TABLE OF CONTENT

CHAPTER ONE: INTRODUCTION

1.1 Introduction
1.2 Background to the Study
1.3 Statement of the Problem
1.4 Aim and Objectives
1.5 Research Questions
1.6 Significance of the Study
1.7 Scope of the Study
1.8 Research Methodology
1.9 Operational Definition of Terms

CHAPTER TWO: LITERATURE REVIEW

2.0 Introduction

2.1 Conceptual Discourse

2.2 Literature Review

2.3 Theoretical Framework

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Introduction

3.2 Research Design

3.3 Study Population

3.4 Sample size and Sample procedure

3.5 Instrumentation

3.6 Data sources

3.7 Limitation of Study

CHAPTER FOUR: DATA ANALYSIS AND PRESENTATION

4.1 Introduction

4.2 Data Analysis

4.3 Demographic characteristics of Respondents

4.4 Answers to the research questions

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CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Contribution to knowledge

5.5 Recommendations

References

Appendix I

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CHAPTER ONE

1.1 Introduction

It is not out of place to thoroughly explicate that the volatile and complex nature of

Nigerian society has prompted varying degrees of crises in our society. (Dzurgba: 2010)

conflict is a social problem in which two or more persons, families, districts, communities,

states or nations are at war with each other. It is not uncommon to see individuals, partners

and groups involved in different kinds of conflicts and disputes in a bid to lay claim to rights

that are both avertable and in alienable. It is very correct to establish that even towns,

communities and villages are usually involved in land disputes that often escalate into full

blown cries when not nipped in the bud. (Surgba: 2010) conflict arises from different contests

and it is named according:

“Therefore, we classify conflict as domestic conflict, industrial conflict, social

conflict, industrial conflict, political conflict, religions conflict, environmental

conflicts, economic and international conflict.

Sequel to the above, it can be inferred that conflict arises from differed angles and

dimensions with its resultant effect. Unarguably, conflict changes people with tensions,

threats, fears, anxieties and uncertainties. In a fight against one another, militiamen or

soldiers shoot, main, lack or club one another to death. This is a clear cut indication that

conflict breads bitterness, acrimony, irresolvable difference, even untimely death when not

properly checked especially at the formative stage. The incessant occurrence of disputes,

crises and litigations undoubtedly gave birth to traditional methods of conflict resolution

which is obviously no longer apt and efficacious as it was in the time past because of the

contributing factors of civilization and modernity. It is not erroneous to explain that conflicts

and disputes are caused usually by inordinate ambitions, endless agitations and unbridled

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avarice which have created animosity and acrimony among groups of people. It is very sad to

vote that even tertiary institutions that are supposed to be locus of peace, tranquillity and

learning have been plagued with one form of conflict or the other right from the time

immemorial especially between students’ union and the university management (Adeyemi

and Ekindeyo: 2010) observed as follows

“Conflicts on campus are growing in number, kind and complexity, the current

university context is clearly more challenging them in the past. The range of

conflict and the forum available for their management are much more far

reaching than ever before.”

This is to explain that the ceaseless emergence of disputes has almost obviated the

essence of alternative dispute resolution and conflict management. Arising from the

foregoing, it is not out of place to state that even higher institutions of learning with the

unparalleled level and amount of education have been home to conflicts and disputes. In

other words, there are hiccups and ill- feelings inherent in the running’s of the higher

institutions which at different times have been exhibited by academic staff and professional

administrators, school management and students union body. It is not outlandish to over that

the commonest form of conflict in tertiary institutions is between students’ union and school

management. The students’ leaders are often propelled at times by youthful exuberance and

power consciousness to make mountainous request from the school authority and the refusal

of the latter to accede to their requests and have the students dance to their times often create

a running battle between the two bodies which is often accompanied with its resultant effects

like demonstrations, riots and unrest. It must be added that the frequency of conflicts and

disputes in the society have made it to be a day-to-day activity whereby people no longer see

conflicting issues as something new. In the contemporary world, human anger, bitterness and

cruelty are extremely bad to the extent that militia man use sophisticated and dangerous

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weapons to fight even in districts wars. In this context, conflicts destroy not only lives but

causes wanton destructions to properties worth millions of naira and places a society on the

brinks of extinctions. Without scintilla of doubt, it is very logical to state that conflicts which

is the home to riots, demonstrations, strike and discrepancies has not only crippled the

educational system but challenged the qualitative and quantitative value of the Nigerian

system of education. Given the case of Ladoke Akintola University in Ogbomoso, Oyo State.

It is no longer news that the institution has gone on strike for more than 6 times within the

space of 3 years. During conflicts in the university either between the students body and the

management or professional bodies and the school management, the students are usually on

the receiving ends because their courses durations are spanned beyond the stipulated time.

Therefore, conflict is a cog in the wheel of success in tertiary institutions in Nigeria and the

educational system of the Nigerian society at large.

1.2 Background to The Study

As it is often said that to every problem, there is always a solution. In the highs of this, it

is very interesting to note that conflict that used to be the order of the day and occupies a

pride of place in higher institutions of learning cannot be said to have been utterly eradicated

but reduced to the dearest minimum. This is consequent upon several alternative dispute

resolutions and conflict management that have been put in place. Alternative dispute

resolution (ADR) is referred to by the International Labour Organization (ILO) as being a

substitute for the court system, namely: a set of processes that comprise of negotiation,

conciliation, mediation and arbitration (ILO: 1997). This description includes a set of

approaches to settling disputes which in practice way significantly in terms of their nature

and use from one institutional context to another. It is essential to expound that people both

within and outside the four walls of the university thoroughly understand now that progress,

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development and laudable achievements cannot be recorded under a chaotic and turbulent

atmosphere.

It is quite heart warning to enunciate that hostility has been substituted for hospitality

and negligence traded for intelligence (Dzurgba: 2010) Prevention and management of

conflict of nay kind demand a great deal of love, compassion, kindness, empathy and

sympathy for the poor masses whose lives, properties, amenities, infrastructure, environment,

economy and governance are to be all destroyed by a local or an international war. Prevention

and management of conflict demand also, self – criticism on the part of the parties to the

conflict. In consonance with the above, different bodies and interest groups in higher

institutions are now involved in what (Massey and Dawe: 2007) described as functional

conflict which is otherwise known as constructive conflict

“Functional conflict is defined as challenging the ideals, beliefs, and

assumptions. And respect for other’s view points, even when parties disagrees,

it is considered useful for an organization and therefore welcomed.

Lending credence to the position stated above, it is apposite to establish that there is

no way a gathering, an organization or tertiary institution made up of people from different

philosophical backgrounds, understandings, perspectives, intentions and convictions can

stand without any form of conflict only if success is not envisaged or the foundation is laid on

deceit, boot-licking and hypocrisy. By and large, it is accurate to state that virtually all the

once protracted and lingered conflicts in higher institution of learning have been emasculated

and can be said to be next to nothing through the effective use and application of Alternative

Dispute Resolution (ADR) which is very evident in Nigerian universities today particularly in

Kwara State today coupled with the common mania and malarkey, state of harmony.

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 It is important to note that inability to resolve amicably conflicting issues in the time

past being bowed witchingly and unwittingly by two warning parties has led to senseless

killings, litigations and indescribable destructions. In other words, some of the contentions

issues that were not diseased in the past completely got blown out of proportion and

metamorphosed into a full blown crisis. Undeniably, the conflicts and dispute that were once

part and parcel of tertiary institutions in Nigeria have created a serious setback and loopholes

in the educational system.

It is needless to state that the consequence and the resultant effects of these crime and

disputes are being bore by the present generation because of the division that it has created

between individuals, families, groups and societies which has made cohesion and tranquilities

a complete mirage. It is s o appropriate to state in the imperative that even higher institutions

that are supposed to be a quiet and severe enclaves are not also spared on the altar of conflict

as noted by (Folgers and Shubert: 2003) when they observed that:

“Colleges and universities are no longer seen as quite enclaves free from the

conflicts that arise in all hierarchical organizations. Differences,

misinterpretations, breaches of formal or informal contract or agreement,

power struggle and personal antagonism are all possible sources of conflicts”

From the foregoing, it is right to establish the fact that university, polytechnic and

college systems comprise a variety of communities based on the wide range of academic

disciplines and functions. Its internal behaviours constitute a very complex organism shaped

by many hands. These implies that internally, the university or college life is shaped by mane

logics, habits and dynamics. The combination of external and internal pleasures within the

university, polytechnic and college systems make administration very complex and difficult,

therefore, conflict becomes inevitable. The ceaseless occurrence of disputes and conflicts in

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the university system has brought about the introduction and application of Alternative

Dispute Resolution (ADR) which now serve as a veritable catalyst in resolving amicably

contentions issues before they get out of handle among groups and bodies especially now that

there is a restriction of moral consciousness and behaviours (Ofoele: 1986).

1.3 Statement of the Problem

It is very disturbing to note that in this present time when cohesion and development

should be paramount to everyone, there are still belief that the best way to vent their anger or

express their dissatisfaction is only through conflict. In other words, there are still bodies

within the university system that still derive pleasure in conflicts and disputes which have

unarguably saved as a cog in the which of success of tertiary institutions in Kwara state and

the nation at large. Dishearteningly, some people still make consented effort and create ample

time to inject life into controversial and content with issues that have been laid to rest in the

past. It is a common play to see individuals and groups engaging in hot debates, defying

every means of resolution and reconciliation, and heading to the court of law which is

believed to be the last hope of the masses to seek justice at the presence and expense of

Alternative

Dispute Resolution (ADR). It is an incontrovertible fact that these conflicts are usually

occasioned as a result of unbridled ego, power tussle (political, economic and traditional),

and land encroachment to mention but a few. It is appealing to note that despite the fact that

people that are usually involved in conflicts and disputes are fully aware of Alternative

Dispute Resolution which is still considered till today as the best form of dousing tension and

prevent a contentious issue from escalating. It is very fitting to state that some people Claude

study bread contentions issues either for the sake of popularity or in the name of fighting for

rights. Although, it will be totally incorrect to posited that Alternative Dispute Resolution

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(ADR) has not prevented many conflicts in the past. Therefore, the occurrences of conflict in

tertiary institutions in spite of the Attention Dispute Resolution and conflict management will

be objectively discussed and ways by which these two phenomena can be used effectively to

put contentions issues under check will be analysed on this research work.

1.4 Aim and Objectives

The aim of this research work is to discuss the causes of conflicts in some selected

tertiary institutions in Kwara state and point out ways by which they can be resolved

amicably without any form of reservation. The objectives of these research work are to;

 Enumerate the causes of conflict in some selected tertiary institutions in Kwara State;

 Highlight the roles of ADR in respect to conflict management in tertiary institutions

in Kwara State;

 Assess the effectiveness of ADR mechanisms in conflict management in tertiary

institutions in Kwara state;

 Evaluate the effects of conflict on tertiary institutions in Nigeria.

1.5 Research questions

This study attempts to provide answers to the following questions;

 What are the remote and immediate causes of conflict in Tertiary institutions in

Kwara State?

 What are the roles of ADR in conflict management in Tertiary institutions in Kwara

State?

 How effective are the ADR mechanisms used in conflict management in tertiary

institutions in Kwara state?

 What are the effects of conflict in Tertiary institutions in Nigeria?

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 1.6 Significance of the Study

It can be stated unequivocally that this research work is largely significant especially

now that conflicts and disputes have become a way of life amongst groups and bodies in

virtually all the tertiary institutions in Kwara state. The significance can also be seen as a

guide and guard people, particularly those that care to know the meaning and essence of

Alternative Dispute Resolution and why it should be employed in conflict laden issues.

Additionally, this research work is significant as it sheds more light on the need to nip in the

bud controversial and contentions issues with Alternative Dispute Resolution (ADR) so that

issues will not be blown out of proportion and translate into irreconcilable differences in the

long run. In a tone of finality, the significance of this study can be seen in the area where it

provide solutions at the initial stage of every issue before it graduates to the point where

Alternative Dispute Resolution will be needed. Lastly, this research work will contribute to

other literature that have been developed on Alternative Dispute Resolution (ADR) and

conflict management. The much emphasis laid on Pease as the only panacea and way out of

the ever with us problems like division, contention, acrimony, strife and crisis clearly

expresses, the significance of this study.

1.7 Scope of the Study

It is an inalterable fact that the Alternative Dispute Resolution and conflict

management cover vast areas of human society if not all human endeavours. Therefore, in an

attempt to come up with a definite, apt and comprehensive research work, area where

disputes and conflicts have been glorified and became part of their working methodologies

will be discussed but the crux of this work will be on the Alternative Dispute Resolution and

conflict management in selected tertiary institutions in Kwara state. In a bid to justify the

purpose, aim and objectives of this work, attention will be infested and energy will be

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dissipated on several issues and interest that usually create conflicts in tertiary institutions

with much focus on the selected tertiary institutions in Kwara as to how Alternative Dispute

Resolution and conflict management can be used correspondingly to enact peace.

