SECTOR ONE
INTRODUCTION
1.1 Background to the Study
Conflict among workers in an organization is inevitable. If it manages properly, it will bring catalyst for change and can have a positive impact on employee satisfaction and performance of the organization. Conversely, unmanaged conflict negatively impacts both employee satisfaction and job performance. When organizational leaders ignore workplace conflict, they send a message that unsatisfactory job performance and inappropriate behavior are acceptable. Awan & Anjum (2015) says that properly managed conflict promotes open communication, collaborative decision making, regular feedback, and timely resolution of conflict. Open communication and collaboration enhance the flow of new ideas and strengthen work relationship, which can have a positive effect on employee morale. Regular feedback and timely resolution of conflict has the potential of improving employee satisfaction and job performance. Henry, (2011) argue that a negative work environment that does not promote conflict resolution can result in poor employee behavior and job performance. Unmanaged conflict promotes dysfunctional communication and poor behavior among staff. Poor behavior on the part of one employee has the power to affect overall employee morale, which results in lower productivity. If individuals do not have the communication or interpersonal skills to resolve their disputes, the conflict can grow and spread to others, eventually affecting their job performance, which, in turn, affects the job satisfaction of others, as well in addition to the staff not having the communication skills to address their disputes, their leaders often lack the necessary skills to be effective in conflict resolution (Hynes, 2011).
Once human resources personnel are involved, the process becomes punitive and results in disciplinary action, which contributes to an even greater reduction in employee morale and employee satisfaction. Within any organization, there are usually different positions and jobs. People occupying these positions have different perceptions, goals, thought and concerns (Kazimoto, 2013).
1.2 Statement of the Problem
Conflict can occur in any organization when employees with different backgrounds and priorities work together. Conflict can be expressed in numerous ways such as insults, noncooperation, and anger. Interpersonal conflict in an organization results from disagreement in some ways which can be emotional, physical and personal between two or more employees. Such disagreements could have negative effects on productivity owing to the ability to create organizational climate that makes it nearly impossible for employees to work together (Hickman, 2010). Furthermore, interpersonal conflict in an organization can not only affect morale but also impact the efficiency. It can also lead to strained relationships, grievances, absenteeism, and employee turnover. Unfortunately, interpersonal conflict is a common occurrence in an organization due to different personalities that must mesh and it against this background that this proposed study seeks to examine conflict management and organizational performance.
MTN, as a telecommunication Firm has being suffering one form or the other of conflict, mostly interpersonal conflict among her staff which has affected the smooth operation of the institute overtime. The effective management of these conflicts will go a long way to enhance performance of the organization in meeting to its mandate.
1.3 Research Questions
1) To what extent avoidance as a conflict management strategy influences employee’s performance?
2) How has collaboration as method assisted as conflict management strategy in organization?
3) Is accommodation effective as conflict management strategy in organization?
4) How has compromise as conflict management strategy affect employee’s performance in organization?
1.4 Objectives of the Study
The main objective of this proposed study is to examine conflict management and organizational performance. Other specific objectives include:
1) To know how avoidance can be used as conflict management strategy in organization.
2) To evaluate the methods of collaboration as conflict management in organization.
3) To assess the effective of accommodation as conflict management strategy in organization.
4) To determine how significant compromise is as conflict management strategy in organization