MANAGEMENT STRATEGIES FOR CONFLICT RESOLUTION IN FEDERAL AND STATE UNIVERSITIES IN SOUTH-EAST NIGERIA

Abstract

Education requires a peaceful environment to achieve its purposes and objectives but conflict destabilizes higher institutions and university systems in particular. The Study sought to determine the management strategies to be adopted for conflict Resolution in Federal and State Universities in South East Nigeria. The study is necessitated because of the number of lives lost, physical facilities  and   infrastructure  damaged  by  students  during  conflicts,  and disruption of academic calendar in the institutions of higher Education. To guide the search for solutions to the problems, four research questions were formulated; then four null hypotheses were formulated and tested with ANOVA at the 0.05 level of significance. A descriptive survey design was adopted for the   study.   The   instrument   for   data   collection   (MSCR),a   structured questionnaire was developed for the study. The population of the study comprised 228,809 academic staff non-academic staff and students. Three hundred and eighty four academic staff, non-academic staff and students were sampled. A systematic sampling method was used to select the respondents for the study. Five experts, three of whom were from Educational Administration and  planning  and  two  were  from  the  department  of  measurement  and evaluation and all from University of Nigeria Nsukka, did the validation of the instrument. A trial test was conducted in Rivers State. Cronbach alpha was used to test the internal consistency of the instrument and the scores obtained from the four questions were 0.75, 0.87, 0.84 and 0.85 respectively and it gave an overall result of 0.83.Mean and standard deviation were used to answer the four research questions while ANOVA was used to test the four null hypotheses at 0.05  level  of significance.  The  data  analysis  revealed  that management strategies for conflict resolution that should be adopted include measures such as constant supply of electricity; reduction in fees; building and equipping library for students and staff for learning and research.  For the identified strategies to be effective, they should be applied preventively and proactively. Finally the result of the questions in cluster A showed that there is statistically significant difference in the mean rating among the academic staff, non- academic staff and students in the proposed hypotheses and this led to Post- Hoc test to know where the difference lies. The Post-Hoc still showed that there is statistically significant difference in the mean rating among the academic staff, non-academic staff and students implying that the students perception of the mode of manifestation of conflict differ from  that of staff.  Educational implications, Limitations of the study and suggestions for further studies were made.

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CHAPTER ONE

INTRODUCTION

Background of the Study

Education is important in the development of man such that he becomes useful to himself, society and humanity at large. University education, as the third level of education is meant to be a system where activities and programs are planned and organized, accommodating students and workers together in the University environment. It is a citadel of learning where mature minds ponder on ideas, experiment with principles and come out with solutions to the problems of society. It leads to rapid development and social transformation with extensive network of well-funded  think tanks providing  innovations in economic  and  social policy. According to Ukwu (2002) University Education makes student to become specialists imbued with the spirit of creativity, and ability to develop science, practice technology, become good citizens and promote the culture for national unity and progress; to understand more systematically the basic theories and knowledge required by the branches of learning or specialized subjects offered; to grasp  the  basic  skills,  methods  and  relevant  knowledge  necessitated  by  their special subjects and also acquire preliminary ability of practical work and research in the fields of their specialized interests.

For Education and or University Education to fulfill all its purposes and objectives, the management including the administrators of Federal and State Universities in South-East Nigeria, should plan out programs of activities and

manage appropriately what goes on in  the university environment which  they oversee.   This   will   include   managing   university   properties,   infrastructures, students,  workers  and  the  university  environments.  According  to  Nwachukwu

2009  Management is the coordination of all the  resources  of  an organization through the process of planning, organizing, directing and controlling in order to attain organizational objectives. It is the guidance or direction of people towards organizational goals or objectives. It is the supervising, controlling and co- ordinating of activities to attain optimum results within the limits of organizational resources. As an authority in educational management, Peretomode (1991) defines management as the social or interactional process involving a sequence of co- ordinated events – planning, organizing, coordinating and controlling or leading in order to use available resources to achieve a desired outcome in the fastest and most efficient way. The property and infrastructure we have in our universities are to be maintained properly so that they last long and, this is better achieved by appointing people to be in-charge of the variety of property owned by the University.   McShane (2009) defines management as the art of getting things done through people in organizations. The management and or the administrator cannot do the work of manning or taking charge of all the property themselves. There is need that responsibilities should be distributed and delegated to many people so that they would help the administrators of universities to have over view of what happens in the university environment. Oyodo (2001) defined management as a way of coordinating all resources through the processes of planning, organizing,

leading  and  controlling  in  order  to  attain  stated  objectives.  Mgbodile  (2004) defines management as leadership, which is aimed at influencing group activity towards goal achievement.  This definition  implies that in order to  ensure  the achievement of the goals of an establishment there has to be effective management of both human and material resources.