1.8 Research Methodology

It is very correct to say that in this present age, where quest for knowledge in the

academic circle is on the increase, coming up with a detailed, thorough and objective research

work is very imperative. As a result of this, different academic and methods of gathering

related and necessary information were adopted in the course of writing this research work.

Firstly, the primary source was largely made use of where different printed materials,

published and unpublished books, edited and non-edited materials were as well used.

Secondly, the secondary sources was employed in this research work as face to face

interviews with some union leading in selected tertiary institutions were conducted,

structured questionnaire and participated observation. Lastly, internet sources were also used

to corroborate several positions and submission made in this research work.

1.9 Operational Definition of Terms

Alternative Dispute Resolution: Dispute in this context is an argument between people or

groups. Operationally, dispute is the practical divergence of interest between two or more

parties particularly, the contribution between tertiary institution and students’ body.

Alternative Dispute Resolution in this regard, means the use of methods such as mediation or

arbitration to resolve a dispute without resort to litigation. In the same vein, it includes

techniques that act as a means for disagreeing parties to come to an agreement short of

litigation. It is a collective term for the ways that agreed parties can settle disputes, with the

help of a third party.

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Conflict Management: Conflict management is the process of limiting the negative aspects

of conflict while increasing the positive aspects of conflict. Conflict management is aimed at

enhancing learning and group outcomes, including effectiveness or performance in tertiary

institutions.

Tertiary Institutions: It is referred to as the higher stage of education beyond secondary/

high school. It is the level that involves wider scope of study and enlargement of academic

environments such as: universities, polytechnics, colleges.

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CHAPTER TWO

LITERATURE REVIEW

2.0 Introduction

This chapter provides lens to view how this study fits into the existing body of

research. To this extent, the goal here is to analyse the scholarly works which are relevant to

the study. Hence, it presents the conceptual discourse, review of relate literature and the

theoretical framework of the study.

2.1 Conceptual Discourse

Conflict

It is important to note that every society needs peace in order to grow in all

ramifications. The absence of peace has give birth to different types of conflicts we have in

the society which has stalled various developmental progress. Conflicts is a social problem in

which two or more persons, families, districts, communities, state or nation are at war with

each other (Dzurgba: 20100. When there are disagreements between groups and

communities, and every means of settlement or reconciliation is defied, there can be said to

be a conflict. Dispute and conflict are two words that can be used interchangeably to describe

a situation that is not totally palatable and characterised with contentions, hot debates and

struggle. Dispute usually manifests when there is can attempt to subvert or subjugate the

interests of others or the inabilities of individuals or parties to reach a consensus over an

issue. Dispute and conflict have become a common play in the Nigerian society in such a way

that issues of riffle or no importance are magnified in such a way that it translate to conflict.

These two phenomena are so pervasive in such a way that they manifest in virtually all the

issues and matters involving people of different backgrounds or understanding. (Volpe and

Chandler: 1999). Dispute range from interpersonal differences over schedules and workspace

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to complex gender, race or ethnically related controversies. In this 21st century, in ordinate

ambitions, avarice and greed have all necessitated conflicts in the society because individuals

and groups are more interested in the large chunk of the limited resources which bring about

clash of interest. (Buss; 2011). Conflict over issues of grant revenue distribution, civility

discord, personality clashes, struggles for power, and frustrations due to limited resources

may result in substantial financial, human and credibility costs to the organization. In most

case mishandling of issues that are quite sensitive usually result into conflict. This is to

explain that conflicts do not just occur if there are no factories suiting the conflicting or

controversial issues.

It must be stated that in spite of the interrelatedness between dispute and conflict,

there is still a slight differences between the two words that connote disagreement and

discrepancy. Dispute literally means a serious disagreement involving two or more people

over an issue. Usually, there is always a dispute over right ownership of land or territories.

Whenever there is an encroachment on lands and incursion on territories, disputes set in

naturally and it is often time resolved by higher authority, third party or the appropriate

quarter. In a situation whereby the dispute is not well managed, it translates into conflict

which usually involves confrontations, aggression, apprehension and violence. Mishandling

of conflicts can have serious economic and psychological costs as well as negative impact on

factors such recruitment, research, retention, productivity and quality of a tertiary institution.

Dispute and conflict are orchestrated by people when they feel threatened or their rights are

being trampled upon. The bloated ego and funnily nature of people do not make them see

reason to reconcile or settle issues amiably. Their guest for show of power and supremacy

over trivial issues often lead to conflict. In every given situation, the costs of disputes and

conflict are usually greater than the causes. In tertiary institutions, beyond students concerns,

the costs of unresolved or poorly managed conflict extends to faculty, staff and

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administrators. Recent studies in the area of student disputes confirm that when conflict

intervention policies are not effective there can be a negative impact on student loyalty,

alumnus relations, and retention. Generally, dispute and conflict bring about severance of

relationships and make individuals, groups and societies see themselves as sworn enemies.

Also, disputes and conflicts cut this among people that once operated and lived as families. In

other words, the budding factor is usually jettisoned when dispute and conflict become the

order of the day. There is no gainsaying the fact that dispute and conflict serve as foundation

upon which all forms of negativity, suspicion, threats, violence and attacks are laid.

Undeniably, dispute and conflict have always been a major threat to peace in our

society. Communal and harmonious living is usually a mirage when there is a conflict. People

become so particular only about issues that affect them directly. As it has been stated earlier,

the effects of dispute and conflict are much more than the cause(s) because many families

have been thrown agent with no hope of reunion. Disputes and conflicts have also occasioned

under development because the ruins of conflicts are usually greater than the gains. (Deurgba:

2010). Conflict destroys life and property without limit. This is to explain the unfathomable

level of destruction usually caused wherever there is a dispute and it is left unchecked. By

and large, during conflict, people run from pillar to post and scamper for safety as evil

machination becomes the major strategy to suppress the other warning party. Dispute and

conflict negate personal development and societal well being because of the wantory

destruction caused when escalated.

Meaning of Conflict and Dispute

There is no known society in the world today that does not experience occasional

disruption of peace and tranquillity. There are always issues that distort the orderliness and

structure of a society once in a white. It could be individual’s matters, group issues or

15
institutional problems. Before we can give comprehensive definitions of dispute and conflict,

we need to briefly explain theories of conflict. The first to be considered is functionalist

theory structural functionalism dominated the sociological theory and analysis in the two

decades after World War II (1939 – 1945). The proponents of structural functionalism draw

largely on Max Weber and Karl Marx in other to construct their arguments. They placed

different emphasis on conflict about (power) Weber and economic conflict (Marx). Thus,

conflict was explained in terms of power and economy. Functionalists focus their attention on

society as a whole. They study its institutions and structured arrangement. However,

functionalists depict society in relatively static terms (Zurgba: 2010). Static have means not

moving, changing or developing especially when movement or change would be good. As a

result, functionalists stress order and stability as essential requirements for society. They see

common interest which are shared by the members of the society. According to the

functionalists consensus is the basis for social unity. Functionalists have often viewed the

existing social arrangements as necessary and justified by the requirements of group’s life

(Hughes: 1999).

The second to be considered is the conflict theorists. This theory focuses its attention

on society as a whole. It studies its institutions and structural arrangements. However,

conflicts theorist do knot agree with functionalist on many issues. Conflict theorists dispute

society as the processes of change that continually transform, social life. In this confect, they

emphasis disorder and instability. Conflict theorist focus their attention on the interests that

bring about social division. It follows that they insists that social unity is an illusion that rests

upon coercion. Thus, conflict theorist see many structural arrangements as being neither

necessary nor justified. Conflict theory derives much of its inspiration, impetus and direction

from the works of Karl Marx. Although, conflicts theory has drown much on Karl Mar cist

works, the framework for conflict their is not necessarily Marxist in character. Indeed,

16
conflict theorists, draws on many diverse sources which include Georg Simmer, Lewis closer

and Radical Collin. Because Marxist theory is very wide, many conflict theorist, with

extremely diverse view points, have claimed that they are working within the guidelines set

down by his works, even through irreconcilable differences set them apart in war camps.

For example, although class conflict is the core of Marxist theory, may contemporary

sociologists have viewed conflict occurring among many groups and interest, for example,

ethnic group versus ethnic group, religion versus religion, labour unions versus employers,

students versus university authorities, political parties versus political parts, and many other

conflicts. These represent various types of conflict apart from class conflict. Conflict theorist

stress the importance of interest over the importance of values (material and ideological

values) and norms (generally accepted standards of social behaviour) and consider the ways

in which the pursuit of interest and various types of conflict as normal aspects of social life

instead of viewing them as abnormal or dysfunctional happening. Dysfunctional have means

not following the normal pattern of social behaviour, especially with the result that someone

cannot behave in a normal way or have satisfactory life. Thus, conflict theorists stability in

particular and conflict in general should be seen as normal aspects of social life. Therefore,

from the perspective of conflict theorists, disorder and instability are required for social

change, transformation and development (Marshall; 1994).

Considering the fact that social life is fractured and fragmented by confrontations

between individuals or groups, based on this, conflicts and dispute will be defined as follows.

Conflict is a social problem in which tow or more persons, families, district, communities,

states or nations are at war with each other. According to Oxfords Advanced Dictionary,

conflict is defined as a situation in which people or groups or countries are involved in a

serious disagreement or argument. Also, it is a violent situation or period of fighting between

two countries. Looking at the definitions of conflict above, it can be said that conflict is a

17
disagreement characterised by quarrel, fighting, oppression, severe anger, violence and

bloodshed. Finally, conflict is a situation that negates the norms and structure of a society

because it changes people with tensions, threats, fears, anxieties and uncertainties (Dzungba;

2010). As it has been stated earlier that both dispute and conflict can be used interchangeably,

for the purpose of this study, dispute will also be defined as follows. Dispute is an argument

or a disagreement between two people, groups or countries; discussion about a subject where

there is disagreement. Furthermore, dispute is a situation that is characterised with

discrepancy and contentions. It is important to state that because of the nature of both dispute

and conflict, they are disruptive in nature as plans usually go into rack and ruins as a result of

the show of power, battle for supremacy, aggression, violence, bloodshed, filling and

destruction that are all products of dispute and violence.

Factors Responsible For Conflict and Dispute

It is an undeniable fact that dispute and conflict are common occurrence in the

modern society. The contemporary societies are so used to dispute and conflict to the point

that petty issuance are magnified by peoples and societies that they start making mountain us

out of mile hills. There are several factors that are largely responsible for the day – to – day

dispute and conflict that have become even with us problems. It should also be noted that the

lack of discipline and contentment often propel some groups of individuals to blows things

out of proportion for personal aggrandizement. When are talk about the factors responsible

for conflict, we are referring to both causes and sources of conflict in our society. It is quite

understandable that disputes and conflicts can not just occur if some factors that are usually

human in nature are not involved. Therefore, factors in this context, means the cause or

persons, events or things that make something happen. The factors to be considered are as

follows:

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Human nature: It is an undeniable fact that human nature is the main and major cause of

dispute and conflict in own society. There is an irrational nature embedded in the humans

personality. In other words, there is a kind of illogicality inherent in human behaviour as a

result of man’s free will / volition. The irrational nature is characterised by anger, aggression,

cruelty, brutality and hostility. These negative human values, tendencies or sensitivities

together produce violent behaviour which is quiets detrimental to societal peace, good and

well-being. In Thomas Habbas’ view, the irrational human nature leads individuals or groups

to state or stage of war in which the life of no one is secure. Thus, civil strife or disorder and

instability are caused by human nature or irrational nature. (Raphrl: 1977). Disorder or war is

due to man’s desire for power, his ambition or pride. Summarily, conflicts and dispute can

be attributed to man’s aggressive nature, irrational behaviour, individual or collective pride

and ordinates ambition for wealth, power, leadership and reputation in human affairs.

Religion: It is crystal clear that religious conflicts have occurred more than any form of

conflict in the Nigerian society. Religious conflict is so pervasive and recurring that it even

takes place on campuses (university, polytechnics and colleges). Religious conflicts occur

between individuals, groups and sects over interpretation. Religious crises arise over re-

enactment of members, occupation of territories, acquisition of land for development and

human activities, control of policies and government, expansion of sphere of influence,

acquisition of wealth and property, exercise of authority and power, an attempt to bring about

revolutionary change or modernization of existing traditions. For these reasons, conflict

occurs in Christianity, Islam and African Traditional Religion and others. These religions

right one another particularly Christianity and Islam causing serious unrest, public

disturbance, loss of lives, unquantifiable destruction and conflagration of worship centres.

(Ayandele: 1998) Religions conflict is a naughty child of a difficult mother/. The

proliferation of religious sects and institutions is one of important consequence of religious

19
conflict. Without mincing word, religion is one of the core factors responsible for conflicts in

the Nigerian society as Adherents/worshippers all in the name of defending their religions

create conflict of unimaginable dimension in the society.

