performance encompasses three specific areas of firm outcomes: financial performance; product market performance; and shareholder return
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