This implies that management is the act of planning and coordinating all the affairs of workers, students, academics and environment, making sure that the environment is quite accommodative and less stressful so that the academic objectives and goals of the institutions will be efficiently achieved.

According to Mgbodile (2004) it is with an efficient management that an organization or institution can plan, organize staff and students, control, direct, and coordinate its activities to  achieve predetermined  goals.  Leaders have onerous responsibility of achieving the goals of their organizations. They are entrusted with the power to organise the personnel, students’ and the materials available in an organization so that they will be used to realise the set goals and objectives of the establishment.

Enudu (2004) is of the opinion that, Management is when a group of people within the organization are selected to give guidance and control the activities of all the members under them. These officers are held accountable for the success or failure of the organization. This is because they are most often responsible for piloting the affairs of the enterprise by commanding those below them on how best to accomplish the objectives of the organization.

On the other hand there are challenges faced by the management, managers, and administrators of universities and other organizations and these challenges prevent good administrative work. These challenges include lack of administrative experience, financial constraints, statistical constraints or overpopulation, lack of wisdom,  insight  and  others.  Overpopulation  is  one  of  the  indirect  causes  of conflicts and being  sure of  the  statistics  will help  the  management to do  the appropriate estimation as it concerns students and workers.  For our universities to stand the test of time and follow the trends of what is happening in the fast lane in which Students and workers are moving on, the manager should be somebody who is experienced in administration, coordinates well, controls the University environment and is provided with some necessary requirements to enable him function very well.

The manager, management or administrators of organizations will function perfectly in their administrative roles if from onset, and then have mapped out strategies to use in the management of tertiary institutions and this includes the management of the Federal and State Universities in South-East Nigeria. Ohtaki (1997) defines strategy as the fundamental scheme of action, plan or decision for reaching or accomplishing objectives. It is the overall plan made by the manager of any institution that will ensure that all his actions will be successful. According to Williams (2004) strategy is the direction and the scope of an organization over the  long  term  which  achieves  advantage  for  the  organization  through  its

configuration of resources within a challenging environment to meet the needs of students and workers and to fulfill stake holders’ expectations.

Management of students and staff in the tertiary institutions involve strategies that have the function of harmonizing decisions made by a variety of managers. Consequently, a competent university manager needs management strategies  to  streamline  activities  in  the  institutions  so  that  the  aims  of  the institution will be realised. Management strategy is the principle or process designed to ensure corporation, coordination, participation, intervention, involvement and effective achievement of goals and aims. Mgbodile (2004) agreed that management strategy is the social or intentional process or principle involving a sequence of coordinated events such as planning, organising, and coordinating in order to use available resources to achieve desired outcome in the fastest and most efficient way in the universities. Similarly, Achison (2000) states that strategy is a principle which underlines a method or the way things should be organised so that positive results will abound and that with poor strategy, an institution’s profit does not measure up to its objective. The administrator who uses the appropriate strategies in his administration will definitely achieve his goals. The strategies may include, reduction in tuition paid by the students; constant supply of electricity and water; provision of adequate accommodation for students; involving students in decision making; having environment free of cultism; having appropriate materials for teaching, learning and research; reduction in strike action by staff; having well equipped library for accessing information; provision of appropriate & cutting-

edge (most modern) technologies such as ICT facilities which include computers with internet connectivity, television, radio,   multi-media, overhead projectors, slides, projectors, electronic ( intelligent/interactions) board; video camera, and use of social media for communications and interactions. All these help to keep students’, academic staff and other workers focused on the educational objectives. Observing what goes on in the university environment will keep the administrator on the right track as to which strategy will suit the particular University environment.

According to Nicholas (1992) conflict is a situation where two people or groups wish to carry out acts which are mutually incompatible. Everybody has his or her own mind over issues, such that to accept any body else’s opinion becomes very difficult. Conflict in simple terms means a state of disagreement, controversy or opposition. It could also mean the existence of a prolonged battle, struggle or clash between two or more parties (Obegi and Nyamboga, 2008).