Youthful Exuberance: It is very correct to state that youthful exuberance is one of the major

factors responsible for conflict in the society particularly in tertiary institutions. The student

leaders in most cases are mostly youths. As a result of their energy, versatility and excitement

of being a youths they make several and mountainous request from the university

management in which the failure of the latter to accede to some or all often ignite the

exuberance and urge in them to cause mayhem. This has often led to closure of schools and

strike in many institutions. Also, the decision of students to fight stringent laws and

imposition of outrageous faeces often lead to conflict in tertiary institution as emended,

recently in the case of Ondo state university of science and technology where there were

protests and demonstrations by the students to reverse the alarming increase in their tuition

fee. This eventually led to the closure of the school. Many at times, the university

management during students demonstration/ protests often employ the service of the police

force and military men to dispense the students which often lead to confrontation between

students and police force. The use of teargas canisters and guns by the police/military men

and the use of stones and other weapons by the students have resulted to loss of lives and

disruption of peace. Finally, as a result of gainful exuberance, many youths indulge in some

in charitable gets like smoking, thuggering, raping and cultism to mention a few. There are

several confraternities in which each and every one of them all battle for supremely, they

exterminate themselves even in broad day light to the extent that people in a community

become so panicky because of the immanent reprisal attacks.

Without further ado, it is very clear that personal interest youthful exuberance, sense

of threatened goals, religions and human nature are all major factors responsible for the

20
occurrence of conflicts in the society. Although, there are other factors involved which shall

be mentioned in other sub topics in this research work.

Types of Conflict

It is no longer news that conflict and dispute are so rampant in the Nigerian society

that even before ward. Jack Robinson is pronounced, there is a conflict. The fragment

occurrence of conflict can even make one ask if the Nigerian society can truly exist without

one from of conflict or another. There are severed conflicts in the society today as a result of

the errant and illogical nature of human being. In view of this, different types of conflicts in

the society will be outlined and explained having given major factors responsible for the

occurrence of these conflicts.

Power Conflict: Among several types of conflict in the society today, power conflict is a

prominent one. In other words, power is a main source and type of conflict for a better

understanding, power will be defined. Literally, power is the ability to do something. It is the

ability to cause things to happen. It is the capacity to reward complaints, persuade

recalcitrant’s, coerce intransigents and punish offenders. Thus, power is the ability to control

the behaviour of other people even against their will such as elevenths, sociopaths,

delinquents, disinters and rebels power controls also economic sources, political processes,

social institutions, cultural institutions and development. Thus, power decrees and chooses

those who will gain and those who will lose in any given situation. Therefore, people jostle

for power in order to be in the corridor of power which at times requires suppression or

extermination of other contenders. This same line of though inherent in other contenders

brings about power conflict in the society.

Power is often associated with reputation, fame, prestige or supremacy in human

affairs. These also are always in limited supply. Because of this, the prestige or supremacy of

21
one individual or group is often associated with the loss of prestige or supremacy of one other

individual or group. Apart from that the individual or group who has great reputation is often

jealous because other persons need not to be powerful, prestigious and honourable so as to be

feared as rivals in one and the same society. As a result, they must be either destroyed or

absorbed or weakened or made useless. These jealous and selfish tendencies give rise to

conflict between two or more prominent person in a given community. In this conflict, the

society is an apart each time the important office falls vacant in a given traditional institution,

social institution or politer constituency.

Leadership Conflict: Another form of conflict that is closely related to power conflict is

leadership conflict. Many people want to lead even when they do not have the ability but they

do not want to follow. They like calling the shots but detest taking other from people. There

are positions of leadership in cultural, economic, social and political institutions. For

example, there are leadership positions in the traditional setting such monarch, head of

district, village and chiefs. In the political institutions offices like councillorship,

chairmanship, governorship and presidency. In the economy aspect, there are positions like

directors, manager and chief executive officer. These positions are usually vacant when there

is a case of death, impeachment, expiration of tenure or deposition. As a result, a victory for

one individual or group is often associated with a defeat for other. When a defeat is

completely rejected, conflict arises between two or more individual personalities, social

groups or political parties. Leadership crisis has often made the society really ungovernable.

(F. J. Sheed: 1953) observed that:

“No way has been found, probably can be found, of getting the cease or even

of being sure to get a reasonably good one ... the country has not to be rent

ascends each time the highest office falls vacant”.

22
 This is to explain that whenever this leadership positions falls vacant and there is a

need to fill the vacuum, it is usually accompanied with strife, violence and conflict before,

during and after another person assumes the office or the position. This has always been the

situation about leadership both in the traditional and the modern setting. Leadership conflict

occurs in different spheres and segments of the society almost every time.

Religious Conflict: it is not outlandish to say that religion has done more bad than good in

and to some society. Lending credence to the saying that “we ware one before religion came”

clearly implies that religion brought division, discrimination, extermination and contention to

the human society. Religious worshipper faithful/ Adherents kill indiscriminately to defend

their religious or prove that their religion is the best. Religion is so sensitive in such a way

that some political anarchists and extremist have capitalized on the sensitivity of religion to

launch and fight their personal battles. These religions conflict is so common that there were

intra religions conflicts “Tijaniyyah versus Qadriyyah and Anglican versus Methodist. Also,

there were inter- religious conflicts usually between Christianity and Islam. In Adamawa in

2002, there was a Dumo ethno – religious conflict where 10 civilians were killed and 8

policemen died. Also, in 2003, Dumo ethno – Religious conflict occurred again, Mosque

churches, private and public buildings were set ablaze. Kaduna Sharia Crisis in 2000, no less

than 300 lives were list, property in building and vehicles were destroyed and vandalized.

(Imam: 2004) Religious conflicts occurred after independence “over the activities of the

preachers, sitting, and control of churches Mosques, schools and (on) matters with religious

authorities and organization to all relevant stakeholders. This is because they continue to

occur indifferent areas at different times and in different forms. And each time they occurred

they left indelible marks on all the facets of the society. The cause of religious conflicts have

been traced to so many legible factors some internal and some external. However, religious

23
conflicts have been triggered off and in or escalated by mishandling of the cases of religious

conflicts by third party intervention.

Economic Conflict: Economic resources constitute a major source of conflict in human

societies. Resources include human and material resources. Societies require people or

populations for economic purposes such as taxation in revenue collection and labour force for

employment in business, trade as well as production and distribution of goods and services.

Population is needed also for military purposes of protecting the sovereignty and security of

the nation and its resources. Material resources include petroleum oil, agricultural produce

and solid minerals such as gold, diamond, silver and iron. Material resources provide raw

maternal that are required for industrial production and distribution of goods and services. All

these together make a society wealthy, powerful and prestigious in the eyes of other societies.

These are the resources from which various types of conflict originate. Thus, human and

material resources constitute a main source of conflicts in the societies. The reason is that

resources are always limited in supply. As a result, gems for one individual or group are often

associated with losses for other individuals or group. Hence, scarce resources and limited

commodities create conflict in the economic sector of the society. Although, it is not as

violent as that of religions and leadership conflict but the mark of economic conflict is

usually felt by all because economy is the background of every society.

Domestic Conflict: This is another form of conflicts that is on the rise in the Nigerian

society. Domestic conflict here refers to a conflict that has to do with family and home. It is a

conflict that occurs in families and homes. The individuals who may be involved in domestic

conflict include father or husband or brother; mother or wife or sister; sons and daughters or

brother and sisters as well as relatives both men and women. Lack of deep knowledge about

the complex nature of the individual who may be a husband or a wife causes serious disaster

agreement which is called marriage conflict or marital conflict. Marital conflict does arise

24
also from various sources, including childhood background, barrenness, quality of food,

house cleaning, style of dressing, adultery, nagging, infertility, impotence, sexual

incompatibility, ale holism, authoritarianism, gossip, parents-in-law, brothers-in-law, sisters-

in-law, and other relatives. Many divorce causes originate from these sources. Domestic

conflict occurs in other relationships within the home on the family. In this context, domestic

conflict takes various forms ranging from verbal attacks to physical attacks on one another on

the family. In a bid to emphasise the seriousness of domestic conflict, we shall quote what

Jesus said in relation to the consequences of his coming into the modest of making. With

reference to domestic conflict Jesus said to his disciples.

“Do not think that I have come to bring peace on earth. I have not come to

bring peace on earth, but a swords. For I have come to set a man against his

father, and a daughter against her mother, and a daughter in law against her

mother-in-law, and a man’s foes will be those of his household”.

Domestic conflict may derive from the death of husband. The money and property he

leaves behind brings a bitter and painful conflict in the midst of his parents, brothers, sisters,

relatives and the widow with her children. In one form, the entire family accuses the widow

of killing her husband in order to inherit his property. All of them fight the widow to a fresh

and forcefully eject her out of her husband’s personal house. She may even be sent out of her

husband’s family. The widow and her children become refuges in their own community. In

some cases the family takes the widow to court in order to “inherit” their son’s money and

property. It is because of inheriting the money and property that other forms of domestic

conflict occur in the family (Akintunde: 2002). In the final analysis, there are several

25
conflicts in the contemporary Nigerian society just that they occur in different shapes and

shades.

Parties Involved in Conflict in Tertiary Institution

It is a know fact that conflict is a generic human problem. The rate at which conflict

occur in a society clearly indicates their level of illogicality and irrationality. In the case of

tertiary institution, conflict is triadic in nature. The student leaders/body, the university

management and the labour unions such as ASUU, NASU, NAAT and SSANU to mention a

few. Usually, in all the conflicts that occur in the university, the school management always

have a question to answer and respond to the agitations of which ever body or union that is

agitated. It has not been reported or recovered that there was once a confrontation between

labour union and the students body except in some cases when the union of into lecture halls

to boycotts lectures during strike in which the students show understanding by vacating the

lecture rooms and the university environment. More often than not, the conflict on the tertiary

institution is not as that of political or religious conflict. Violence, vandalization of school

installation such as electricity, telephone, water supply, industrial plants and wave house only

occur during conflict when there is a reported case of killings of students during peaceful

protest by the police forces or mobile policeman employed by the school management to

disperse the students or quell the situation.

For instance, General Olusegun Obasanjo succeeded General Muhammed. Colonel

(Dr) Ahmadu Ali was Minister of Education. An increase of fees in federal universities was

announced in March, 1978. Tuition increased from #90.00 to #150.00, accommodation fee

was fixed at #90.00 and feeding was increased from 50k to #1.50 per meal. Books,

stationeries, clothes, transport and other expenses were not coasted. The Federal Military

decided to stop the student loans scheme and scholarship which had previously enable the

26
indigent students to study in the universities. Therefore, the announcement of the new regime

of university fee as well as the discontinuance of the scholarship and student loan scheme of

the Federal Ministry of Education by Ahmadu Ali was received with shock. It broke open the

students’ explosive anger of Mr. Segun Okeowo who was the president of the National Union

of Nigerian Students (NUNS) at the time.

On April 17, students poured out of their campuses into the university towns of

Lagos, Ibadan, Ile-Ife, Bening City, Nsukka, Saria, Kano, Sokoto, Jos, Maiduguri, Calabar,

Port Harcourt and Ilorin. The students angrily and violently destroyed property on a large

scale and some people died as policemen clashed with students in the streets. The breaking of

vehicles windscreen, disruption of transport and business activities, interrupt of office and

market activities, the burning of discarded tyres and buildings, and chanting violence

inspiriting songs characterised the occasion. There were mob actions, anarchic behaviours,

harassment of people, lawlessness and disorder on the campuses and in towns. The teams of

policemen and soldiers posted at the gates of all the universities failed to prevent the students

from trooping into town to deliver protest letters. It was the attempts by the policemen and

soldiers to stop the students from trooping out of their campuses that led to the student

violence. The “Ali must Go” crisis lasted from 17 to 20 April. In the course of the crisis, six

persons died at Ahmadu Bello University; two persons died at the University of Lagos, and

one person died at the university of Ile-Ife. A total of nine prisons were killed in the course of

the crisis. These included both students and non-students. Many people sustained various

injuries.

Without any equivocation, students’ conflict in the university is usually propelled in

their quest to want the school management rescind her decision on the increment on tuition

fee, hostel fee, examination and other undue charges. Also, there is always a conflict between

the students’ body and the universities management if there are students; unfriendly-lanes and

27
police-s which is usually approached with demonstration and protest especially when

dialogue has failed. Therefore, student\s conflict always has to do with the university

management in which the Vice Chancellor responds to based on the report of the Advisory

committee, Students’ Affairs unit and his discretion.

Generally, the conflict between the labour union and the university management does

not portend any danger or violence like that of the students’ body where properties are

destroyed. The usual occurrence during labour union conflict is the total shutdown of both

academic and non academic activities as lectures are disrupted, smooth running of the

University of the School is interrupted and blockade of the main entrance which is the school

gate as experienced in university of Ilorin in April, 2019. The major weapon used by labour

union is strike which usually takes place after the failure of the university management

implement their agitations or honour the agreements between them which are increase in their

salary, hazard allowance and an end to undue deductions from their salaries. In the tragic

nature of conflict in the tertiary institution, that is the school management, students body and

the labour union, the school management is always at the centre of it all.

