THE LOCAL GOVERNMENT SYSTEM AND CONFLICT MANAGEMENT IN NIGERIA


THE LOCAL GOVERNMENT SYSTEM AND CONFLICT MANAGEMENT IN NIGERIA  

ABSTRACT

Conflict is viewed as those activities between individuals or groups which are mutually inconsistent regarding the quest for the fulfillment of their wants, needs or obligations. 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. 

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.

TABLE OF CONTENTS

ABSTRACT 2

CHAPTER ONE 2

INTRODUCTION 2

BACKGROUND OF THE STUDY 2

STATEMENT   OF   THE PROBLEM 4

1.3 OBJECTIVE   OF THE STUDY 5

RESEARCH QUESTIONS 5

1.5 STATEMENT OF THE HYPOTHESIS 5

1.6 SIGNIFICANCE OF THE STUDY 5

1.7 SCOPE OF THE STUDY 6

1.8 LIMITATION OF THE STUDY 6

1.9 DEFINITION OF TERMS 6

REFERENCES 7

CHAPTER TWO 9

LITERATURE REVIEW 9

INTRODUCTION 9

2.2 CONCEPTUAL FRAMEWORK 12

2.2.1 The concept of conflict management 12

2.2.2 General Forms of Conflicts 14

2.2.3 Peculiar Conflicts in Local Government System 19

2.2.4 Conflict of Interest 21

2.2.5 Causes of conflicts in Nigeria 26

2.2.6 Conflict management strategies 27

2.2.7 Conflict management in Nigeria: The way forward 32

2.3 Theories of conflict 34

Conclusion 38

CHAPTER THREE 39

RESEARCH METHODOLOGY 39

3.1 INTRODUCTION 39

3.2 METHOD OF RESEARCH: 40

3.3 THE SURVEY AREA 41

3.4 THE SAMPLE POPULATION 41

3.5. METHOD OF DATA COLLECTION 41

3.6 METHOD OF DATA ANALYSIS 41

3.7 RELIABILITY 42

References 42

CHAPTER FOUR 44

DATA ANALYSIS AND INTERPRETATION 44

Preamble 44

4.2 Socio-Demographic Characteristics of Respondents 44

TABLES BASED ON RESEARCH QUESTIONS 46

4.3 Analysis of the Respondents’ Views on Research Question 46

4.4 Testing Hypotheses 50

4.5 Discussion of findings 53

CHAPTER FIVE 54

SUMMARY, CONCLUSION AND RECOMMENDATIONS 54

5.1 Preamble 54

5.2 Summary 54

5.3 Conclusion 54

5.4 Recommendations 55

References 57

Appendix 60

CHAPTER ONE

INTRODUCTION

BACKGROUND OF THE STUDY

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 

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.

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. 

RESEARCH QUESTIONS

1 What is the nature and effect of conflict? 

1 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.

CONFLICT RESOULTION DEFINED

A conflict resolution is the realignment of clashed interest. Differences of opinion, disagreements, between people or entities.

MEDIATION DEFINED

Mediation involve the reconciliation of two opposing forces within a given society through the intervention of a third party who serve as a middle person to bring the opposing parties together as  active participants in the dispute resolution process with objective of bring both parties to agreement under  the terms and conditions  agreed by all parties.

REFERENCES

Birgit Brock-Utne (2001), Indigenous Conflict Resolution in Africa, University of Oslo, Institute for Educational Research 23-24 February, pp 8-9 15Opp Cit, Birgit, pp 10

Choudree R.B.G, 1999, Traditions of Conflict Resolutions in South Africa, African Journal on Conflict Resolution, South Africa, No 1 13Ndumbelll Kum’a, 2001, The Spiritual Dimensions of resolution mechanisms in African Countries, University of Oslo, Unit for Comparative and International Education, Institute for Educational Research

Michael Nicholson (27 March 1992). Rationality and the Analysis of International Conflict. Cambridge University Press. p. 11. ISBN 978-0-521-39810-7. Retrieved 11 October 2012.

M. Afzalur Rahim (31 October 2010). Managing Conflict in Organizations. Transaction Publishers. p. 15. ISBN 978-1-4128-1456-0. Retrieved 11 October 2012.

M. Afzalur Rahim (31 October 2010). Managing Conflict in Organizations. Transaction Publishers. p. 16. ISBN 978-1-4128-1456-0. Retrieved 11 October 2012.

Robert A. Baron (1 July 1990). "Conflict in Organizations". In Kevin R. Murphy; Frank E. Saal. Psychology in Organizations: integrating Science and Practice. Psychology Press. pp. 197–216. ISBN 978-0-8058-0477-5. Retrieved 11 October 2012.

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