Conflict according to Hornby (2005) is a situation in which people, groups or countries are involved in serious disagreement. It is also a situation in which there are opposing ideas, opinions, feelings or wishes; a situation in which it is difficult to decide either way because the options are mutually exclusive.   Otite (2007) defined conflict as a struggle over values or claims to status, power and scarce resources, in which the aims of the conflicting parties are not only to gain a desired  value  and positions but to  neutralize,  injure,  or eliminate their rivals. According to Travel (2009) conflict is an overt struggle between individuals or

groups; when tension or stress is involved and develops; when the satisfaction of specific needs is thwarted  by equally attractive  or unattractive  desires.    Otite (2007) added that conflict is a situation where the disputants are hostile to each other  in  order  to  achieve  a  set  goal.  In  the  process  of  the  struggles  the organizations may be destabilized and these struggles are regulated by a hierarchy of  human  needs,  selfishness,  possessiveness,  greed,  as  well  as  sociological, political, cultural, psychological, religious motives, students’ genuine and selfish demands. Conflict therefore, is an act of disarray, a situation where there is disorganization,  discord, instability, open quarrel and  no peace for the people involved. Conflict destabilizes organizations, higher education, particularly university systems inclusive.

The  nature  of  conflicts  manifestation  in  the  higher  institutions  can  be viewed in two perspectives: violent and non-violent conflicts. Violent conflicts may come as a result of lack of agreement on issues, unfulfilled requests and unfulfilled promises and these can make students react violently. When violence erupts, it leads to destruction of lives and properties. Non-violent conflicts may not involve destruction of lives and properties. Non-violent conflicts are peaceful and fairly easy to resolve.

According to Lulofs (1994) conflict is characterized as being destructive. Lives and properties are lost during violent conflict. When conflict is violent, it becomes extremely difficult to handle. The Federal and State Universities in the South-East have had and are still having series of conflicts and protests by students

and frequent disruption of the academic calendar, which has become part and parcel of the university academic system. That is why Ugwumba (1999) stated, that the onetime pride of the university is now marred by situations that produce conflicts such as secret cults, rape, frequent strikes, personality clashes, struggles for supremacy and all other associated vices such as examination malpractices and theft.

The  universities have  been turned  into battle  fields,  academic and  non- academic  staffs go  on strike  over claims and  rights due them  while  students struggle and destroy school properties because their needs are not met. Some Vice Chancellors in the Federal and State Universities have been forced out of office and  some  beaten,  wounded,  kidnapped  and  their  lodges  broken  into  by  the students. For example, in 2008/2009 session students of Nsukka campus of University of Nigeria made a violent protest over rumoured plan to increase fees. During the protest, many university properties were damaged. The Vice Chancellor’s lodge was targeted and extensively damaged while the Vice Chancellor himself escaped. (Edike, 2010)

From 2000 to 2010  Enugu State University of  Science and Technology witnessed lots of conflicts over increase in fees, lack of accommodation and high prevalence of cultism. This has caused the death of many students and lecturers in the institution. The same way conflicts are witnessed in other Federal and State Universities  in  South  East  Nigeria  over similar  issues.  The  conflicts  in  these institutions  do  not end  in  the  immediate environment of  the  campuses but  it

encroaches on the environment of people living around or close to the campuses. Roads are blocked vehicles destroyed, old tyres are burnt which is not good for human health (Edike 2010).

It is a truism that University environment should be a place where people should be tolerant and aware of their differences and willing to live and work together. One of the most fundamental problems currently posing a threat is the issue of conflict management in the Federal and State Universities in the South- East Nigeria. In Nigeria, universities, as social organization, experience conflicts of  all  kinds  and  also  between  different  groups  within  its  jurisdiction.  It  will therefore be expected that conflict could occur between academic staff and non- academic staff, management and non-academic staff, management and academic staff, management and students, students versus students (Travel, 2009).

This study will be particular about the conflict between management and Students’. The conflict between management and students is common in the universities because it is more threatening and destructive to live and property. Obanya  (2002)  reported  that  university  management  are  increasingly  worried about the changes that occur in the university system in the area of students’ conflicts.