Effects of Conflicts on Academic Excellence in Tertiary Institutions.

Every time conflict occurs, it has a multiplying effect on its immediate environment

and the society in general. Majorly, conflict in the tertiary institution ranging from

destruction and vandalisation of properties and installations, death of students and strike have

put tertiary institutions in Nigeria on the reverse gear. The academic activities are so crippled

by the incessant occurrence of conflicts that the essence and purpose of research has been

jeopardised, inventions and production of goods, and services are in a state of nothingness

thereby making academic excellence a mirage. It is not erroneous to add that occurrence of

28
conflict and mishandling of conflict by the third party or concerned authorities in tertiary

institutions have spelt unarguably doom on the academic excellence.

Strikes have damaging and destructions implications for Nigerian universities.

Laboratories instruments get damaged due to the negligence. They are vulnerable to either

overheating or too much cold due to lack of care or abandonment. Specimens in the forms of

blood, tissues and organise may decay and be rendered useless for research experiments. All

mice, fish, rats and insects kept for experiment will die and rot away like chickens, rabbits,

goats, sheep and cows being nurtured on an agricultural farm may either did of hunger and

diseases or get stolen by thieves or get lost as they wander away from the farm in search of

food and water. Caravans kept in cold rooms may decay at the time of protracted nationwide

strike in Nigerian universities. During the strikes, the cold rooms may be abandoned and they

may become hot. As a result, embalmment will not prevent dead bodies from rating away.

In scientific fields, there is a research activity called “culture”. It is the process of

growing bacteria for scientific use. The culturing of bacteria, virtues, microbes, bacilli,

protozoa, germs, fungi and metazoan in scientific studies are disrupted and destroyed

completely by a total and indefinite strike which lasts for several months. It has been

observed that the average of all strike in three months. This is not in the interest of scientific

research studies in all science- based subjects. We consider also the danger posed to

agricultural seedlings and the nurturing of clucks, kids, lambs, piglets and calves on research

farms. There are still more negative implications of strikes in Nigerian universities.

Nigerian universities maintain a relationship with other universities in Africa, and all

other parts of the world. Consequently, they obtain grants, fellowships, scholarships,

technical services, equipment, books and journals. These facilities assist in staff development

and education of students from Nigeria universities. An example of these facilities is

29
MacArthur foundation which offers a variety of fellowships for members of staff and

students. These kinds of links provide opportunities for academics to spend their sabbaticals

in foreign universities to update their knowledge and skills as well as acquiring new

equipment not, books and journals in their respective disciplines. However, these types of

opportunities are disrupted and even lost due to student’s riots and demonstrations, protracted

strikes brought about by ASUU, NASU and SSANU. Nigerian universities calendars are no

longer in line with the calendar of foreign universities. The view of the former Vice

Chancellor of the University of Calabar, Professor Ivara Esu (Sunday Punch, November 2,

2003: pp. 14-15) alludes to this fact.

“We do not have a stable academic calendar. For instance you have a calendar

you are following and suddenly, people tell you that they are going on strike

for which you cannot predict how long it would last. The academic calendar

gets disrupted. We did not find a single university of all the over dozen

universities we visited, where there was such a disruption. Rather, the

universities’ calendars have been planned, in some cases up to 2007 and they

are sure that nothing will disrupt those calendars.

Consequently, exchange programmes run into serious difficulties white admissions

are differed for later dates. Here, time is wasted and the anticipated time of graduation is to a

future date as in the case of Ladoke Akintola University, Ogbomoso. This is obviously a cog

in the wheel of academic excellence in the Nigerian tertiary institutions.

Finally, the university libraries that are of both local and global importance are put

under key and lock during conflict and strike. Researchers from within and outside the

country have re-directed their steps into other neighbouring countries that can meet their

academic needs and curiosity as a result of the constant disappointment and harrowing

30
experience. Libraries that are supposed to be locus of research is dissented as long as the

conflict or strike lasts. These practices have seriously affected the major essence of education

in tertiary institutions which is research and invention. Conclusively, conflict which is the

mother of strike, protest, peaceful and violent demonstrations have grossly and adversely

affected academic excellence in the Nigerian tertiary institutions because of the various

disruptions in academic activities and the psychological stresses and disturbances it inflicts

on the students, staff and the university community.

Alternative Dispute Resolution: An Appraisal

It is not uncommon to witness one form of crisis or another in the contemporary

Nigerian society. This is because individuals, groups, societies and towns always have issues

to settle. The belligerent and war – like nature of the people involved in some of these issue

have given birth to varying degrees of crises. (Dzurgba, 2010: 107) observes that human

nature is a perpetual case of disagreement, quarrel and conflict. This is to explain that crisis

cannot just occur in any form if human factor and nature are not activated over some issues.

The ever with us conflicts manifest in our society, universities and other higher institution of

learning in such a way that it suffice to say that crisis is one of the cornerstones of these

institution. The need to put an end if not abrupt to these unending crises that appear

indifferent shapes and shades necessitated the concept of alternative dispute resolution.

(Jawondo, 2010: 181) posits that;

Conflict is a generic human problem that has varieties which include political

conflict, community conflict, ethnic conflict, religion conflict, students’

conflict, artisan conflict e.t.c

Sequel to the above, it is not outlandish to explicate that crisis and conflict move in

full wings and swings because they are inadvertently seen as a norm in the contemporary

31
Nigeria society. People are no longer taken aback by crisis because it is usually envisaged

and has become a day to day activity in the society. In spite of the incessant occurrence of

conflict and violence, the need to map it in the bud or finding lasting solution to the crisis is

not only imperative but sacrosanct. As a matter of fact, there are several means employed in

the time past to quell crisis and settle disputes which have not been totally effective as

expected. It must also be added that the means and processes of conflict resolution in the

traditional system are no longer filting in this present age where virtually everything has

taken a new shape. In a bid to settle issues and adequately manage conflict in consonance

with the modern requirement necessitated the concept of alternative dispute resolution.

Alternative dispute resolution is a conflict management strategy meticulously and

conscientiously designed to avert crisis / conflict, prevail on contending issues and intervene

in cut throat competitions.

Literally, alternative dispute resolution in a layman’s understanding means setting of

existing or lingering crisis’s / disputes which to a very good extent this correct. A proper

examination of the word alternative dispute resolution (ADR) will explain to us clearly that

the word “alternative” in it implies different from the usual or traditional in which crisis is

being resolved or disputes settled. Alternative dispute resolution procedures are usually less

costly and more expeditions. They are increasingly being utilized in disputes that would

otherwise result in litigation, including high – profile labour disputes, divorce actions,

personal injury claims protests and unrests. Alternative dispute resolution procedures often

collaborative and allow the parties to understand each others position. Alternative dispute

resolution also allows the parties to come up with more creative solutions that a court may

not be legally allowed to impose.

It must also be added that arbitrators and mediation used in alternative dispute

resolution are often lawyers. Rather than hiring a lawyer to represent parties involve in ADR,

32
some groups agree to have a single lawyer to act as an in partial third party to guide the

resolution and ensure that all solution proposals are legal. It is pertinent to add that alternative

dispute resolution can not hold without the involvement of the third party who is usually

believed to be neutral, objective, impartial and disinterested. (Jawondo, 2010: 181) notes that:

In human societies, peace is an essential ingredient fr progress. Thus,

whenever, peaceful co-existence is threatened (internally or externally) a

number of peace moves are made to restore normalcy. One of such moves is

the intervention and third party.

In the final analysis, alternative dispute resolution cannot come into place if there are

no contending and conflicting issues that could degenerate into crisis of unimaginable

dimension. Therefore, in order to forestall breakdown of law and order, stop chaotic and

turbulent situation from being entrenched in the society. Alternative dispute resolution is

employed for the sake of peace. There is no gainsaying the fact that alternative dispute

resolution has been so effective in terms of settling disputes in the society but there are some

weaknesses of the alternative dispute resolution that has not made it achieve total result.

Alternative Dispute Resolution

It is important to explain that from the time immemorial, there has been crisis in

various forms in the society which is usually caused by human nature and factor. There have

been several traditional means of settling disputes in the time past. As a result of the

unprecedented advancement and progress recorded in all spheres of life, these old methods of

resolving crisis became obsolete and ineffective. It is important to note that there other means

of setting conflicts in the society but we shall focus on alternative disputes resolution in this

work as one of the effective and verifiable means of quelling crises and settling issues

33
character used with strife, unhealthy contention demonstration and cut throat competition to

mention but a few.

To start with, alternative dispute resolution can be defined as a strategy put in place to

resolve issues tent has the potential of metamorphosing into a full blown crisis. Also,

alternative dispute resolution is another but modern form of settling disputes between

individuals, groups and societies. It is not out of places to point out that alternative dispute

resolution has been defined b several scholars particularly in the Nigerian context (Ajayi,

2005: 17) defines alternative dispute resolution as mechanisms used in settling differences of

opines fast and without altering the relationships that exist between the parties. This is to

explain that alternative dispute resolution is all about narrowing down areas of divergence

and expanding points of convergence without any form of reservation. Closely linked to this

view points are scholars who describe as the procedure used to resolve disputes as

alternatives to the traditional resolution mechanism of the court.

Generally, alternative dispute resolution particularly in the Nigerian context is seen as

a means of setting disputes and as well sustaining the mutual relationships that exists between

the disputing parties. (Fagbemmi, 2014; Asonibare, 2011) define alternative dispute

resolution as a quick, relatively non-adversarial and objective process for resolving disputes

when compared to legal proceedings finally, alternative dispute resolution is the procedure

for setting dispute without litigation, such as arbitration, mediation or negotiation. By and

large, alternative dispute resolution is mechanism put in place for setting disputes which is

quite different from the traditional methods of resolving differences and crises.

34
Conflict Management and Approach in Tertiary Institution.

As it is often that to every problem, there is always solution. In view of this, it every

difference, misunderstanding, discrepancy, conflict and crisis, there are ways in which they

can be managed that it will not degenerate into uncontrollable situation or be blown out of

proportions. Management of conflict here means an act or a skill of planning, organizing,

coordinating and controlling the administration of a peace process. It is a process whereby

conflicting issues are kept under serious watch and check with other mechanisms put in place

to resolve the disputing issues completely. (Dzungba, 2010: 107) notes that management of

conflict requires a strategy in order to achieves set goals through effective actions. Thus,

strategy itself means a will planed series of actions aimed at achieving specific results.

Strategies are linked to specific methods or approaches that are needed for partial application

of knowledge, skill and experience in carrying out peace process, which involve preliminary

consultations of the parties, convening a messing, having negotiations, establishing mutual

understanding security mutual tolerances, making concession, coming to agreement by the

parties to the conflict.

Conflict management is very important especially in situations that are prone to crisis

and conflict prevention and resolution of conflict can be used interchangeably with conflict

management. Prevention is an act of averting something from happening. It is the action or

actions that a person takes in order to prevent something from happening or taking place. A

potential conflict may be prevented from becoming a real crisis by resolving rising tensions,

threats and fears or cooling down enraged anger as well as calming down emotions or

sensitivities through effect appeal and pleading. This is one ways of preventing conflict from

occurring among individuals, families, communities states or nations.

35
 In tertiary institution today, occurrence of conflict is no longer a surprise to both the

town and gown. This is because the level of occurrence has largely attained an alarming rate.

(Buss, 2011: 54) notes that conflict is a national occurrences on college campuses. It can be

inferred that conflict has become a common play in our universities, polytechnics and

colleges. Over the years, administrators in tertiary institutions have experimented with a

variety of procedures and methods to resolve conflict or mitigate its effect. Some of the

approaches employed by the tertiary institutions in the recent time are dialogue persuasion

and concession.

Dialogue: According to advanced oxford dictionary dialogue is a formal discussion between

two groups or countries, especially when they are trying to solve a problem or end a

disagreement. In this regard, the school administration invites the aggrieved or disputing

parties for a heart to heart discussion so that there can be a way forward out of the brewing

crisis. This approach has helped tertiary institutions to stop or avert any disruption of

academic calendar especially in university of Ilorin where the last disruption of academic

activities in the university was about 14years ago.

Persuasion: This is another approach used in tertiary institutions in conflict management.

Persuasion which is the act of persuading somebody to do something. In this situation,

tertiary institutions plead and persuade other aggrieved, professional bodies to be on the same

page with them on the issues at hand. This approach is effective because a human being is

morally responsible and accountable because of his human faculties of knowing, thinking,

reasoning, deciding, choosing and exercising free will. As a result, he does not act under

impulses, compulsion or coercion. Thus, he may act, delay, postpone or drop an action. With

all these abilities, man is a rational being to whom appeal and pleading are effective.

36
Concession: This is another approach in tertiary institutions to manage conflict. Literally,

concession simply means something that you allow or do, or allow somebody to have in order

to end an argument or to make situation less difficult. Indubitably, this approach has

prevented several conflicts from occurring in the sense that the moment the school

administration shifts ground, the aggrieved bodies feel quite important and invariably give

room for peace to reign.

