TABLE OF CONTENTS
APPROVAL
DEDICATION iv
ACKNOWLEDGEMENT
ABSTRACT
CHAPTER ONE 1
INTRODUCTION 1
1.0 Introduction 1
1.1. Background of the study 1
1.2 Problem statement 3
1.3Objectives of the study 4
1.3.1 General objective 4
1.3.2 Specific objective 5
1.4Research questions 5
1.5 Scope of the study
1.5.1 Geographical scope 5
1.5.2 Content scope 6
1.5.3 Time scope 6
1.6 Significance of the study 6
CHAPTERTWO 8
LITERATURE REVIEW 8
2.0. Introduction 8
2.1 Conceptual review 8
2.1.1 Workplace Conflict 8
2.1.2. Organizational Performance
2.2 Theoretical Review 10
2.3. Conceptual Frame work 12
2.4. Effects of Organizational Conflicts 13
2.5. Causes Organizational Conflicts in an Organization 15
2.5. Types of Conflicts 18
2.6. Strategies to Manage Organizational Stress in Organizations 19
2.7 Research gaps 21
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CHAPTER THREE 22
RESEARCH METHODOLOGY 22
3.0. Introduction 22
3.1. Research Design 22
3.2 Population of the Study and area of study 22
3.2.1. Sample size and selection 22
3.3 Data Collection methods 23
3.4. Data Collection Instruments 24
3.5. Validity and Reliability 25
3.6. Procedure of Data Collection 25
3.7 Data Analysis 25
3.8. Ethical Considerations 26
3.9 Limitations of the study 26
CHAPTER FOUR 27
PRESENTATION OF FINDINGS 27
4.1. Introduction 27
4.2. Findings on Description of Respondents 27
4.2.1. Gender of respondents 27
4.3. Findings on the Effects of Organizational Conflicts on performance and Organizational
performance in Kween District 32
4.4. Findings on the causes of organizational conflicts in Kween District 34
4.5. Findings on the Ways of Managing Conflict in Organizations in Kween District 37
CHAPTER FIVE 39
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS 39
5.0. Introduction 39
5.1. Discussions of respondents’ demographic profiles 39
5.2. Presentation and Interpretation of Findings 39
5.2.1. On the consequences of Conflicts on Organizational performance; 39
5.2.2. On the causes of organizational conflicts in Kween District; 40
5.2.3. On the strategies that can be used to resolve Conflicts in Organizations; 41
5.3. Conclusion 42
5.4. Limitations of the study 43
ABSTRACT This study investigated the effect conflict management on organizational performance in organizations taking Kween District Headquarters as the study case. This study was inspired by the lower rates of organizational performances due to high levels of organizational conflicts especially amongst employees. The study employed a study case design to collect data from a sample of 34 respondents working with Kween District Headquarters. Simple random sampling techniques were used in selecting the sample. Questionnaire was the main instrument of data collection and the data tables, tabulates expressed in terms of Percentages (%), were used for data analysis. That’s Primary data was collected using self-administered questionnaires, on a face to face environment to ensure clarification of issues to the respondent and to attain high response rate and minimize errors. Secondary data was obtained through reviewing the existing literatures using literature review guide (study objectives). The data obtained was analyzed using both qualitative and quantitative data analysis techniques such as frequencies and percentages cross tabulations and verbatim explanations where appropriate. The findings of the study revealed that the major causes of organizational conflicts are sharing of limited resources. Employees always compete for the scarce resources. Therefore it’s the prime responsibility of the management to ensure that the available scarce resources are utilized properly for the benefit of the organization and other stakeholders. This approach to a certain degree will minimize chances of conflicts arising in organization. Employee’s performance evaluation criteria should be clearly spelled out and communicated to all employees. Employees should be evaluated impartially considering the performance standard set. Therefore, to avoid the situation of conflicts to arise in organizations, the researcher recommends that; Employees should be given an open floor to file in their complaints either directly or indirectly through suggestion boxes, Managers should develop appropriate strategies to resolve conflicts, the procedures in place to resolve conflicts should be communicated to all employees and lastly The outcome of the resolution should be binding to all parties involved.
CHESANG, A (2022). Conflict Management and Organizational Performance: A Case Study of Kween District Headquarters. Afribary. Retrieved from https://track.afribary.com/works/conflict-management-and-organizational-performance-a-case-study-of-kween-district-headquarters
CHESANG, AYEKO "Conflict Management and Organizational Performance: A Case Study of Kween District Headquarters" Afribary. Afribary, 11 Aug. 2022, https://track.afribary.com/works/conflict-management-and-organizational-performance-a-case-study-of-kween-district-headquarters. Accessed 24 Nov. 2024.
CHESANG, AYEKO . "Conflict Management and Organizational Performance: A Case Study of Kween District Headquarters". Afribary, Afribary, 11 Aug. 2022. Web. 24 Nov. 2024. < https://track.afribary.com/works/conflict-management-and-organizational-performance-a-case-study-of-kween-district-headquarters >.
CHESANG, AYEKO . "Conflict Management and Organizational Performance: A Case Study of Kween District Headquarters" Afribary (2022). Accessed November 24, 2024. https://track.afribary.com/works/conflict-management-and-organizational-performance-a-case-study-of-kween-district-headquarters