LOCAL GOVERNMENT SYSTEM AND CONFLICT MANAGEMENT IN NIGERIA

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LOCAL GOVERNMENT SYSTEM AND CONFLICT MANAGEMENT IN NIGERIA

CHAPTER ONE

INTRODUCTION

BACKGROUND OF THE STUDY

Every work setting is usually made up of workers and their employers. The relationship between these two categories of persons is expected to be cordial or void of discord if the goals and objectives of such organization must be attained with all efficiency and effectiveness. In the work setting of our present society, conflict is gaining prominence and has become almost synonymous with the existence of human organizations the world over. This reality is somewhat paradoxical when one considers the enormous amount of energy and resources expended by organizations world-wide to prevent and or resolve conflicts. Flippo (1980) volunteered an explanation with a remark that a total absence of conflict would be unbelievable, boring and a strong indication that conflicts are being suppressed. The inevitability of conflict is further underscored by Kerzner (1998), who argues that conflict is part of change and therefore inevitable. It is therefore not unusual to expect conflicts in the administration of local government councils in Cross River State. As a reality of management and organization behaviour, conflict is an inherent feature of organizations, which is induced in part by the very structure of the organization. However, the benefits to be derived from a work setting with less conflict in terms of efficiency and effectiveness in production cannot be less stated (Ushie, 2002).

The nature and types of conflicts that are prevalent in local government administration vary from one council to another. The common types of conflicts usually occur between the executives and legislative, National Union of Local Government Employees (NULGE) and Local Government Service Commission (the government), and Career Civil Servants and political appointees. Other forms include conflict between Nigeria union of Teachers (NUT), and state government, and interpersonal conflict among staff in the councils.

This study is particularly relevant at a time of lingering crisis between teachers and the government over the implementation of Teachers Salary Scale (TSS) approved by the Federal Government. The ability of the state government to implement the TSS to teachers in full particularly in the primary schools became a potential source of industrial conflict in the sector. An investigation into the nature of conflicts, their causes, as well as their effects on local government performance is important to ensure harmony in the area councils. This will facilitate higher productivity and the delivery of democratic dividends to the rural populace.

Conflict is viewed as the process of interaction which results in the incompatibility, disagreement or dissonance between social entities. M. Afzalur Rahim (2010).It is also defined as those activities between individuals or groups which are mutually inconsistent regarding the quest for the fulfillment of their wants, needs or obligations. Michael Nicholson (1992). Conflict in groups is often caused by differences of opinion between members, or scarcity of resources which often leads to conflict escalation and then conflict resolution stage, after which the enhances group interaction again .Sophia Jowett (2007).The application of traditional conflict management process have been proven to be effective over time as it improves social relationships creating harmony, resolving and managing conflict. It is deeply rooted in the customs and traditions of Africa. The exclusion of traditional rulers in conflict resolution processes has also contributed to the escalating rate of conflict in the nation. Conflict management is a healing process which requires the participation of all stakeholders to the healing process so as to rebuild the social harmony that was destroyed. In contemporary society the existence of Traditional conflict resolution mechanisms still at work at the grass root level where the communities exchange gifts and slaughter animals. A typical illustration is Karamoja in Uganda and other pastoralist societies in Kenya which uses their traditional elders are used to resolve conflicts within the local communities. Choudree R.B.G, 1999, Dumbbell Kum’a(2001). It is essential that African traditional leaders be involved in conflict management especially within their domain since the basic objective of the traditional elders is to maintain peace in their clans. The culture of African traditional community respect maintains and strengthens the traditional ruling institution as the external mediator will not have an in depth understanding of a conflict compared to the traditional leader who lives within the domain of the community Birgit Brock-Utne, (2001). The study seeks to appraise local government system and conflict management in Nigeria

1.2 STATEMENT OF THE PROBLEM

The neglect of traditional institution and the Non participatory roles of traditional rulers in the present day administration as compared to their roles in managing and resolving conflict in pre-colonial Nigeria constitute one major reason for the increasing rate of social conflicts in many of our communities, towns and cities. This development renders traditional rulers and her institutions irrelevant and also constitute as threats to peace, security and stability in the nation. The government and other stakeholders in the course of strengthening international and regional organizations to deal with international conflict management have neglected internal solutions to conflict management. This has led to foreign interference especially in areas where there is heavy dependence on foreign aid, forgetting that as conflict is inherent in a society, so are the mechanisms in solving it. The neglect of the role of traditional authority in mediation has contributed to the development of protracted conflict in many communities, towns and cities. The problem confronting the study is to proffer an appraisal of local government system and conflict management in Nigeria.