Without further ado, there are still conflicts in tertiary institutions today but with the

application of alternative dispute resolution, its approaches, method and strategies, conflicts

have been reduced to the beeriest minimum and gradually becoming a thing of the past in our

tertiary institutions.

Forms of Alternative Dispute Resolution

The importance of having mediation and other alternative dispute resolution services

to supplement traditional procedures is to manage conflicts at their lowest and most effective

levels, deal with underlying issues, improve a campus conflict climate and preserve

relationships. The essence of alternative dispute resolution in tertiary institutions is to build a

safe campus community and model how to resolve conflicts, foster professional relationships

and cultivate inclusiveness. It should be added that alternative dispute resolution comes in

different methods and forms. The nature and magnanimity of crisis or conflict determines the

form of alternative dispute resolution that will be employed to quell crisis, resolve conflicts

and entrench peace. For the purpose of this work, some forms of alternative dispute

resolution will be explained.

Mediation: This is inarguably one of the forms of alternative dispute resolution. It is a

collaborative process where a mediator works with the parties to come to a mutually

agreeable solution. It is a means of trying to end a disagreement between two or more people

37
or groups by talking to them and trying to find things that everyone can agree on. The third

party in this context is actively involved by talking to the parties involved and looking for a

common ground for them all.

Negotiation: Another form through which a conflicts is resolved by application of alternative

dispute resolution is through negotiation. There are official discussions between the

representatives of opposing groups who are trying to reach an agreement. An agreement is

reached as a result of long and complex negotiations. Through negotiations, parties in the

conflict are able to reach a compromises. Compromises is an agreement between two or more

individuals or groups that is achieved by both parties accepting less than what they wanted at

first. Reaching a compromise requires that the groups have to make concessions.

Arbitration: This is another form of alternative dispute resolution that involve the official

process of setting an argument or a disagreement by somebody who is no involved. It is a

process similar to an informal trial where an impartial third party hears each side of a dispute

and issues a decision, the parties may agree to have the decision be binding or non –broding.

There is a king of technicality and legality involved in this process or form of alternative

dispute resolution.

Adjudication: This is also a common method of conflict resolution and management.

Adjudication is an act of officially or culturally deciding who is right in a dispute or an

argument between two persons or organizations. From the perspective of the western

approach to conflict management, adjudication recommends or even imposes stiff sanctions

such as paying fines and denial of certain rights. On the contrary, African traditional

adjudication places emphasis on blame, forgiveness and restitution. The effectiveness of

adjudication solely depends on the authority and power to enforce the decisions of the

38
adjudicators. Adjudication is usually backed up with either political, traditional or legal

authority which makes whatever decision taken so binding on the parties involved.

By and large, the above mentioned forms of alternative dispute resolution have in no

small measure helped t put situations and issues that could have created further agronomy and

discrepancy. Although there are still conflicting issues in the society but it very clear they are

not what they used to be before the introduction and application of alternative dispute

resolution issues.

Impacts of Alternative Dispute Resolution and Conflict Management in Tertiary

Institution

It is an indisputable fact that universities, polytechnics and colleges that used to be

enlarge for different forms of conflict are now gradually becoming safe haven where

atmosphere of peace, sense of inductivity and serene environment are new prioritized as a

result of the application of alternative dispute resolution and conflict management scheme

being employed to settle rifts and crises. It is quite understandable that in the past quarter

century, significant charges have occurred in the ways lawyers approach conflict. There have

been unprecedented efforts to develop strategies aimed at more efficient, less costly, and

more satisfying resolution of conflict, including more extensive and appropriate use of

mediation and other alternative dispute resolution approaches, methods and forms.

It is very imperative to state that alternatives dispute resolution has made

immeasurable positive implicates in tertiary institutions. The fact that everybody is gradually

becoming lover of peace has given room for progress, advancement and improve the standard

of education in our tertiary institutions. The followings are some of the impacts of alternative

dispute resolutions in tertiary institutions.

39
 Creation of peaceful atmosphere: It is not outlandish to expound that the application

of alternative dispute resolution and use of conflict management scheme have created

peaceful atmosphere that enable the tertiary institution of achieving its integral plans

of making quality research, improving standards of education and imparting the

students, universal community and the society at large with the right and adequate

knowledge.

 Uninterrupted academic calendar: It can be stated without any form of

equivocations the level at which now embark on strike, protest and demonstration is

relatively low. Before the use of conflict management scheme, almost every

conflicting issues led to strike action in tertiary institutions. As one of the impacts

alternative dispute resolution has had in tertiary institution is that staff, students,

professional bodies and the school management now avoid or discuss issues that can

bring disagreement to a point whereby strike action will be considered. The use of

alternative dispute resolution has brought about university academic calendar.

 Strengthened Relationships: It can be rightly pointed out that the use of alternative

dispute resolution has tremendously strengthened relationships among the school

management, professional bodies, groups and students’ union in tertiary institution.

By the virtues of coming together to discuss differences, make compromises and find

a common ground has increase the level of intimacy among these groups and bodies.

There is now a strengthened, healthy and solid relationships across board as a result of

frequent meetings and interactions.

 Improvement of academic standard: It is correct to explain that the application of

alternative dispute resolution and use of conflict management scheme on issues in

tertiary institutions have greatly improved the academic standard. This is because

there is an understanding, collective and collaborative effort to advance and uplift the

40
 standard of education. The fact that there is hardly disruption of academic activities

and libraries and research laboratory are no longer under key and lock have really

improve the standards of education particularly in tertiary institutions.

Sequel to the above, it is apposite to state that alternative dispute resolution and

conflict, management being used in tertiary to settle conflicting issues that were once

abandoned at deadlock points has to a large extent impacted tertiary institutions. The two

means of setting dispute is now prevalent in tertiary institution that they are now being

instituted once a looming crisis or conflict is perceived.

Weaknesses of Alternative Dispute Resolution and Conflict Management in Tertiary

institution

It is a known fact that there is nothing devised or created by man that is devoid of

flows or short coursings. The highest we can get is something close to perfection as a result

of imperfection in our being. As effective and vital as alternative dispute resolution and

conflict management are, there are still some weakness inherent in their application and usage

that have not allowed them achieved their total aims. Some of the weaknesses are explained

below.

 Premeditated notion and position: It is not uncommon to see parties, groups and

societies fail to reach a conclusion in a conflicting issues. This is because they formed

opinion even before they go into alternative dispute resolution. The parties go to the

venue of negotiations with the decisions already taken as how their demands should

be met. As a result, they are not prepared to shift position at all. Conversely, the

parties to the dispute keep on shifting position until nothing is specifically discussed

and settled. There is also little interaction with one another. In tertiary institutions, the

parties involved usually come to the negotiation venue with pre-conceived notion and

41
 premeditated position all in the name of fighting for the interest of their members. As

a result, the alternative dispute resolution sulphurs setback.

 Vested Interest: The third party at times in alternative dispute resolution particularly

in the use of arbitration to settle a dispute till his/her interest towards a particular party

than the other one. The third party to the conflict may be a political opportunist or a

community opportunist who simply uses the crisis to achieve his personal gains. His

role as a third party to the dispute is to set the parties against one another for the

purpose of frustrating the efforts being made to resolve the conflict. This aim is for

the negotiations to reach a deadlock so that he may achieve his persons interest. The

parties involved in the conflict may now engage in passing the buck. By doing this,

the parties to the conflict engage in shifting fault and blame to one another. This

situation of passing the buck in fact, aggregates the conflict. Therefore, it become

difficult to resolve the conflict.

 Recalcitrance: One of the reasons why alternative dispute resolution and conflict

management have not been totally effective is as a result of the recalcitrance of the

parties involved in the conflict. The unwillingness on the part of some of these groups

to compromise, give room for concession and shift ground has been one of the

bounces of the effectiveness of alternative dispute resolution. A party an individual or

a group might feel overwhelmed with sense subjugation or insubordination if he shifts

ground. The parties may come to the venue of negotiations with a sense of authority,

power and supremacy. Therefore, they see consideration or careful thought and

attention, compromise and concession as humiliation or a defeat. They reject every

possible way of reaching a solution. They shown through discussion in order not to be

convinced about alternative views or ways of reaching in agreement.

42
 The aforementioned are but not limited to some of the reasons why alternative dispute

resolution and conflict management have not been totally effective in the Nigerian tertiary

institutions.

2.2 Literature Review

It is not out of place to aver that the human society is structured in such a way that

conflicts and disputes are so in viable. This is why conflicts occurs at the slightest

disagreement and provocation. This fact that mans need are endless and human being are

insatiable make their interests very from one another. Dorcas Oluremi fareo in conflicts

management strategies in tertiary institutions defined conflict as follows:

“Conflict is when two or more values, perspectives and opinions are

contradicting in nature and have not been aligned or agreed to including:

within on self whom one is not living according to one’s values: when values

and perspectives are threatened: or discomfort from fear of unknown or from

lack of fulfilment (Dorcas Oluremi: 2009).

It should be clearly understood at this juncture that conflict can arise as a result of

different reasons which could be personal or interpersonal. The need to get a satisfaction in

particular situation at the expense of other people or things usually create conflicts. Also, it is

safe to establish that conflict does not occur only when it involves individuals or group with

different interest but it can occur according to the quotation above when a man is so

dissatisfied with his situation or does not have a char understanding of what he is into.

Additionally, does not always stipulates acrimony, strife, ill-feeling or evil maculation

(Folger and Shuberl: 2003). Therefore, conflict could occur in a bid to improve a norm or

form that is considered obsolete and unfit in a given situation.

43
 (Oyebade: 19940 was of the opinion that not all conflict depicts or implies cries or

contentions. This is to explain that conflict could either be positive or negative. In other

words, the situation at hand and the outcomes determines whether a conflict is constructive or

destructive. (Oyebade: 1994) submitted thus:

“Conflict can both be constructive and destructive. Constructive conflict is

known as functional conflict while destructive conflict in known as

dysfunction. Functional conflict is seen as challenging of ideas, beliefs, and

assumptions and respect for others view points even when parties disagree. It

is considered useful for the organization and is therefore welcomed, while

dysfunctional conflict is considered imaging and is therefore discouraged in

organization”

By and large, it is crucial to state at this point that there are two different angles from

which a conflict can be viewed. Although, the word conflict to a layman suggests tensions,

strife, acronym but not all conflicts in the reality are dysfunctional. The type of conflict that

occurs in an organization or tertiary institutions determines the kind of impact it makes. The

truth of the matter is, there is no conflict that will occur and not leave its mark either positive

or negative on the things or people involved for long. Most importantly, the nature of conflict

does not really matter but the timely and judicial application of Alternative Dispute

Resolution to bring the situation under control is very paramount.

It is essential to state that it has almost become a tradition or norm to observe a

running battle between the students’ union body and the university management. The

students’ body usually see themselves as conglomerate of activities that is poised on

protecting and advancing the rights of each and every student in which the university

management is often time averse to. As a result of this, the students’ body make request from

44
the school management which in most cases do not get corresponding answers. The moment

the both of them cannot find a common ground, hence, conflict creeps in. Folgers and student

in their book, Resolving students’ initiated grievances in higher education noted that:

“The endless capitation of the union leaders, increase of tuition fee, loss of

students’ lives as a result of insecurity and failure of students as a result of

lecturers’ weakness, wickedness and sexual harassment are some of the reason

why there are always conflicts and crises in tertiary institutions which often

result to vandalisation of the university’s properties” (Folger and Shumbert:

2003).

This is to explain that the inability or the unwillingness’ of both the students’ body

and the school management to shift ground in order to find a common ground often create

conflict in the university system. Furthermore, as the school management moves out of the

shackles of the student leaders disturbances, demonstratives and reservation, other

professional bodies and unions ignite their own reservations and dissatisfactions which

usually results in boiler thing of lectures and strike. It is safe to establish that higher

institutions are so riddled with conflicts in such a way that there are endless struggles and

demands by the students’ body and agitations from the professional bodies/ unions all from/

the university managements.

“Colleges and universities are no longer seen as a quiet enclave free from the

conflicts that arise in all hierarchical organizations. Differences in goals or

plans for the allocation of resources, misinterpretations or inconsistent

application or institutional regulations, breaches of formal or informal

contracts, power Stralsund personal antagonism are also possible source if

conflicts. (Slumbert and Folgers 2003).

45
 Without further ado, the non – application of Alternative Dispute Resolution has

placed tertiary institutions in the horns of dilemma and push the pristine plans of these

institutions into jeopardy as a result of the endless struggles, antagonism and contentious. The

increases and occurrence of conflict has turned the tertiary institutions into a battle ground

where reprehension, demonstrations apprehension, battle for supremacy and strike have

becomes the order of the day. It must be added that chaotic situations like the in tertiary

institutions do not only affect research, productivity, academic development and knowledge,

but it serves as an impediment to academic excellence and have the educational system

relegated to the background pitiable state. (Akpenpuun Dzurgba: 2010) lamented the pitiable

and detenizating level of our tertiary institutions as a result of the conflict that has become so

ingrained in the universities system. He sub-mitted as flours.

