CHAPTER ONE
INTRODUCTION
1.1
Background to the Study
Gender is a general term that refers to girls, boys,
women and men. Gender can also be defined to include the roles of males and
females in the society. A gender perspective in conflict would look at the way
in which the considerations of these different groups of people will be dealt
with during the transitional justices’ process. Female’s experience of conflict
and transitions however differ from males due to gendered patterns that define
different roles and experiences during both conflict and post- conflict.
Whenever there is interaction between two individuals, there are chances of
difference of opinion. Gender and conflict then, refers to the ways women and
men are affected in times of conflict.
Conflicting situation is a situation in which two or
more values, perspectives and opinions are contradictory in nature, have not
yet aligned or agreed upon yet. Conflict may be defined in many ways and can be
considered as an expression hostility, negative attitudes, antagonism,
aggression, rivalry, and misunderstanding. It is also associated with situation
that involves contradictory or irreconcilable interests between two opposing
groups. A simple definition of conflict is that it is any tension which is
experienced when one person perceived that one’s needs or desires are or are
likely to be thwarted or frustrated. Gupta and Joshi, (2008).
A conflict is more than just a disagreement. It is a
situation in which people perceive a threat (Physical, emotional, power, status
e.t.c) to their well–being and is caused by the differences and clash of
personalities – attitudes, beliefs and values and needs, Conflicts are inherent
in any interpersonal relationship, its management is integral to the performance
of any organization. Conflict management involves acquisition of skills relating
to conflict resolution, self–awareness about conflict modes, conflict
communication skills, and establishing a structure for management of conflict
in your environment. Banking industry is the backbone of any economy. Progress
of any country is directly or indirectly influenced by soundness of banking
system of the country. In globalized world, trade and commerce would almost be
impossible with the availability of suitable banking services.
The handling of conflict resolution in an organization
or in the political realm of a state is major function of Public Relations. It
is an essential skill of Public Relations manager to prevent gender conflict
resolution rather than finding solutions when crisis erupt. The use of fire
brigade approach in finding solution to problems that arises in banking sectors
is described as “Remedial Public Relations” by Haywood (1984) where as
“preventive Publics Relations” is what many scholars advocate in public
relations practice. This is “the prevention of crisis in an organization
through effective communication network between the organization and its
publics in order to engender understanding, acceptance, goodwill, respect,
efficiency, good welfare and mutual support and co-operation”.
In order to handle conflict resolution in our
organizations, and be in a position to apply Public Relations as a strategic
management option for survival and growth, Nwosu (2004) says that Public
Relations practitioners should see themselves as managers as well as carryout
their functions as skilled and knowledgeable managers in a manner similar to
what exit or is the dominant paradigm commercial organizations.
This is therefore, the key to the reduction
eradication of the unceasing crises in organizations arising from areas
management – employee relations management – trade –union relations, cultism
organizational politics,, ethnic and sectional chauvinism and personality
clashes. In the same vein, researcher reported that male managers preferred
power and authority while female managers used communication before resorting
to using power (coercion).
Also, female supervisors were found to use coercion
less than male than male supervisor and often after other resolution styles do
not yield desired results. Mulac, Siebold, and Farris, (2000) and Lamude and
Torres, (2000).
The research reported that subordinates see coercive –
based technique as negative while the rewarding, referent and expert–based
techniques were seen as positive by the subordinates. Reflecting on conflict
management effectiveness. Faniran, (2002) and Adekunle, (2004) reported that
experienced managers were found to be more effective in managing conflict
situations than less experienced managers. The authors further reported that
working experience rather than gender of the manager has been found to have
significantly influenced conflict management effectiveness.
Also, the bankers argue that experience male and
female managers were found to be equally effective in managing conflict though
their attitude may be quite different. First bank solve gender issue by giving
all their customers male and female change to exercise their fundamental human
right according to bank ethnic. In the current dispensation of Nigeria
political realm, gender is a big threat in the society, where the First Lady of
Nigeria is fighting tooth and nail for federal government to recognize female
in the working sectors. Ladies should be gives 50% chance of opportunity. This
chapter therefore, focuses on the importance and the acquisition of necessary
skills and knowledge in conflict resolution management among organizational
heads, and other general crises management skills, including how to handle the
media and bad press “during crises.
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