Conflict could arise in the universities as a result of inadequate funding, accommodation,  security,  and  lack  of  water  supply,  lack  of  electricity,  and increase in fees payable by students, Lack of ICT facilities, communication technologies and high prevalence of cultism. Many students’ have lost their lives

in cultism in recent times. Otite (2000) summarised other aspects that could create conflicts  in  university  management,  such  as  communication  gap,  inadequate lecture  spaces,  lack  of  security  and  increase  in  tuition.  Egwunye  and  Egbule (2002) identified the aspects that could have relevance for conflicts in the universities. These aspects include inadequate learning facilities, autocratic style of administration, ineffective teaching methods, influence of home and society, unacceptable policies. These conflicts make it difficult for university management to fulfil the obligations of the universities in the zone. Other issues that could generate conflicts in the universities include, water, electricity supplies, electronic library for accessing information, telephone, television, and multi-media.

Conflict if not properly managed and controlled can lead to many hazards in the educational system including non-realization of educational goals. Therefore, good management of the institutions are necessary, to help reduce the alarming rate of conflict amongst staff, academic, non-academic and specifically between management and the students. The duties of the academic staff of universities are three folds: teaching, research, and administration. Consequently they are all involved in management at different levels.  Such as their contributions in the senate and various administrative committees they participate in. The core management staff of the universities include: the Vice Chancellor, Deputy Vice Chancellors, the Registrar, the Bursar, the Librarian and the Deans. These are all academic staff except the Registrar and the Bursar. Consequently, their views are included and subsumed in the views expressed by the academic staff. Similarly,

the views of the Registrar and Bursar are included in the views of the senior administrative staff. In the context of this study, conflicts emanating from different universities in the South-East Nigeria are mandatorily managed by the administrators whose duty it is to do so and help prevent future occurrence.

Conflict management is aimed at quietening and calming an already existing conflict in an institution which one expects to occur because people and groups are involved. Travel (2009) defines conflict management as the process of planning to avoid conflict where possible and organising to resolve conflict where it does happen as rapidly and smoothly as possible. According to Kellet (2007), conflict management is the variety of ways by which managers handle grievances, that is, standing up for what they consider to be right and against what they consider being wrong. Conflict management is the principle that all conflicts cannot necessarily be resolved but learning how to manage conflicts can decrease the odds of non- productive escalation. Conflict management involves acquiring skills related to conflict resolution, self-awareness about conflict, conflict communication skill and establishing a structure for management of conflict in your environment including university environment.

It is quite difficult to control or manage conflict where too many people are involved. This is a problem being faced by most institutions in Nigeria especially those  of  the  Federal and  State Universities in the  South-East Nigeria  but the managers may not fold their hands and watch problems erode their environments

because  most  of  our  managers  in  tertiary  institutions  may  not  have  conflict management skills and may not be willing to learn.

There are reasons and need for managers to improve on their conflict management skills; it will help them equip themselves and, train the students and the workers under their domain. The conflict management skills will help the managers to apply management strategies that will be very useful and help quieten conflict situation.

University managers should bear in mind the need to utilize the necessary management strategies for conflict resolution. Ugwumba (1999) emphasises that managers who work bearing in mind  and utilizing the  necessary management strategies for conflict resolution will make perfect impact in their governance and also have control over the problems that usually emanate from the students, staff and from the University environment of Federal and State Universities.

The Federal Universities are those Universities owned by the Federal Government. The State Universities are owned by State Governments. The States that constitute South East Zone are Enugu,  Anambra,  Imo,  Abia, and  Ebonyi States. Conflicts between management and students have been on the increase and cultism has taken the lives of many students in Federal and State Universities in South East Nigeria. According to Hornby (2005) cult is a group of people who have extreme religious beliefs and who are not part of any established religion. The cults in our universities tend to be secretive, doing their things without non- members knowing exactly what they do. They break into communal consciousness

when their activities conflict with interest of society and when different cults war against each other.

Conflicts have been occurring and reoccurring between students and management of universities in Nigeria in general and Federal and State in the South-East in particular.  When these conflicts occur for very long periods of time university property and infrastructure are destroyed. The destruction is avoidable if the conflicts are successfully managed and or resolved. The strategies management uses for managing these conflicts have been based on use of force and coercion. The most commonly used strategy is that in which the Universities are closed down and students are sent home for prolonged period of time. The hope in this strategy is that when the universities are eventually reopened and students recalled, the intimidated students who are by now desperate to complete their education and graduate accept just anything the authorities dictate without going through the process of negotiation. Usually, the students are made to sign under- taking to be of good behaviour and made to pay reparation for damaged properties.

In managing conflicts this way, the issues that led to the conflict abinitio are not addressed and the conflicts consequently are left unresolved. The consequence is that the conflict thus unresolved will continue to simmer underground to reoccur with more vehemence and violence at the next least provocation.

