Brief Introduction
Every successful organization considers distinctive opposing views and arguments in order to take different organizational decisions. The decisions are conscientious on the side of the leaders and on the side of the employees, the conflict is also present.
The conflict in an organization is considered healthy if there is a diametrically opposed set of ideas pertaining to the nature of business and the advantage is for the improvement, but in the context of personal conflicts, the organization faces a great predicament that requires to be managed (Mughal and Khan, 2013).
An Organization is a collection of people working under one roof for the same purpose and objective. Turkalj, Fosic, and Dujak, (2008) opined that every organization encounters conflicts on a daily basis. This conflict cannot be avoided, but it is possible to manage them in a way that we recognize them on time, and it is necessary to continuously track the organizational signals which point to their existence.
Azamosa, (2004) observed that conflicts involved the total range of behaviors and attitudes that is in the opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust, or personality clashes. Irrespective of the factors resulting in conflict, it has been observed that industrial conflicts produce considerable effects on organizations and should be consciously managed as much as possible.
Table of Content
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study – – – – – –
1.2 Statement of Research Problem – – – – –
1.3 Research Questions – – – – – – –
1.4 Objectives of the study – – – – – –
1.5 Statement of Hypothesis – – – – – –
1.6 Scope of the Study – – – – – – –
1.7 Significance of the Study – – – – – –
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction – – – – – – – –
2.2 Meaning and concept of conflict – – – – –
2.3 Causes of organization conflict (Source) – – –
2.4 Conflict management Strategies – – – –
2.5. Relationship between the level of conflict and the level of
organizational performance – – – – – –
2.6. Conflicts as a Source of Strength and Weakness in an Organization –
2.7. Summary – – – – – – – – –
CHAPTER THREE: METHODOLOGY
3.1 Introduction – – – – – – – –
3.2 Research Design – – – – – – –
3.3. Population and Sample of the Study – – – –
3.4. Sources and Method of Data Collection – – —
3.5 Instrument of Data Collection – – – – –
3.6 Reliability and Validity of Research Instrument. –
3.7 Method of Data Analysis – – – – – –
CHAPTER FOUR: DATA PRESENTATION AND ANALYSES
4.1. Introduction – – – – – – – –
4.2. Data Presentation and Analyses – – –
4.3. Test of Hypotheses – – – – – – –
4.4. Discussion of Findings – – – – – –
CHAPTER FIVE: SUMMARY OF FINDING, CONCLUSION
AND RECOMMENDATION
5.1 Introduction – – – – – – – –
5.2 Summary of findings – – – – – – –
5.3 Conclusion – – – – – – – –
5.4 Recommendations – – – – – – –
References – – – – – – – – –
Appendix – – – – – – – –
