1.1 BACKGROUND OF THE STUDY
The historical background of conflict in organization can be seen as far back as the ancient times, which involves the scientific management era, personnel and human relation movement and the modem management period. The ancient firms (before 1800AD) is based on the events of the past years. This period gave a lot of knowledge about management.
The scientific management era (Fredrick W. Taylor in 1856 – 1917). He developed a method known as scientific management, which is the method used to investigate every operating problem and try to determine the best way to solve the problems, using scientific methods of research. The concept involved a-way of thinking about management.
In his concept, he observed some management conflict in an organization as those workers wasted more time than that was necessary to accomplish a give task, that there was a general inefficiency of the workers and that labour costs were consequently higher than they would have been.
Human relations movement and behavioural science (personnel) period by Elton Mayo (1900-1950). He found out that here are conflict in management driving his research and concluded that monetary incentive and other working conductions are not only the motivating factors in an organization. But proper attitude to work is equally important also the superior’s role was important for moral and productivity. Group spirit and teamwork were vital to accomplish organizational goals and workers satisfaction. Also, that within every formal organization, informal organization for any formal organization to achieve its corporate objective, the managers must therefore know why employees act in the manner they do, and the psychological, social and other factors which motivate them.
The modern era (Heney Faylo 1841 – 19250), which is the revisionism. He classified organization activities, the qualification of a manager. He did his own research and found out many conflict encountered by workers and managers in a given organization. After which the concluded the fourteen principles of management:
Division of work: Authority and responsibility, discipline: unity of command; unity of direction; remuneration; centralization; order, equity; stability of tenure; initiative and spirit de corps.
These principles in his own view, if conflict is followed in organization will reduce the conflict management and make things flow easily without them encountering any problems.