“University libraries are of local and global importance. Researchers come

from within the country and from foreign countries to collect data. Having

come to the university libraries, the local and foreign researchers find that the

university libraries are licked. The library workers have disserted the

building…. What is to follow is hopelessness frustration and depression. On

learning from other academics disappointment, prospective researcher will

give up their plans and will travel to Ghana, Senegal, Uganda, Kenya or South

Africa to carry out their studies. “The Giant of Africa” will be abandoned

because of her frequent university strike”.

The above clearly retreats that the Nigerian tertiary institutions are not only seen in

bad light but the nation at large. Given the nature of our society, it can be established that

conflict has become an integral part of our society. In other words, conflict has become part

and parcel of our societal structure that is no longer perceived as something worrisome.

(Noolern – Haley: 2010) in his book perspectives on Dispute Resolution, established that

46
there is way there will not be conflicts occasionally but irrespective of the nature of the

conflict, resolution of conflict should be sacrosanct. She observed that:

“conflicts or disputes are everyday life experience both in private and public

life. Whenever there is a dispute, which is an expressed struggle between at

least two interdependent parties who perceive incompatible goals, scarce

resources and interference from other in achieving their goals, there is the

need for resolution”

It is very pertinent to explicate that several individuals, groups and parties have

employed different unrefined and impermissible means like violence, killing, maiming,

mutilation, kidnapping and litigation to settle issues in the time past. It must be stated

pointedly that of all the means and ways of settling a dispute, the most acceptable and refined

one is the Alternative Dispute Resolution. Even today, lawyers are even implored to settle out

of courts with the use of Alternative Dispute Resolution which can be defined in this context

as an all – encompassing, legally – permitted processes of dispute resolution other than

litigation. It is also seen as an umbrella term that refers generally to alternatives to the court

adjudication of dispute such as negotiation, mediation, arbitration and ministerial.

In the final analysis, it is not out of place to posit that conflicts are usually motivated

by several reasons and factors. The conflicts that have ravaged tertiary institutions and turned

them into war zones in which Alternative Dispute Resolution is now seen as the only may out

have both religious and political undertones. Worst still, in tertiary institutions where high

level of understanding, tolerance maturity and dialogued are supposed to be the cornerstone,

people take decisions. Give support and make appointments in line with their political

background and religions learning which some of the reasons for conflict are. This is so

prevalent in tertiary institutions that it has reached an alarming level within the university

47
system. The following except from a report published by Hotline Magazine in the wakes of

June 10 – 14, 1988 crisis at the Ahmad Bello university, Zaria is an excellent comes of the

situation in contemporary Nigerian university campuses. According the report.

“The entire university community (in the case of the Ahmadu Bello university

Zaria), not just the students are divided along lines of religion. Religions

divisions are now so harden ate as a result of this, latest of many religious

disturbances, that very few conversations can be held, few academic debates

can be conducted, few appointments and promotions can be made without the

issue of religion being brought up or cited as the reason why certain actions

are taken, or certain decisions made. Even in the recent appointments of

Depute vice Chancellors, it is clear that while both men are eminently

qualified, one had to be a Christian and the other had to be a Muslim”.

As a matter of conclusion, we can infer from the above that religion is another major

issue that create conflict in tertiary institutions in Nigeria. Some of this conflict being

experienced in tertiary institutions in Kwara state have religious undertones because of the

vast and large number of muslins in which people of other faiths see themselves as playing

the second fiddle in the scheme of things thereby instigating revolt intentionally and

intentionally to challenge what they often term as cronyism and lopsided appointments using

unionism as a guide to drive home their demands. In spite of the incessant occurrence of

conflicts, Alternative Dispute Resolution has done more than enough in restoring peace and

normality to the selected tertiary institutions that were ones plagued with chaos, violence and

unrest. Without any form of equivocation, the best way to restore the lost glory in tertiary

institutions as a result of the day-to-day conflict is to make good use of Alternative Dispute

Resolution (ADR) so that conflict can be brought to a halt and become a thing of the past in

our educational system.

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Tertiary Institutions in Nigeria

It is an incontrovertible fact that Nigeria is arguably one of the most educated society in the

whole world today. From the timeless history, premium has been placed on education long

before the western education government established in the African society. This is one of the

reasons why Nigeria is fondly referred to as the giant of Africa because of her leadership

position and roles in economy, sports, politics and education to mention a few. Undeniably,

Nigeria has gone through a lot of phases in the educational line before attaining her present

position in the academic world. Tertiary education also referred to as third-level, third stage

or post secondary education, is the educational level following the completion of a school

providing a secondary education. (World Bank, 2017) defined tertiary institution/education as

including universities as well as trade schools and colleges. Higher education is taken to

include undergraduate and postgraduate education while vocational education beyond

secondary education is known as further education. Generally, tertiary education culminates

in the receipt of certificates, diplomas or academic degrees.

It is important to state that there are about one hundred and twenty eight (128) tertiary

institutions in Nigeria today which includes the federal, state and private universities which is

a pointer to the fact that education in Nigeria has interested rapid development in the

Nigerian society over the years. Even till today, most education advocates in Nigeria rally for

more universities, citing that the current number is not sufficient to meet the needs of the

Nigerian youth. It must also be added that higher institutions did not just suddenly spring up

in Nigeria but grew gradually in the academic structures that were already on ground then

which primary, secondary were and Yaba Higher College. The unprecedented energy,

resources and commitment largely invested into education particularly in the time past

necessitated some of the landmark achievements recorded in the academic circle.

49
In the year 1932, the Yaba Higher College was established but the doors did not open to

prospective students until 1934. The aim of the college was to provide post-secondary

training/education to Nigerians in the field of agriculture, teacher training, engineering and so

on. The College was housed at the King’s College in Lagos. This is to explicate that higher

institution or university education did not start until directly in Nigeria. Shortly after the Yaba

Higher college started operation, this faced extensive criticism by Nigerian Nationalists on

basis of the inferior education they accused the college of providing. Their criticism would be

deem valid Yaba Higher College only qualified its graduate for lower level jobs such as

junior staffs and assistant in the colonial government. Also, the degree provided upon

graduation was not recognized outside Nigeria.

After endless criticism of the Yaba Higher College and recommendation from two

commissions (Asquith and Elliot) in 1943 that favoured the establishment of a quality

university, a university was born. In 1948, the 104 students at the Yaba Higher College were

transferred to the University College, Ibadan. The University College was tied to London. It

broke the tie in 1962, when it upgraded its status to a full-fledged autonomous university. The

name was changed to University of Ibadan. During its days with ties to London, the

curriculum was modeled after the British style of education.

Between 1948 and late1950s, it was apparent that Nigeria would need more universities to

cater to the many secondary school graduates which was the beginning of development of

tertiary institutions in Nigeria. In April 1959, the Ashby Commission (The Commission on

Post-School Certificate and Higher Education) completed a comprehensive research on the

state of education in Nigeria. Several recommendations were provided by the Ashby

Commission including the establishment of more universities. Following recommendation

from the Ashby commission, the University of Nigeria, Nsuka was established in October

50
1960 a few days after Nigeria gained her independence, making it the first autonomous and

full-fledged university in Nigeria. In addition, the University of Nigeria, Nsuka is the first

University in the Eastern Nigeria. The first University in the Northern part of Nigeria was

founded Ahmadu Bello University in 1962. In the same year, two more universities were

established in Nigeria – the University of Ife, Ile-Ife (now Obafemi Awolowo University) and

the University of Lagos, Lagos. Both Universities located in the South Western region of

Nigeria.

Following recommendations from the Third Development Plan, seven more universities were

founded. The universities are University College Port Harcourt, University College Ilorin,

University College Kano, University of Calabar, University of Jos, University of Maiduguri

and University of Sokoto. From 1979, state government started establishing state universities.

1999, the law prohibiting non-federal and state entities from establishing universities was

abolished, paving way for the creation of private owned universities. The first private

universities to receive licenses are Babcock, Madonna and Igbinedion Universities in 1999.

Without mincing words, it can easily be understood that Higher institutions developed in

Nigeria in response to the criticism that greeted the then Yaba Higher College and the quest

to produce qualified graduates in all human discipline.

Brief History of Some Selected Tertiary Institutions in Kwara-State

It is very correct to state that there is no state in Nigeria today without the presence of

tertiary institution(s) in which Kwara state is not an exception. As a matter of fact, one of the

states that embraced the idea of tertiary institution with open arm is known which gave birth

to University College, Ilorin, Kwara state in the year 1975. Since then, there has been influx

of tertiary institutions in the state. As of today, there are up to 10 higher institutions in Kwara

51
state. The history of some selected tertiary institutions in Kwara state will be considered

below.

History of University of Ilorin

It is a known fact that University of Ilorin is one of the best universities in the world

today in terms of quality research and smooth academic calendar. The university has attained

this emmable position through dint of hardwork, discipline, modesty and research by both

staff and students and unequalled commitment to culture of academic excellent by the

University management right from its first day of establishment. University of Ilorin, also as

Unilorin, is a federal government owned university in Ilorin, Kwara-State, Nigeria. It was

established by a decree of the Federal Military Government in August, 1975. The

establishment aimed to implement one of the educational directives of the Third National

Development Plan which was aimed at providing more opportunities for Nigerians aspiring to

acquire university education and to generate high-level man-power so vital for the rapidly

expanding economy compared to other higher institutions of learning in the country, the

institutions has one of the largest landmass comparing approximately 5000 hectares of land.

The motto of the University is “Probitas Doctrine” meaning worthy in learning and character.

The University started with three (3) faculties (Science, Arts and Education) with few

students under Dr. T.N Tamuno. The first vice chancellor was Professor Akinkugbe

succeeded by many others to the present vice chancellor in person of Professor Sulyman Age

with over 50,000 students undergraduate and postgraduate inclusive. The university that

started with three faculties now boasts of 15 faculties with more still in the offing.

The university began as University College affiliated to the oldest university in

Nigeria in 1975. The first set of 200 students selected following an entrance examination,

were admitted into residence on 23 October, 1976. In October 1977, the institution attained

52
full autonomous status. The university started off on a portion of the temporary campus of the

Kwara state Polytechnic known as the mini campus. The main campus currently houses all

the faculties in the University. The University has since its first day of establishment

experienced and intensified rapid development in all ramifications.

History of Federal Polytechnic Offa

In a bid to lend evidence to the fact that University Kwara state is one of states in

Nigeria that is highly disposed to academic development and establishment of tertiary

institutions, we shall again consider the history of another higher institution of learning which

Federal Polytechnic Offa that is one of the polytechnics in the state of harmony. The Federal

Polytechnic, Offa is a Nigerian tertiary institution located in Offa, Kwara state. Established in

1992 during the administration of Ibrahim Babaginda, the Polytechnic offers National

Diploma and Higher National Diploma course at undergraduate levels. A presidential

pronouncement for its establishment was made at the palace of His Royal Highness, Olofa of

Offa, Oba Mustapha Olamoore Olaonipekun Aniwajoye II, by the then Military president,

Ibrahim Gbadamosi Babaginda during a state visit in 1991. The Polytechnic has developed to

its present state with 20 courses offered National Diploma (ND) level, and 22 courses at

higher National Diploma (HND) level and Pre-ND programs in Art and Science. The

institution is proud of over 5,000 students in its cane. Consequent upon the presidential visit

and pronouncement, a neighbourhood team was then constituted by His Royal Highness, the

Olofa, under the chairmanship of Alhaji Tiamiyu Olantinwo with six other prominent

indigenes of Offa and Chief Ayotunde Raji as the secretary.

This nearby team arranged the ground for simple take off of the polytechnic. It recognized the

premises of Olalomi Comprehensive Secondary School as a suitable brief site and liased with

distinguished proprietors whose properties could be utilized by staff and understudies.

53
Federal Polytechnic Offa has developed in such a way that is unarguably regardede as one of

the best polytechnics in Nigeria in terms of stable academic calendar quality research and

innovation.

History of College of Education Oro

It is a known fact that there are one hundred and fifty one colleges of education

presently in which college of education Oro is one of them. The Kwara State College of

Education Oro was the first College of Education to be established by the Kwara State

Government in 1976 as an Advanced Teacher’s College, Ilorin. It was an offshoott of the

Kwara State College of Technology, Ilorin (established in 1974). The name of the College

was changed to Kwara State College of Education, Oro, Ilorin with temporary campus at

Ilorin in Edict NO 2 of 1978. The 1978 edict was reviewed in 1984, 2006 and 2013

respectively. However, for several geopolitical reasons, the College did not move to her

permanent site in Oro until 1981, when two primary schools (St Andrew’s Catholic School

and Muslim Community School, Oro) were given for us as lecture rooms and offices. In

January 1983, the College moved to her present permanent site called OKE-IROKO,

occupying a quandrangle of four blocks in Oro, The town is about 50kms from Ilorin, Kwara

State Capital. The College has its missions, purpose and objectives to organize, improve and

develop courses for the training of various categories of teachers and to promote research and

advancement of science and leaning which have been the cornerstone of the Colleges

academic expedition since its establishment in 1976.