The global economic crisis (meltdown) and its attendant effect on the Nigerian economy in recent time have led to poor fortunes of workers with the resultant agitation for introduction of a new minimum wage. The attendant disparity in incomes of staff of the unified local government system and political appointees and inflation has generated dissatisfactions among Nigeria workers (Agba & Ushie, 2013). Often, this has resulted in agitations, disputes, and disagreements in almost every work community especially in the local government areas in Cross River State. The issues have become a major concern for local government administrators who can no longer enjoy the commitment and loyalty of their staff.

Specifically, workers in the local government area in the Northern Senatorial District of Cross River State are dissatisfied with their poor incomes and conditions of services. They helplessly witness how political appointees’ share and cart away money meant for the development of rural communities. Their morale are dampened by the disparity in salaries and remunerations between career civil servants in the councils and political office holders.

Agitations by local government employees under NULGE for improved conditions have often been neglected and suppressed. This has affected their performances. It is unhealthy productivity –wise, to accumulate a series of conflicts without devising appropriate means of managing them. UNICEF (1995) warns that conflicts when not dealt with constructively often explode into violence.

Attitudes of local government administrators in the Senatorial District have not helped matter because some of the conflicts centered on their personality, administrative and leadership styles. This situation is further compound by the seeming distrust between council executives and legislatures over issues such as disbursement of funds, location and execution of projects, employment and award of contracts.

The significance of this study is anchored on the need for a peaceful atmosphere conducive for productivity in the area councils. It is against this scenario that this paper attempts to address the following research questions; that further gave rise to hypotheses.

How do conflicts in organizations affect performance and productivity?

i. What relationship exists between conflicts and staff welfare in local government administration?

ii. How equipped are local government administrators in conflict management?

iii. What is the role of the Local Government Service Commission in conflict management and resolution in the unified local government system in Cross River State?

iv. What strategies can council administrators employed for effective conflict management in their areas councils?

1.3 OBJECTIVE OF THE STUDY

The Main Objective of the study is to proffer an appraisal of local government system and conflict management in Nigeria; The specific objectives include

1 To determine the nature and effect of conflict.

2 To determine the role of local government system in conflict management in Nigeria.

1.3 RESEARCH QUESTIONS

1. What is the nature and effect of conflict?

2. What are the roles of local government system in conflict management in Nigeria?

1.5 STATEMENT OF THE HYPOTHESIS

The statement of the hypothesis for the study is stated in Null as follows

Ho The level of conflict in local government area is high.

Ho The role local government system in conflict management in Nigeria is not effective.

1.6 SIGNIFICANCE OF THE STUDY

The study shall attract the attention of government and relevant agencies to revive the role of traditional rulers in conflict resolutions especially in domains where they exist as leaders. It shall also provide the needed information for policy makers and relevant stakeholders.

1.7 SCOPE OF THE STUDY

The study focuses on the appraisal of the local government system and conflict management in Nigeria

1.8 LIMITATION OF THE STUDY

The study was confronted with logistics and geographical factors

1.9 DEFINITION OF TERMS

CONFLICT DEFINED

Conflict is viewed as the process of interaction which results in the incompatibility, disagreement or dissonance between entities’. Afzalur Rahim (2010).It is also defined as that activity between individuals or groups which are mutually inconsistent regarding the quest for the fulfillment of their wants, needs or obligations. Michael Nicholson (1992). Conflict in groups is often caused by differences of opinion between members, or scarcity of resources which often leads to conflict escalation and then conflict resolution stage, after which it enhances group interaction again.

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