1.1 BACKGROUND OF THE STUDY
Conflict is a normal phenomenon and can occur any level in a workplace in every work place, there is bound to be some form of interaction and different interests in the process o achieving organizational goals.
Some of them occurring daily while others in frequently on special occasion though may result in open antagonism. It is therefore, these inevitable among formal management) and informal (labour) group that by the ground for conflict in organization / industries, conflict is likely when one persons or groups goals jeopardize others where there is open antagonism between the people or group and when rules and procedures regulate their behaviour when this happens, the goals becomes extremely vital, antagonism increases and the rules procedure are violated. Thus, an attempt to satisfy ones goal leads to the frustration of the other.
According to Okenwa and Ugbo (2003) conflicts are of five basic types –intra personal interpersonal, inter group, inter-group and inter organization conflicts. In this study we are mainly concerned with inner-group conflict especially those occurring between management and labour at the industrial level.
However, within every organization, there are various sub-goals of the various group and management attempts to manipulate these sub-goals to ensure that the survival of the industries is more readily achieved. This involves coordinating all demands both from inside and outside the industry. Example, shareholders and government, pay and prices, competition for sales and market etc industrial conflict on the other hand, resulting in a stick is an expression of possible dissatisfaction by the labour union or management. It usually start in form of grievances in which case the employees right is considered to have been mishandled e.g. the right to be paid, the right to enjoy goal condition work, etc hence, sources of conflict in a work place (industry) may either be internal or external.
Generally, in considering the nature of industrial conflicts it could also be position or negative. It is negative when the work and union could not achieve their main goals of the conflict. While it is positive, it they were able to get their position through which invariably will improve he economic well being of members of the union.
This therefore necessitated the need of examine the effects of industrial conflict on performance in the Nigerian national petroleum corporation (NNPC) though, the causes of conflict in this corporation is not distributive in nature, but could arise as a resist of delay in implementation of an agreement between the management and the union. For instance, in 1988, the report of the last force on commercialization of the corporation (NNPC) puts staff asunder. It has become a subject of serious disagreement earning the corporation into two opposing groups for and against one group consist of technocrats and majority of senior management staff of the corporation (NNPC) support the report to be fully implemented while the other group more (politically. Powerfully disagree with the report because they consider it inherently initial to certain selection interest.
Today, the corporation (NNPC) is facing a crisis of confidence, government under finding when the economic downturn hit the national border dispute and above all lack of understanding and unwillingness to appreciate the intricacies of the industry. All these would also sap the emerges of the management. The Nigerian National petroleum corporation (NNPC) as a major market to petroleum products has apparently interfered with its market forces of simple and demand with regard with petroleum products, thereby making prices of the products rise far above the reach of the masses.
Notwithstanding the corporation was established with aim of initiating economic growth and to promote nation integration as well. Consequently, government itself is more guilty of the offence yet the same government will back to cause the parastatal of poor or no performance.