54
2.3 Theoretical Framework

Thibaut and walker [1978] proposed a general THEORY OF PROCEDURE for resolving

disputes. The search for the most effective conflict resolution procedure requires the

identification of primary objectives in resolving different kind of disputes. conflict about the

correct view of reality must be resolved with the objectives of determining truth, while

conflict about apportioning of outcomes is necessarily resolved with the objectives of

achieving justice, The theory of procedure analyses the likelihood of attaining either the truth

or justice objective as a function of the distribution of control among the disputants and a

third party decision maker.

John Burton states that the study conflict resolution is the study human behaviour and

relationships he sees the satisfaction of Human Needs as the primary source of human

behaviour. He argues that what is needed in resolving conflict is the analytical problem

solving approach, which is a method that exposes the causes of conflict to be understood

analytically. The resolution of conflict goes directly from the understanding of human social

relationship and not from the premise that coercion and power are the conflict are resolved

[Tidwel,1998]. Thomas and Kilman state that the conflict resolution behaviour, aims at

finding some solution that can satisfy the conflicting parties.it is based on a willingness to

accept as valid the interest of other party while one’s own interest.

Collaboration is applicable when both parties desire to solve the problem and are willing to

work together towards a mutually acceptable solution. A system that assigns maximum

process control to the disputants, but assigns decision control to the third party, is most likely

to result in distributive justice. collaboration is the best method of handling conflicts, as to

satisfy the needs of both parties.

55
 CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Introduction

The method through which the research was conducted to achieve the stated

objectives of this study is presented under this chapter. This chapter discusses the research

design, population of the study, sampling size, sampling techniques, research instrument,

sources of data, data collections, methods of data analysis and limitations of the

methodology.

3.2 Research Design

Research design is a blueprint which specifies how data relating to a given problem

should be collected and analyzed. It provides the procedural outline for the conduct of any

given investigation. Hence, qualitative design is adopted for the study through it multi-

methods focus which involve an interpretative approach in subject matter. It aimed at gaining

deep understanding of the whole situation. This means that qualitative researchers studied

things in their natural settings, attempting to make sense or interpret phenomena in terms of

the meanings people bring to them. This usually involves the researchers taking certain steps

to combine complicated issues into one. In other to do this, the researcher identifies the main

research questions and main problems to be researched upon.

This research seeks to generate information about Alternative dispute resolution and

conflict management in selected tertiary institutions in Kwara State. This means that

information is not manipulated rather meaning emerged from the participants and the

document available if any.

56
3.3 Study Population

In research, the term is used to refer to all the possible object of a particular type as

defined by the aims and objectives of the study [Fayeye,2014]. In most studies, the

population is often too large for the collection of data from every member. Therefore, a study

of a subset of a population which closely represents the population for the study comprised

all the possible individuals and/or personnel involved in ADR and conflict management

process in solving conflict in the selected tertiary institutions in Kwara State. The study

believed that the population of the study carries the required information and data needed for

the purpose of this study.

3.4 Sample Size and Sample Procedure

A sample is the drawing out of a segment from a larger population for the purpose of survey.

The sample for this study was chosen from the population of female and male students,

student union government executives, and members of the students’ affairs unit, from the

three tertiary institutions selected within Kwara State. The members of the population were

selected based upon their knowledge of the research issue, or capacity and willingness to

participate in the research. This research necessitates that a decision about the individual

participants who would most likely contribute the appropriate data in terms of relevance and

depth were selected for study if they agreed to partake in the study.

3.5 Instrumentation

For the purpose of this study, data were obtained through interviews, both structured

and unstructured to generate data. This type of instrument enables the researchers to meet

face to face with the respondent to interact and obtain information in a discourse on the issue

under investigation in which oral questions were generated by the interviewer to elicit oral

responses from the interviewees. This assisted in obtaining quality information about the

57
subject of discussion. However, the secondary methods of data collection such as textbooks,

journals, newspapers, internet materials, published and unpublished thesis, et cetera were also

consulted on the topic under study. The interview guide is located in Appendix I.

3.6 Data Sources

The study adopted both primary and secondary data collection methods. The primary

data was obtained through the conduct of oral interviews for the respondents in the study

areas. On the other hand, the secondary data was generated from textbooks, newspapers,

magazines, academic journal articles and the internet. Also, the electronic media, published

and unpublished materials were extensively utilised.

3.7 Limitation of the Methodology

The limitations encountered during the cause of the research were that booking

appointments with the key informants was difficult as appointment booked were being

changed at the eleventh hour. The unwillingly of many of the respondents to provide

information until persuaded that the information given will be treated with utmost

confidentiality and the information provided will go a long way in proffering

recommendations that will help strengthen the usage of ADR mechanisms in solving disputes

in tertiary institutions served as the major challenge confronted by the researcher in the

course of this study. Though they failed to be more elaborate on questions asked during

interview sections with them, still, the quality of the research and findings were not affected,

because of the extensive use of secondary data to validate the data generated from the

interviews.

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 CHAPTER FOUR

DATA ANALYSIS AND PRESENTATION

4.1 Introduction

This chapter deals with data analysis and presentation of field data under the following:

4.2 Data Analysis

The data collected from field work were analysed with content analysis. The analysis is

basically used for interview transcripts. The answers to the questions were extracted from

each interview answer and the guide.

4.3 Demographic Characteristics of Respondents

The respondents consisted of five members from each tertiary institution. The

members of the population sample aged between 20 to 60 years. Some of who are students,

members of student union government and members of student affairs unit. Owing to their

deep knowledge/understanding about the subject matter and were qualified to participate in

the study.

4.4 Answers to the research questions

This section of the study presents the answers to the questions generated to achieve the

objectives of the study.

4.4.1 Research Question 1: What are the remote and immediate causes of conflicts in

tertiary institutions?

Conflicts can be attributed to man’s aggressive nature, irrational behaviour, individual or

collective pride and ordinates ambition for wealth, power, leadership and reputation in human

59
affairs. However, some conflict are helpful because it provides the mechanism that helps

decision makers select the best solution to a problem. But human aggressive nature might

generate negative feelings between group members that degrade productivity.

The following were reported as the remote and immediate causes of conflict in tertiary

institutions in Kwara State.

According to MR,Olawepo Emmanuel Much has not really happened as regards student-

management crisis or professional bodies-school administration problem in the college of

education Oro which is one of the tertiary institution in Kwara state. However, the incessant

crisis usually faced by the school is monetary in nature. Similarly, according to Mr, he

argued that one the causes of conflict is also inadequate funding experienced by the

university which often frustrate the efforts of lecturers. Also, mr expressed that the

fund that the school’s management sends to the SUGs’ account in order to carry out

their activities as it has sechduled with proper notification to the student affairs unit is

always on a tight and conflicting matter. In the sense that the SUG may want to

withdraw money that dance to the tune of millions on a particular programme and if

the student affairs see such programme as not really benefitting to the academic pursue,

the money can be reduced to thousands or such programme being jettison which in turn

can cause conflict between the SUG and student affairs. Similarly, Oyeneye (2006) and

Adegbite (2007) noted that the main challenge confronting the management of tertiary

institution in Nigeria is insufficient funding. Unarguably, this has been the major problem

that has turbulently rocked the both of college of education Oro severally. Furthermore,

Ibukun (1997) expressed that there is a rising unavailability of funds and learning resources

in the institutions of Higher education. Consequently, Ajayi and Ayodele (200) established

that there was an upsurge in the amount of total expenditure dedicated to education, but this

60
has seen to be rather grossly scanty considering the occurrence increase in student enrolment

and increasing cost, which has been worsened by inflation.

In the words of mr., another cause of conflict in tertiary institution is religion based. For

instance in the case of university of Ilorin during the selection or conducting students union

election, conflict also ensue between the two major religion, islam[namlas]national

association of muslim students society and Christianity [ucfa] unilorin Christian campus

fellowship because they always shown interest. similarly in the word of mr he also establish

that the religion conflicting issue that do arise interm of appointing people into crucial post in

federal polythecnic in which the use of religion is highly celebrated.

Another cause of conflict is power tussle. Thus, power as we all know that power is the

ability to control the behaviour of other people even against their will. Thus, power decrees

and chooses those who will gain and those who will lose in any given situation. In line with

this, Mr explaned that one of the major causes of conlict is power tussle between the students

union executives and the management ,for instance in university of Ilorin, the managemnt

has removed the word Government away so that such position and tittle will not intoxicate

the students executives due to past experiences.

4.4.2 Research Question 2: What are the roles of Alternative Dispute Resolution in

conflicting issues in tertiary institutions?

It is very paramound to establish that much emphasis and premium is placed on peace

and tranqulity in University of Ilorin. Generally, Kwara state that enjoys the appendage of

state of harmony and house University of Ilorin is reputed to be one the most peaceful state in

Nigeria. Without scintilla of doubt, University of Ilorin has enjoyed sixteen (16) good years

of uninterrupted academic calendar which is indeed a laudable achievement in the academic

61
circle. This is due to message of peace that is constantly preached and the adequate use of

Alternative Dispute Resolution in conflicting issues and situations.

The recent controversial and inciting news that broke out recently about the outrageous and

anomalous increment in tuition fees in the University but was brought under control without

any form of coercion, threat or reservation is an indication that Atlantic Dispute Resolution is

a very potent tool used in the University by both staff and students to resolve contentions

issues so that there will not be a cog in the wheel of academic excellence and advancement

that the University is known for the President of Students’ Union in University of Ilorin in

person of Animashaun Oluseyi stated that after the news broke out and large number of

students in the university almost became unruly and rapacious and considered protest and

demonstration as means of forcing the university management to rescind her decision. The

President and his team initiated a round table discussion with the management in other to

forestall breakdown of laws and order. The president explicated that there were serious and

hot debates, disagreements and discrepancies in the course of the roundtable discussion that

lasted for two days. He added that the Union campus journalist and honourable pressmen so

that the students can kept abreast with unadulterated information. He further explained that

they at first diametrically opposed the increment of tuition fee under any guise. After the Vice

Chancellor and the principal officers of the university which included the Deputy Vice

Chancellor, Bursar, Registrar, University Librarian and Dean of Students’ Affairs adduced

reasons for the increment they saw the need to come on the same page with the university

management so that there can be continued academic excellence in the university. He added

that they later agreed with the increment but it should be fair enough and economic friendly.

After several interactions, persuasions, conviction and consideration, with the university and

the student union body agreed to reduce the increment from 115% to 30% which he said it

62
was relatively good for both the university and the student. The Sub-Dean of Students affairs

in person of Dr Alex Akanmu stated that the two parties had to shift ground in order to avoid

and avert the looming disruption of academic calendar and unrest that were already

beckoning. He added that the use of Alternative Dispute Resolution in settling contentions

and conflicting issues have helped in no small measure to put issues under control and check

in time past even till today. He said that the constant use of Alternative Dispute Resolution

between the university management and other professional bodies in the university has

helped to overcome excruciating challenges and made aggrieved bodies sheath their battle

ready swords. He buttressed his statement that the Alternative Dispute Resolution used here

is so broad and highly comprehensive in the sense that it involves negotiation, persuasion,

conviction and understanding which has made almost everybody be of like minds.

Without mincing words, the good use of Alternative Dispute Resolution and the willingness

of staff, students, professional bodies and the university management to resolve issues and

avoid things going out of hands have earned University of Ilorin in the enviable position and

the humour of being reputed as the university with discipline, learning, character, quality

research and most stable and consistent academic calendar.

It is no longer news that the Federal Polytechnic Offa is now quite different from what it used

to be in the time past as result of the roles of Alternative Dispute Resolution being largely

used both within the institution and in the Offa community. The Public Relations Officer of

the Students’ Union Government in person of Comrade Johnson Eleko enunciated that gone

are the days when crisis, unrest and hullabaloo used to be the order of the day but since a

potent way of resolving conflicting issues which is Alternative Dispute Resolution has been

embraced by all. The rate at which peace, serenity and clemency are being enjoyed is so

unprecedented. To corroborate this, the Dean of Students’ Affairs, Adeyemi Adeyinka said

63
that the fact the school management, professional bodies and student’s union have mastered

the art of shifting ground in spite of their agitations and decisions has brought about

tremendous change in the academic structure of the institution. He further added that the

commitment of the aforementioned bodies to every letter and spirit of Alternative Dispute

Resolution has engendered a healthy relationship between the town and gown.

Without further ado, it is very imperative to state that the roles of Alternative Dispute

Resolution and Conflict Management in Federal Polytechnic Offa are too numerous to

mention. In other to emphasize the roles of (ADR) we must state that Alternative Dispute

Resolution has played among others the underlisted roles.

1. It has brought about objectivity and flexibility in deliberating sensitive and violence

prone issues in FEDOFFA.

