Effect of Conflict Management on Business Performance
CHAPTER ONE
Objective of the study
The objectives of the study;
- To ascertain the effect of conflict management on business productivity
- To ascertain the impact of conflict management on effective and efficient of business performance
- To ascertain the negative impact of conflict in organization
CHAPTER TWO
REVIEW OF RELATED LITERATURE
THEORY AND SOLUTIONS
Social exchange theory has been used in this case study, which is a model of human behavior and has been developed to explain the process by which people build and maintain relationships. (Reader, 2017) This theory involves economic relations, in which one party owns the other’s valuable goods. This theory is used in the case studies because Nestle has many teams and departments. Effective communication between the team and the department is important. So, with this theory, people can evaluate how their relationship is based on everyday interactions. One way to determine the cause of a problem is a cause-and-effect diagram. The cause-and-effect diagram is also known as the fishbone diagram or the Ishikawa diagram. It was founded by Dr. Kaoru Ishikawa, an influential innovator in quality management. A fishbone diagram can identify many possible causes of a problem. It can be used to organize a brainstorming session. In brainstorming sessions, people come up with ideas that are grouped into useful categories via fishbone diagrams. Cause-and-effect diagrams have many benefits. They help the team understand that there are many causes leading to an outcome, show the relationship between cause and effect and each other, and identify areas for improvement. Fishbone diagrams are useful in product development and troubleshooting. After the team brainstorms all the possible causes of the problem, facilitators help the team rank the potential causes according to their importance and draw a hierarchy. The design of this photo looks a lot like the skeleton of a fish. A fishbone diagram is usually drawn from right to left, with each large “bone” branch of the fish, including the smaller bones, containing more detail. Organizational conflicts happened everywhere and ignoring them can be costly. Organizational conflict is inevitable; therefore, the company should have a conflict resolution plan to solve with it. Every organization needs experienced and trained staff to carry out these activities. Changes in the environment not only make work more complex but also put greater pressure on organizations to readjust the products and services they offer in order to compete in this rapidly changing world. However, in a rapidly changing society, training is an activity that is necessary to maintain a dynamic and knowledgeable workforce. The success of the training program depends to a large extent on the correct identification of training needs. When managers find deviations between standard performance and actual performance, they will feel the need for training. It is not just workers who need to be trained. However, it includes all employees in the organization, such as supervisors, managers, and administrators, who need training and development in order to grow and acquire mature ideas and actions.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Effect of conflict Management on business performance. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of effect of conflict Management on business performance
Summary
This study was on effect of conflict Management on business performance. Three objectives were raised which include: To ascertain the effect of conflict management on business productivity, to ascertain the impact of conflict management on effective and efficient of business performance and to ascertain the negative impact of conflict in organization. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Micro finance bank Lapo, ilorin kwara state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study revealed that all the conflict management strategies studies namely negotiation, collective bargaining, joint consultation and alternative dispute resolution were found to have significant positive relationship with organizational performance. The results of the study offered strong empirical support for the existence of a positive and statistically significant relationship between conflict management strategies and organizational performance. To a very large extent, the findings of this present study concur with earlier empirical studies on conflict management and organizational performance that the use of integrative strategies in conflict management yields positive results.
Recommendation
- Managers should adopt the conflict management strategies studied since they are found to be effective in managing conflicts in organization.
- Management in the organization must try to adopt an inclusive and collaborative strategies in conflict management and at the same time strive to involve union – leadership or employee representative in vital decisions that affect the workforce. Both management and employees must resolve to work together amicably by formulating potent strategies and sustaining acceptable policies as effective machinery for managing conflict on continuous basis in organizations. This can be achieved through collective bargaining.
- Since conflict management strategies studied were found to have significant relationship with performance, management should not take it with kids‘ glove as it can influence the employee performance, and this can either mar or make the organization in achieving its stipulated objectives from time to time.
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