CHAPTER ONE
1.0    INTRODUCTION
1.1    BACKGROUND OF THE STUDY
    In all organizations, there are individual and groups competing for influence on resources, there are different opinions and value, conflict of priorities and goals. There are pressure groups and lobb. Clique and cabals, triviality and bonds of alliance. All these point to the apparent manifestation of persistent confliction all organization.
    The question may then be asked; is conflict uncivilized and becoming the natural outcome of counvervaling forces to be unverstood and managed. But not eradicated?
There iws  no perfect organization on mathematical pure way of dealing with what an organization  should do or how it should be run. These things rare eventually inside or outside the organization dominant coalition.
It makes sense, therefore, for people to  nart capture some of what power  to influence join or destroy the dominant coalition or at least to do their best to ensure that there are some consistency between their individual interest and value those persuaded and expressed by the organization who are involved in finding compromises, recording difference and living with what is possible rather than what miget be deal.
The essence of business organization is monthly the achievement of objectives set by its founder and added by its environment mainly the various.
In the final analysis , all encompassing objectives could be found for any organization which would have resulted  from matching various  compatible objectives are resolving  mutually exclusive ones.
OBJECTIVES OF THE STUDY
This research work is to determine the make up of people who occupy different levels of the organization pyramids called its manpower; those people have different culture skills and education background, as well as different value, perceptions expectations and role.
The degree with which she met with opposition in protecting her interest value and goal in the organization will determined the frequency of conflict occuracies.
a.    To examine the nature and pattern of conflict
b.     To discover the effect of conflict index on the productivity of workers.
c.    Investigate conflict management that are operative in west African Portland cement plc.
1.3    STATEMENT OF THE RESEARCH PROBLEM
    Conflict are viewed by classical and human relation school of thought as destructive. This must be avouded at all cost which the behaviour school believed conflict is not only desirably unavoided but emergize a system to reach its optimum level faster.
    Based on the above statement, the research will want to know whether in this approaching twenty first centurt, these views are still authentic or whether they are not or suppose to have a current hypothesis, to what extent can this be generalized on this era of globalization and usuable economy.
    The new to tackle these problems is crucial indeed and failure to do so may lead to an organization failure to achieve its objectives.
    Therefore, this study will address the following firstly, the problem of recognizing desirable and undersirable conflictisition the organization.
    Secondary, the problem of tolerating conflict within organization before the extent at which conflict should be tolerated within the organization.
    Thirdly, the problem of identifying causes of conflict within the organization and lastly, the problem of identifying the causes of conflict within the organization as well as leadership style and procedure of managing conflict.
    These are some of the problems this research work addressed using latest African Portlant cement (WAPCO) plc, shagamu, works, ewe koro works and head office as a frame work of reference
1.4    RESEARCH QUESTION
    The study soughts to examine the conflict management procedures of the employees in west African Portland cement plc and the effect on the organization over all performance.
    To accomplish the purpose of the study. The following questions are raised; what has been the interpersonal and inter-group relationship between and among employees in the organization.
    What could be done to improve the relationship? Is there any significant relationship between heavely conflict and organization effectiveness
    How can organization encourage health conflict and discourage unlikely conflict?
    What should be the relationship between the employer and various government conflict management?