But recently, it has been generally accepted that conflict is somewhat inevitable and is not always or necessarily bad for an organization. Discussion of the study examines the role of conflict management strategies on employees’ productivity in a nigerian civil service. Arbitration is one of the conflict management strategies in which an independent person act as an adjudicator or judge in dispute to decide on the terms of settlement.
What is the contribution of various conflict management strategies (collective bargaining, negotiation, avoidance and imposing) to employees’ productivity in the workplace? Other management strategies such as suppression, smoothing, compromise, third-party intervention, cooperation, democratic process, job rotation as well as confrontation has also been identified. Pearson product moment analysis of the relationship between conflict management’s styles and employees’ productivity in the image(png format).
Discussion of the findings this study has shown a significant positive contribution of collective bargaining and negotiation as conflict management strategies to have a significant contribution to employees’ productivity. There is a need for training and retraining of managers on how to effectively manage conflict to enhance employees’ productivity. Conclusionthis study has examined the contribution as well as the relationship between different conflict management strategies and employees’ productivity in the workplace.
Conflict can also arise when two or more values, perspective and opinions are contradictory in nature and have not been agreed upon. If properly managed, conflict can lead to the development of ideas, and can also create internal cohesiveness among groups. Help centerless log insign erature review re conflict management13 pagesliterature review re conflict managementuploaded bynanci mcinnes connect to downloadget pdfliterature review re conflict managementdownloadliterature review re conflict managementuploaded bynanci mcinnesloading previewsorry, preview is currently unavailable.
Just like any other organization, akwa ibom state service is still confronted with various forms of conflict both interpersonal and conflict task conflicts. This therefore means that collecting bargaining and negotiation are the conflict management strategies that can enhance employees’ productivity while imposing and avoidance will discourage employees’ productivity. This involves a situation whereby groups who are in conflict and who have failed to reach agreement, can come together once again to attempt to settle their differences.
The instrument “conflict management strategies and employees’ productivity questionnaire” was pretested for reliability and the cronbach reliability coefficient of 0. According to uya (1992), conflict cannot be completely dissociated from human beings and their endeavours, be it group or organization. Some of the strategies used in managing conflict include forcing, avoidance, structural changes, compromise and smoothing (ladipo, 1997).
Lee & rogan (1991) found that in conflict with peers, korean tend to use the compromising style, most frequently and then followed by integration obliging, dominating and avoidance respectively. Section a measures the demographic of the respondents; section b assessed each of the four conflict management strategies. Workers at all level should be trained and given the right behavioural orientation as to reduce the occurrence of conflict at workplace.
2005, conflict management in an age of globalization: a comparison of intracultural and intercultural conflict management strategies between koreans and americans. Constructively managed conflict induces a positive performance while poorly managed conflict heats up the environment to bring about ‘dislocation of the entire group and polarization, reduced productivity on job performance, psychological and physical injury, emotional distress and inability to sleep, interference with problem activities, escalation of differences into antagonistic position and malice and increased hostility (akanji, 2005). To examine the contribution of various conflict management strategies (collective bargaining, negotiation, avoidance and imposing) to employees’ productivity in the workplace.
Objectives of the study the objective of this study is to examine the contribution of different conflict management strategies on employees’ productivity in the workplace. Hypothesis one there is no significant contribution of each of the conflict management strategies (collective bargaining, negotiation, avoidance and imposing) to employees’ productivity in the 1. It therefore means that collective bargaining and negotiation can be term to be an effective means of conflict management strategies that will trigger a better employee’s productivity when conflicts are properly managed, it results to an improved productivity.
Current table in a new results in table 2 showed a significant positive relationship between collective bargaining and employees’ productivity in the workplace(r =0. There is no organization that can effectively carry out its day to day activities without encountering some form of conflict. Cognitive conflict arises as a result of incompatibility of ideas, affective conflict on the order hand usually arise when there is an incompatibility in emotions.