Conflict Resolution as a Tool for Effective Management in an Organization: a Case Study of Some Selected Firms in Edo State

Conflict Resolution as a Tool for Effective Management in an Organization: a Case Study of Some Selected Firms in Edo State

CHATPER ONE

OBJECTIVES OF THE STUDY

The objectives of the study are as follows:

To identify the causes of conflict of conflict in an organization
To examine the relevance of effective conflict management in an organization
To examine the criteria for effective conflict resolution in an organization
To investigate the impact of conflict on organization performance
To proffer possible solutions to conflict in an organization

CHAPTER TWO

LITERATURE REVIEW AND THEORETICAL FRAMEWORK

INTRODUCTION

This chapter looked into the influence of conflict resolution on the performance of an organization using available literature from books and other studies relating to the topic. the chapter was divided into three main parts, specifically providing literature on the objectives of the study by seeking to ascertain the influence of conflict resolution on organization performance, to establish to what extent the strategy of third party intervention influenced organization performance and determine the extent to which communication strategy influenced organization performance.

OVERVIEW OF CONFLICT RESOLUTION

Conflict occurs because individuals have different perceptions, beliefs and goals, barki and hartwick (2009) explain conflict as “a dynamic process that occurs between interdependent parties as they experience negative emotional reactions to perceived disarrangements and interference with the attainment of their goals” jehn and bendersky (2003) defined it as “perceived incompatibilities or discrepant views among the parties involved”.

Conflict can produce severe problems in an organization; it can certainly hurt an organization’s performance and lead to the forfeiture of employees. Despite this studies conclude that not all conflict is bad. Conflicts sometimes bring about positive consequences such as new ideas, stimulating creativity, motivate changes and serves as a safety value to indicates problem. However, when conflict in an organization turns negative, it becomes necessary to take measure that might lead to consequences such as resource wastages, breaking of group cohension, creating of negative climate, threaten psychological well-being, increase hostility and aggressive behaviors.

CHAPTER THREE

RESEARCH METHODOLOGY

Introduction

This purpose of this study was to determine the influence of conflict resolution on the performance of Edo State civil service as an organization. This chapter looked into the methods and procedures employed to conduct this research in order to answer the research questions raised. It covered the research design, population of the study, sample and sampling technique, instrument of data collection, validity of the instrument and reliability of instrument, method of data collection and method of data analysis.

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

The research made use of Likert scale question to gather his information from respondents. The major aim of this research study is to examine the influence of conflict resolution on the performance of Edo State civil service as an organization.

The questionnaire was designed to capture the demographic data of the respondents and their opinion with respect to the research question /statement, the questionnaire was divided into two (2) parts. Part 1 sought to obtain information on demographic details of respondent while Part ll consisted of items measuring the respondents.

In all a total of seventy-five (75) copies questionnaires were administered to employees in the study area. The response are presented in tables and percentages which were used to illustrate the response received.

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATIONS

SUMMARY

The predominant purpose of this study was to assess the impact of conflict management on organizational performance with a specific focus on Edo State Civil Service. To achieve the overall goal of the study key prerequisite objectives had to be accomplished. The literature review section of this thesis focused on defining organizational performance and its connection to different conflict management strategies. In relation to that, the study analyzed the effectiveness of negotiation, communication, and third party intervention as conflict management strategies. Establishing the connection between organizational performance and conflict management strategies necessitated a detailed analysis of each strategy while considering the role of situational factor at any given time. The study is focused on ascertaining the impact of negotiation, communication and third party intervention as conflict management strategies in Edo State Civil Service.

A descriptive research design was selected because it facilitated the identification and description of independent factors and their relation to the dependent variables. Negotiation, communication and third party intervention strategies were the independent factors and organizational performance was the dependent variable in the study. The overriding focus of the study was the influence conflict management on organizational performance of Edo State Civil Service, which explains why the study population was drawn from the 75 employees of Edo State Civil Service. The utilization of the Census technique permitted the use of 75 employees as the study sample size. The direct administration of structured questionnaires by the researcher made it relatively easy to collect quality data within a short time. The collected data was analyzed using frequency tables and inferential statistics (regression analysis) depending on the factors that were being analyzed. The research methodology facilitated the collection of data that solved the problems articulated in the first chapter of this dissertation.

CONCLUSION

The effectiveness of negotiation as a conflict management strategy within the context of Edo State Civil Service formed the first objective of the study. Organization performance was the dependent variable in this study. The findings led to a conclusion that organizational performance is influenced by innovative strategies, continuous performance monitoring programs, and the frequency of task conflicts. It further concludes that Innovation is a significant component of conflict management strategies in Edo State Civil Service. Effective conflict management strategies are associated with improved performance and lower costs in Edo State Civil Service.

Negotiation has a significant impact on the organizational performance of Edo State Civil Service had a factor loading coefficient of 0.689. This coincides with study done by Long, 2006 who asserted that It goes without saying that an effective performance appraisal system can lead an organization to takes strides towards organization performance and growth by leaps and bounds. Majority of the respondents agreed that Edo State Civil Service has a very effective negotiation strategy to help manage conflicts this had a factor loading of 0.697. Notably, Norreklit (2003) argued that it is important to have negotiation at the beginning of the performance contract so that an employee is well informed of what is expected. This had a factor loading of 0.778. The resolutions to the conflict are likely to be accepted voluntarily in a win-win negotiation had a factor loading coefficient of 0.774.

RECOMMENDATIONS

The management should be sensitive to conflicts and set up effective communication channels to facilitate an improvement in conflict management. The connection between employees and top management because of the impact it has on the effectiveness of conflict management strategies.
Stima Sacco management should encourage the use of third party intervention as a form of conflict management strategy. The intervening party must maintain a neutral attitude to avoid exacerbating the problem.
The management should therefore maintain effective communication channels and explore on other ways to improve the organizational performance.

References

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