Conflict management thesis

research proposal on peace and conflict

Faculty conflict management style, emotional intelligence competencies, and leadership styles were measured against five service quality dimensions, and eight student evaluation of educational quality dimensions.

Functional Versus Dysfunctional Conflict Not all conflict is bad. One school of thought has argued that conflict must be avoided that it indicates a malfunctioning within the group. In addition, functional conflict can improve working relationship, because when two parties work through their disagreements, they feel they have accomplished something together.

Research proposal on conflict management

Competitions and misunderstandings may also be responsible for intergroup conflict. In this context, conflict may be classified as intra-organizational i. Faculty conflict management style, emotional intelligence competencies, and leadership styles were measured against five service quality dimensions, and eight student evaluation of educational quality dimensions. In these cases, managers will want to encourage the conflict. The human Relation View of Conflict The human relations view of conflict argued that conflict was a natural occurrence. Primary data were raw data which was gathered by using questionnaires and interview. On the broad side, Pondy cited by Afzalur has argued that organizational conflict can best be understood as a dynamic process underlying organizational behavior. For example, when a sincere employee notices that his boss routinely chooses a careless employee for best performance reward, the sincere officer can feel disheartened. We shall now examine a member of the changes that occur within groups and between groups as a result of dysfunctional inter group conflicts.

Differences in perception result in different people attaching different meanings to the same stimuli. In dysfunctional conflict, the losses to both parties may exceed any potential gain from the conflict. Estimates show that managers spend about 21 percent of their time dealing with conflict.

Finally, our definition is flexible enough to cover the full range of conflict levels from overt and violent acts to subtle forms of disagreement Robbins, 2.

Phd thesis on conflict resolution

Functional conflict is a healthy, constructive disagreement between two or more people. In an organization with reducing profits or revenues he potential for conflict is likely to be intensified. The Interactions View of Conflict Whereas the human relations view accepted conflict, the inter actionist view of conflict encourages conflict on the grounds that a harmonious, peaceful, tranquil and cooperative group is prone to becoming static, apathetic, and non responsive to needs for change and innovation. So, managers must learn how to address and manage conflict both in organizational and workplace levels. Intergroup Conflict Intergroup Conflict is the conflict between different groups, teams and departments. Hence, it is difficult to assess the attitude of the whole employees and also due to time, budget and respondents constraint,40 employees taken in to consideration as representative of targeted population. Conflict may take the form of rivalry between teams; or it may be apparent by the lack of trust and cooperation between large groups of employees and management. General objective The general objective of the study was to assess conflict and conflict management in case study of Aleta land propylene bag factory SNNPR, Hawassa. Increased group cohesiveness It is clear that when groups are engaged in a conflict their cohesion tends to increase. Third chapter is data analysis and interpretation, chapter four conclusion and recommendation were presented. Organization of the Study The proposed reasearch was organized in to four chapters. For example, in one service, people can be involved in conflict at work with intention to expel other outside the organization. Intergroup conflict arises between two groups. Intra-organizational conflict may also be classified based on level: individual, groups, etc.

The manager usually wants his employees to settle their differences without his personal intervention, but sometimes he needs to step in Green, In this context, workplace conflict is a fact of life in any organization if people will compete for jobs, power, recognition and security Adomie and Anie, General objective The general objective of the study was to assess conflict and conflict management in case study of Aleta land propylene bag factory SNNPR, Hawassa.

Therefore to result in a positive effect, conflict need to be managed carefully. Laurin and Mullins, This definition is purposely broad.

Conflict management pdf

Organization of the Study The proposed reasearch was organized in to four chapters. The third, and most recent, perspective proposes not only that conflict can be a positive force in a group but explicitly argues that some conflict is absolutely necessary for a group to Perform actively. Source and type of Data The data type used for conducting this study was both quantitative and qualitative type of data that collected from primary and secondary source of data. Research Methodology 1. The study was adopt both quantitative and qualitative research approach which to find out the sources of conflict and used to resolve conflict in the organization ,would be attained using quantitative approaches ,the postive and negative outcomes of conflict was measured by qualitative approach. The conception of service quality in higher education is complex, multifaceted, and disputable. Intergroup Conflict Intergroup Conflict is the conflict between different groups, teams and departments. Research design and strategy The research design used in the study was basically descriptive in nature.

The first chapter deals with the introductory part of the paper in which background of the study, statement of the problem, objectives of the study, significance of the study, delimitation and limitation of the research methodology used, and organization of the paper.

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(DOC) MY SMU THESIS ON CONFLICT RESOLUTION