When conflict had gone beyond control, conflict resolution may be urgently required.  To resolve a conflict is not what the leaders and  managers may do forcefully  but  it  is  something  that  should  be  done  peacefully  so  that  the

participants will be satisfied. It is extremely difficult to deescalate an escalated conflict but if conflict resolution is properly utilized, conflict will be reduced to the barest minimum and the university environment will be peaceful.

Conflict resolution is the efficient way a manager can make a difference between positive and negative outcomes. According to Gottman (2007) conflict resolution is the simplest and sufficient way of aligning matters to allow each participant to make enough progress towards his or her desired ends and declaring a state of agreement rather than uncertain and  stressful state of disagreement. According to Johnson (1996) conflict resolution is the process used by parties in conflict to reach a settlement. (When conflict manifests in an institution, it calls for resolution). To reach such settlement, the manager should approach the problems strategically.   In the Federal and State Universities, in the South-East Nigeria, conflict resolution may not be properly in use and that is why conflict is ravaging the whole university system and the public are terribly concerned. Conflict resolution strategies not being in use properly means that some factors are preventing the administrators and management of universities from doing what they are put in-charge to do. These factors include: lack of administrative experience, lack of care, lack of concern, lack of love for fellow human being, lack of love for one’s job, constraints in financial support,   communication gap, lack of good advisers, and lack of initiative, lack of wisdom and intelligence and not being proactive.

Management or administrators of universities should work with an open mind so as to discover other ways of resolving conflicts in the environment they are overseeing. That is why; Neal (2003) is of the opinion that conflicts could be resolved by using other strategies such as avoidance, competition, accommodation, compromise and collaboration. Similarly, Otite (2007) is of the same view that resolution strategies including: avoidance, competition, accommodation, compromise and collaboration could be useful in resolving conflict in the universities and other formal organization.

The avoidance conflict resolution option is one in which one party in a potential conflict disregards a brewing conflict situation. The party behaves as if the conflict does not exist. This helps to calm down conflict situations between individuals, and between groups in institutions such as universities in the South-East Nigeria. It gives those at the helm of affairs time to readjust themselves over the issues causing the conflict and to have a reprieve from the potentially dangerous situation because it may not be safe. In an institution, the manager may avoid the perceived or open conflict that happens in the university until it is safe to do so. This strategy has the advantage of helping the system (students and staff) to be quiet until appropriate strategies could be utilized to discuss student’s unrest.

The compromise option is the better way to increase and maximize the interest and satisfaction of both parties in conflict resolution where each party wins some of its demands and loses some other demands. The demands of the two parties are incompatible and cannot be reconciled without one of them losing something in

the process (Gottman, 2007). This is a win-some, and lose-some situation in which the  management  will  have  over  view  of  the  conflict  between  them  and  the students. The management of the Federal and State Universities in the South-East Nigeria may compromise a little by solving a bit of student’s demands and still do a little bit of what they had planned to do.

The competition option is a situation where no cooperation is extended to the other side, but all of the efforts of a party are expended to gain victory on their own behalf. The conflict parties insist on all-out win or lose situation with the possibility of one party forcing or dominating over the other. The primary motive in competition is the desire to win and make the other party to lose. The assertive party behaves in a manner to suppress the views of the other party by using strong arguments or emphasizing its rank or economic position (Onokerharaye, 2000). The word Competition assumes equality. For instance, people of equal weight class or same sex or age bracket compete in sports. Competition option in conflict resolution between management and students may not work out because they are not equals. Competition between management and students, could lead to destruction of school properties and other hazards. If students insist on having things done their own way it may be interpreted as disrespect to authority.

In the opinion of Travel (2009) accommodation option is the one whereby one party simply allows the other party to win in the interest of peace, by obliging its request or agitation. The underlying value here is that of self-sacrifice where one gives in to the demands of other people. It could work out in a situation where

for instance students request for adequate lecture hall spaces and the management provides such because it is necessary in achieving the institutional objectives. In this case, both parties (students and management) are not competing rather there is a cooperative disposition.

There is also the collaboration option involving the win-win approach in which  each  party  to  a  conflict  wins  by  becoming  problem  solver  and  a collaborative  conflict  participant.  The  issues in conflict are  identified  and  the parties are willing to get to the root of the conflict and ready to make sacrifices to resolve the conflict. The university management could join hands together with staff and students to discuss about the inadequate services that may be rendered for peaceful co-existence.