2. It has reduced the age long animosity, crisis and contentions issues in Federal

Polytechnic Offa to the bearest minimum.

3. It has prevented resurgence of violent confrontation demonstration, protest and strike

action in FEDPOFFA.

4. It has invigorated the shaky and faulty academic structure of Federal Polytechnic Offa

as result of the unrest that was one an integral part of the system.

5. It has increased the level of trust and built strong relationships across boards in the

institutions.

It was also reported at a bone that staff of college of education were being owed salaries up to

10 months that they mulling strike. The crisis was resolved through Alternative Dispute

Resolution that was jointly initiated by the visitation committee instituted by the state

government and the university management that later gave birth to disbursement of three

hundred and sixty eight million (368,000,000) naira by the state government to clear the

64
backlog of Salary. Therefore, the use of Alternative Dispute Resolution and Conflict

Management has been the brain behind the operational scheme and functionality of the

school even in times of crisis. It has also helped create a solid relationship between the

college of education, Oro Community and its environs.

4.4.3 Research Question 3: What are the effects of conflicts in tertiary institutions?

It is truism that Federal Polytechnic Offa was at a point in history was one of the most

dreaded and crisis-prone higher institutions in the Nigerian society as a result of cultism,

boycott of lectures, demonstration protest and endless strike action. Also, there was a time

that a running battle ensued between the indigenes of Offa and Federal Polytechnic Offa

students. According to Mr. Bamidele that finished from the polytechnic about 15 years ago

gave an account of one of the ugly incidents that took place between students and indigenes

of Offa. He said that in the year 2000, there students of the polytechnic were confirmed dead

in brutal confrontation between students of the Federal Polytechnic, Offa, Kwara state and

the people of the Offa community while 35 others sustained various degree of injuries from

gun shots and machetes cuts according to a release by the student union then. The second

attack on the students within the space of a week also left another five students of the

polytechnic dead. In May 2000, the violent confrontation between students of the Federal

Polytechnic, Offa, (FEDPOFFA) and the Offa community in Kwara state, North Central

Nigera, not only led to unduly protraction of conflict but warranted the closure the

polytechnic for a year so that normaly could be return.

Also, Mr…….. explained that every institution has its own peculiar challenge(s), however, in

time past before the emergence of professor Isiaq Oloyede as the vice chancellor of

University of Ilorin, issues that often disrupt, destabilize and disorganize the academic

structure and calendar of the university was the word ‘Aluta’. Aluta this is one word that

65
collocates with students’ unionism, ASUU strike, agitations, struggles and disputes between

students and school managements, Most times, the end result of this method of making

demands from the management leads to rustication of students and proscription of the student

union, termination and suspension of the academic calendar which inadvertently waste the

time of students whose pursuit become unduly wasted and delayed.

In the words of Mrs…., she said the conflicts in tertiary institutions often lead to wastage of

intellectual and economic resources especially for business owners on campuses leading to

unemployment and social vices.

4.4.4 Research Question 4: How effective is Alternative dispute resolution in conflict

resolution in tertiary institution

Looking at university of Ilorin, Dr Alex Akanmu the sub Dean students’ affairs shed more

light on this matter that ADR mechanism has really been effective anytime conflicting issue

arise because much emphasis and premium is placed on peace and tranquillity, everyone must

buy the ideology of the school which is to project and protect the institution’s integrity. In

addition to this, to sustain the uninterrupted academic calendar which the school has being

enjoying now for the past sixteen [16] years. More so, when the management and the student

union had to come together resolve the issue of the increment in school fees from 115% to

30%, this roundtable discussion lasted for two days all for peace to reign.

The study revealed that in the case of Offa poly regards the effectiveness of ADR, Mr.

Balogun reacted that prior to the advent of ADR, traditional methods had been in use, the

only method adopted which could not be really effective but now ADR mechanism is now

effective because it has put an end an unsolicited strike unlike before.

66
Also, the study revealed that in the case of college of education Oro when conflict ensue for

payment of salaries the state government intervened by holding a meeting with the staffs on

salary issue and ADR mechanism was introduced to solve the matter, since then ADR has be

very effective.

Summary of major findings

67
CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 Introduction

This chapter captures the overview of the study. It deals with summary,

conclusion and recommendations.

5.2 Summary

A careful look into the Nigerian society will definitely leave us with the question that

why do we give room for conflict, dispute and violence to thrive in our society. The conflict

in the contemporary Nigerian society appears in different forms. Jawondo, (2010) observes

that conflict is a generic human problem that has varieties, which include political conflict,

community conflict, ethnic conflict, religious conflict, students conflicts artisan conflict e.t.c.

However, in some cases, conflicts occurs overlapping one another or inseparably. The thrust

of this work is primarily centered on students’ conflict and academic related issues and

challenges. Therefore, this dissertation is chaptered into five points.

The very first chapter gives a general introduction and insight into the topic. It also

explains the research methods used the aim and objectives of the work and as well the

statement of problem was well discussed. The scope of the study and the significance of the

study were as well encapsulated in the first chapter of this dissertation.

The second chapter encompasses the review of literature, comprehensive definitions

of conflict and dispute. It also captured accurately the factors responsible for the occurrence

of conflict. From the effort was made in chapter two to state different types of conflicts and

parties involved in tertiary institutions. The effects of conflicts on academic excellence in

higher institutions of learning were highlighted.

68
 Furthermore, it gives an appraisal of Alternative Dispute Resolution, its meaning and

approaches. The forms of Alternative Dispute Resolution and the impacts of Alternative

Dispute Resolution in tertiary institutions were well discussed. The shortcomings and

weakness of Alternative Dispute Resolution in tertiary institutions were also taken into

cognizance. It also gives a thorough account of the factors that necessitated the establishment

of tertiary institutions in Nigeria. The history of some selected tertiary institutions in Kwara

state and the roles Alternative Dispute Resolution and Conflict management in these

institutions were explicitly discussed.

The third chapter gives an insight of the methods used through which the research was

conducted to achieve the stated objectives of this study. This chapter discusses the research

design, population of the study, sampling size, sampling techniques, research instrument,

sources of data, data collections, methods of data analysis and limitations of the

methodology.

The chapter four of this research work, deals with data analysis and presentation of field data,

data collected from field work were analysed with content analysis. The analysis was

basically used for interview transcripts. The answers to the questions were extracted from

each interview answer and the guide.

Finally, the fifth chapter which is also the concluding chapter summarizes the

preceding chapters and gives more recommendations as a way of contributing to the existing

literature on how to bring conflict and dispute under serious check and control. Other

important parts of Alternative Dispute Resolution and tertiary institutions in Nigeria were

brought into limelight.

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 5.3 CONCLUSION

It has been observed that is unfathomable for a human society to exist without a conflict.

Conflict is a social problem in which two or more persons, families, districts,

communities, states or nation are at with each other (Dzungba, 2010). Conflict arises from

different contests and contexts which is usually occasioned by insatiable and volatile

nature of man. In other words, man’s quest to achieve, acquire or gain control of

something which may not be in line with the understanding or position of other person(s)

in the same group or society usually brings conflict. This had in the time past created

problems of unimaginable dimension, several relationships and given birth to animosity,

acrimony, bitterness and violence. Although, there were traditional means of conflict

resolution in the traditions society but later became in effectual as a result of the

civilization and technological development that precipitions enveloped the African

society.

It is not out of place to add that the modification of the traditional methods of

resolving conflicts and introduction of Alternative Dispute Resolution has kept conflicting

issues at the lowest ebb. It is no longer news that even tertiary institutions that are supposed

to be the seat of morality and quality research became locus of demonstrations, protests,

strike and violence to mention a few. The constant resurgence of strike action, violence and

demonstrations that were products of misunderstanding and show of power between school

administration, professional bodies and students’ union informed the use of Alternative

Dispute Resolution in other to bring an abrupt end to endless disruption of academic

calendar.

Mention must be made of the fact that the academic issues and challenges that have

almost left some Nigerian tertiary institutions in rack and ruins have been curtailed through

70
adequate prevention and management of conflict. It must also be added that the Alternative

Dispute Resolution employed by the Nigerian tertiary institutions also includes prevention of

looming crisis and adequate management of the existing ones. Dzurgba, 2010: 7 observes that

prevention and management of conflict of any kind demand a great deal of love, compassion,

kindness, empathy and empathy. This simply implies that conflict resolution requires a right

amount of understanding and objectivity. The resolution of conflict becomes possible and

less problematic after the moral consciousness and behavior have been fully of the human

faculties of knowing, thinking, reasoning, deciding, choosing and exercising freewill. The

perils of war, acrimony, demonstrations, violence clear to everyone. Then, the demand for

peace, security, order, stability and welfare is made and round table negotiations are

wholeheartedly accepted with appreciation. Therefore, total eradication of dispute, conflict

and discrepancy is unarguably a mirage but it has been brought under serious control with the

use of Alternative Dispute Resolution and Conflict management scheme by virtually all the

tertiary institutions in the Nigerian society.

5.4 Contribution to Knowledge

This work revealed that for a society to continually experience peace, each and every

man is the society has a role to play. In human societies, peace is an essential ingredient for

progress. Thus, whenever, peaceful co-existence is threatened (internally or externally) a

number of peace moves are made to restore normalcy. Therefore, this study has contributed

significantly by expatiating more on Alternative Dispute Resolution and conflict management

as the Panacea to the protracted academic crisis and issues. It also offered guidelines on how

to bring conflicting issues under control so that it will not be blown out of proportion.

It shed light more on the fact that not all crises are negative, some come into being in

other to sanitize, improve and invigorate a system. Conflict as well comes in other to break

71
away from the old materials especially when they are no longer meeting the yearnings of the

modern age. It is important to establish that it will be very difficult for any tertiary institution

to advance and record a laudable achievement without putting in place Alternative Dispute

Resolution. This is so because there are issues that are conflicting in nature that pop up

voluntarily and involuntarily, or by either error of omission or commission in which

Alternative Dispute Resolution comes as a timely response so that it will not degenerate into

untoward happening and events.

This work examined not only the nature and structure of tertiary institutions in Nigeria but

the whole society as well. It has also been discovered that conflicts and disputes when not

properly attended to have the capacity to throw a nation into chaos and turbulence if not

checked. In view of this, the need to find a lasting solution to the ever with is problem

sacrosanct. Therefore, the need to make effective use of Alternative Dispute Resolution is

very important in tertiary institution in Nigeria so that academic activities will not suffer any

form of disruption or setback.

5.5 RECOMMENDATION

In view of the findings in the course of writing this work, the researcher found out

that Alternative Dispute Resolution has been so instrumental to the peace, progress and

development currently enjoyed in the Nigerian tertiary institutions but not without

shortcomings. As a result, the following recommendations are made so that Alternative

Dispute Resolution can serve its ultimate purpose not only in the tertiary institutions but

in the society at large.

i. Mediation as an Alternative Dispute Resolution mechanism should be

institutionalized in tertiary institutions and incorporated in to the

administrative structure of these institutions. If this is done, mediation

72
 immediately becomes a default process for addressing conflicts and

disputes.

ii. The Ministry of Education should collaborate with relevant professional

bodies for mediation on how to train resource persons in the art of

mediation so that they would in turn foster the campaign on the benefits of

mediation through trainings, seminar e.t.c

iii. The need to amend the State and Federal legislations on Trade Unions and

Tertiary institutions which are creations of an Act of Parliament with the

aim of making a condition precedent for dispute resolution.

iv. Mediation process should be properly funded so that it can squarely attend

to and tackle any form of crisis that resurges in tertiary institutions,

If the above recommendations are taken into cognizance and acted upon,

conflicts in the Nigerian tertiary institutions will definitely be a thing of the

past.

73
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Volpe, M. R. And Chandler, D. (1999), Resolving Conflicts in Institutions of Higher

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Buss, H. (2011) Controlling conflict costs: The business case of conflict management.

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 APPENDIX I
CENTRE FOR PEACE AND STRATEGIC STUDIES, UNIVERSITY OF ILORIN,
KWARA STATE NIGERIA.

INTERVIEW GUIDE

Alternative Dispute Resolution and Conflict management in selected tertiary

institutions in Kwara state.

Dear sir/ma

My name is Falusi Fisayo Samuel, a master student at the Centre for peace and strategic
studies, University of Ilorin. I am currently conducting a research on the Alternative Dispute
Resolution and Conflict management in selected tertiary institutions in Kwara state.

In this respect, I will kindly plead for your assistance by having an interview session with
you.

I am also assuring you that the interview and the response gathered will be used for academic
and research purposes alone.

Thank you for your invaluable support.

1.Can you introduce yourself sir/ma?

2. What are the effects of conflict in Tertiary institutions in Nigeria?

3. What are the remove and immediate causes of conflict in Tertiary institutions in Kwara
State?

4. What are the roles of ADR in resolving conflict in Tertiary institutions in Kwara State?

5. How effective is ADR mechanism in conflict resolution in tertiary institutions in Kwara

state?

FALUSI FISAYO SAMUEL

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78