The Federal and State universities in the South-East may have different ways of handling conflicts depending on the local conditions in each university and the new conflict resolution options may not work the same way in every university because what works in one university in the South-East may not be feasible in another university in the zone due to differences in local conditions. Therefore, in the context of Nigerian universities, one key element of the ability of managers to control conflicts is to understand the peculiar characteristics of the university, which is under their control. Meanwhile as the old methods of conflict resolution  continue  to  be  applied,  conflicts  have  continued  to  ravage  the universities, in  Federal and  State universities in  South-East Nigeria  disrupting activities and programs. Lives are still being lost; property and infrastructure are

also  being  damaged.  One  wonders  if  the  management  and  administrators  are willing  to  switch over  to  using the  seemingly  better and  more effective new management strategies for the resolution of conflicts in the University environments. It is against this background that the researcher seeks to determine the management strategies for conflict resolution in the Federal and State universities in South-East Nigeria.

Statement of the Problem

Conflicts in institutions of higher learning including the Federal and State Universities in South-East Nigeria have reached an alarming rate. The causes of conflicts could be direct or indirect. Direct causes include high fees, inadequate supply of water and electricity, inadequate lecture hall spaces, non-involvement of students in decision making, periodic strikes by staff, and lack of ICT facilities, lack of public address system and others. One of the most indirect causes of conflicts in the universities is overpopulation.

These  irritants  irritate  students  when  they  are  not  addressed  and  the resultant effect is conflict, then teaching, learning and research are disrupted. Such conflicts often threaten the lives and property of universities staff, and students. The extent of damage and killing is quite significant and devastating. The usual responses of the authorities to protests by students have been punitive, ranging from rustication of students, and expulsion to closure of the institution for varying lengths  of  time.  The  resultant  closure  of  institutions  becomes  too  frequent, extended and unbearable to parents and to all those who have stake in Education.

The cumulative effect is that contact time between students and teachers for effective learning becomes shortened and the universities produce half-baked and generally unemployable graduates. When employed, they are incompetent, ineffective, lack adequate skills and consequently unproductive. Such unemployed idle graduates will be attracted to evil and crafty men in keeping with the adage which says “an idle mind is the devils workshop” and consequently be lured into crime further posing threats to  lives and  property. Consequently governments, parents and the general public become apprehensive whenever conflict erupts in our universities.

Conflict can be managed successfully if the causes are identified, isolated and dealt with.   The usual strategies used by universities and governments in managing  conflicts  between  students  and  university  managements  have  been found inadequate and ineffective as they only succeed in using coercion to force students to become quiet, allowing the conflict to simmer underground only to erupt again at the least provocation with each subsequent eruption being more violent than the previous one.

In this study, the problem was to determine the management strategies that the  managers or management  of  Federal  and  State  Universities in  South-East Nigeria apply in resolving the conflicts that are ravaging our tertiary institutions, emphasising on the conflicts between management and students.

Purpose of the Study

The general purpose of this study is to determine the management strategies for resolving conflict in the Federal and State Universities in the South-East Nigeria.

Specifically the study sought to:

1.      Examine  the  nature  of  conflicts  manifestations in  the  Federal  and  State

Universities in the South-East Nigeria.

2.      Identify  how  the  academic,  non-academic  and  students  differ  in  their perception of the causes of conflict manifestations in the Federal and State Universities in the South-East Nigeria.

3.      Ascertain the management strategies employed by the management team of

Federal and State Universities in the South-East Nigeria.

4.      Determine the management strategies to be adopted for conflict resolution in the Federal and State Universities in the South-East Nigeria.

Significance of the Study

This study has both theoretical and practical significance. The theoretical significance is anchored on the Social System theory. The Social Systems theory treats organizations, such as the university, as a system albeit a social system and tries to explain how the system works. Social systems function because of man’s ability to communicate, interact, and depend on each other. In Social Systems various  relationships  have  meaning  only  in  as  much  as  the  society  assigns meanings to them. Norms develop in this way and tend to be society-specific, for

instance the institution of marriage and who is allowed to marry who: so also the expectations of individual members of the society from each other and from the society as an entity. Even the concept of leadership has meaning only in relation to the society.

If the University is taken as a Social System, then the Social System theory could also be used to explain the working of its different components: students, different cadre of staff and management each with its different interests and roles but must coexist within the same space to achieve both individual and communal goals.

The needs, feelings, beliefs and attitudes of organizational members should be taken  into  account.  Students  and  workers  have  needs  to  be  fulfilled  by  the university authority and the university has functions to perform and rules to be obeyed. Students’ need the management for their survival and the management needs the students to succeed. Free flow of information from the management to the students is necessary. This research study is hinged on social system theory.

The findings of this study will create awareness and be of assistance to the various university managements, university administrators, policy makers, crisis managers, researchers, students’ affairs department of each Federal and State University, particularly the new generation universities, and the government on the management strategies for conflict resolution.

The   findings   of   this   study   will   be   beneficial   to   the   university management. It will help the management to realise that it is necessary to maintain good  order  and  peaceful  co-existence  in  the  University  environment  for  the

achievement of goals and objectives. It will help the management to anticipate that conflict may arise when they implement their policies and so will proactively develop strategies for managing and resolving such conflicts.

The findings of the study will sensitize the university administrators on the need  to  allocate  adequate  funds  to  appropriate  areas  such  as  infrastructure, materials for teaching, learning and research, and social amenities such as water, electricity, ICT facilities and other things that may lead to conflicts if they are not there.

The educational policy makers will find the study indispensable if published because it will help them to be aware of what is happening in the institutions so that they  will  be  cautious and  proactive in  making their policies.  The policy makers will make proactive laws aimed at deploying appropriate strategies to prevent and resolve conflict in their environments.

Crisis managers will also benefit from the study because it will help them to know when to make appropriate decision on the methods to be used in reducing or resolving escalated conflicts. It is the duty of the police and the army to de- escalate conflict and bring cessation to violence. It will make them to be aware that using tear gas and using force to stop conflict would not work perfectly.

The findings of this study will help researchers in their research works. The result could be made available to them through conferences, academic publications, workshops, seminars, and talks or be uploaded to the internet so that they can see it there.

The findings of this study will be useful to the management of Students’ Affairs Department. It will help them on how to channel students towards the right direction. The students are to be taught due process in their endeavour, so that they can learn how to make requests of what they need or state their grievances and patiently wait for responses. It will help students in their involvement and participation in university governance and student unionism, so as to do things correctly and prevent students’ violent outburst.

The findings of the study will help the new generation universities, in ordering  their  priorities.  It  will  help  their  leaders  to  plan  and  administer programmes adequately and inculcate good management practices and strategies bearing in mind the students put in their care. They will watch the steps of their predecessors and learn from their mistakes to avoid pitfalls that will hamper their progress.

Finally, the study will reveal to the government what happens within the university system. The revelation will enable the government to study the situation so as to identify those areas where they need to increase the help they give to universities, specifically in the funding of the universities.

Scope of the Study

This study focuses on the management strategies for resolving conflict between university authorities and  the  students.  The  study is delimited to  the Federal and State Universities in the South-East Nigeria. The content area will cover the nature of conflict, the causes of conflicts, the management strategies

employed for handling and resolving conflicts in Federal and State Universities in

South-East Nigeria.

Research Questions

The following research questions guided the study:

1.      What is the nature of conflicts manifestations experienced in the Federal and

State Universities in the South-East Nigeria?

2.      How do academics, non-academic and students differ in their perceptions of the causes of conflict experienced in the management of Federal and State Universities in the South-East Nigeria?

3.      What are the management strategies employed by the management team of

Federal and State Universities in handling Conflicts?

4.      What are the management strategies to be adopted for conflict resolution in the Federal and State Universities in the South-East Nigeria?

Hypotheses

The following null hypotheses have been formulated for this study: was tested at 0.05 level of significance.

HO1: There is no significant difference in the mean ratings of the academic staff, non-academic staff, and students on the nature of conflict manifestations in the Federal and State Universities in the South-East Nigeria.

HO2: There is no significant difference in the mean ratings on the perceptions of academic staff, non-academic staff, and students differ on the causes of

conflict experienced in the Federal and State Universities in the south-East

Nigeria.

HO3:  There is no significant difference in the mean ratings of the academic staff, non-academic staff, and students on the management strategies employed by the management team of Federal and State Universities in the South- East Nigeria.

HO4: There is no significant difference in the mean ratings of the academic staff, non-academic  staff,  and  students  on  the  management  strategies  to  be adopted for conflict resolution by the management in the Federal and State Universities in the South- East Nigeria.

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