This study covers the nature of corporate conflict. That is, the forms of conflicts in companies and how they manifest, their intensity and escalation levels. As part of the aims of this study, it makes efforts to ascertain causes of organizational conflict in Blue Sky Products (GH) Ltd. Both individual and organizational related factors are considered. This notwithstanding, there is an effort to identify consequences of corporate discord on workers’ behavior as well as to recommend appropriate strategies for managing organizational conflict.
The establishment and continuous existence of organizations through the realization of set goals and objectives requires the continuous and effective functioning of its material inputs with the human elements being indispensable. However, it is appalling to note that the human elements required to facilitate goals attainment often engage in disagreement and variance over factors such as interest, views, style of management among others. The reactionary effect is due to the perceived incompatibilities resulting typically from some form of interference or opposition. This can be referred to as conflict. Schramm-Nielsen (2002) defined conflict as a state of serious disagreement and argument about something perceived to be important by at least one of the parties involved.
Table of Contents
1. CHAPTER ONE INTRODUCTION
1.1 Background to the study
1.2 Statement of problem
1.3 Research questions
1.4 Objective of the study
1.5 Hypothesis
1.6 Significance of the study
1.7 Justification of the study
1.8 Scope of the Study
1.8.1 Conceptual scope
1.8.2 Geographical scope
1.9 Conceptual framework
1.10 Definition of terms
1.11 Research methodology
1.11.1 Type of study
1.11.2 Research design
1.11.3 Study Population
1.11.4 Sampling Procedure
1.11.4.1 Sample size
1.11.4.2 Sampling Techniques
1.11.5 Sources of Data
1.11.6 Data Collection Methods
1.11.7 Data Processing and Analysis
1.12 Limitations
1.13 Organization of the Study
1.14 Ethical Consideration
2. CHAPTER TWO LITERATURE REVIEW
2.1 Introduction
2.2 Causes of conflicts in organizations
2.3 Effects of conflict on workers’ behavior
2.4 Effective ways of managing corporate conflicts
2.5 Theories of corporate conflict
2.5.1 Organizational conflict and the rise of the factory system
2.5.2 Organizational conflict and scientific management
2.5.3 Bureaucratic theory and sources of conflict
2.5.4 The post-bureaucratic paradigm and organizational harmony
2.5.5 Current trends and future directions
2.5.5.1 Micro-foundations of organizational conflict
2.5.5.2 Worker dignity and conflict
2.6 Conclusion
3. CHAPTER THREE RESEARCH METHODOLOGY
3.1 Introduction
3.2 Type of study
3.3 Research design
3.4 Study Population
3.5 Sampling Procedure
3.5.1 Sample size
3.5.2 Sampling Techniques
3.6 Sources of Data
3.7 Data Collection Methods
3.7.1 The Questionnaire
3.7.2 Document Review
3.8 Data Processing and Analysis
4. CHAPTER FOUR DATA PRESENTATION AND ANALYSIS
4.1 Introduction
4.2 Bio data of respondents
4.2.1 Age group of respondents
4.2.2 Gender of respondents
4.2.3 Marital status of respondents
4.2.4 Religion of respondents
4.2.5 Level of education of respondents
4.2.6 Length of working period of respondents
4.3 Causes of corporate conflict
4.3.1 Communication barrier as acauseof organizational conflict
4.3.2 Category of people most responsible for workplace conflict
4.3.3 Competition for scarce resources as a cause of organizational conflict
4.4 Effects of corporate conflict on workers’ behavior
4.4.1 Employee absenteeism as an effect of organizational conflict
4.4. 2 Employee turnover as an effect of organizational conflict
4.4.3 Corporate conflicts and positive workers’ behavior
4.4.4 Forms of positive effects of corporate conflict on workers’ behavior
4.5 Management of corporate disagreements
4.5.1 Conflict evaluation as a necessity for effective conflict management
4.5.2 Integrating top management in conflict management systems
4.5.3 Expression of interests by parties in conflict resolution process
4.5.4 Best approach for conflict management in organizations
4.5.5 Strategy that does not hurt parties to a conflict situation
4.5.6 Approaches that prevent re-emergence of conflict in organizations
4.5.7 Type of management style and organizational peace
4.6 Test forhypothesis
4.6.1 Chi-square test for relationship between communication barrier and employee absenteeism
4.6.2 Chi-square test for Communication barrier and employee turnover
4.6.3 Chi-square test for competition for scarce resources and employee absenteeism
4.6.4 Chi-square test for competition for scarce resources and employee turnover
5. CHAPTER FIVE SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
5.2 Summary of key findings
5.3 Conclusion
5.4 Recommendations
Research Objectives and Themes
The primary objective of this research is to explore the nature of corporate conflict, identify its underlying causes, and evaluate its specific effects on employee behavior within the organizational context, using Blue Sky Products (GH) Ltd as a case study.
- Analysis of organizational conflict triggers, including resource scarcity and communication barriers.
- Assessment of negative employee behaviors resulting from conflicts, such as absenteeism and turnover.
- Examination of the dual nature of conflict, including potential positive impacts on organizational performance.
- Review of effective conflict management strategies, such as negotiation and democratic management styles.
Excerpt from the Book
1.1 Background to the study
The establishment and continuous existence of organizations through the realization of set goals and objectives requires the continuous and effective functioning of its material inputs with the human elements being indispensable. However, it is appalling to note that the human elements required to facilitate goals attainment often engage in disagreement and variance over factors such as interest, views, style of management among others. The reactionary effect is due to the perceived incompatibilities resulting typically from some form of interference or opposition. This can be referred to as conflict. Schramm-Nielsen (2002) defined conflict as a state of serious disagreement and argument about something perceived to be important by at least one of the parties involved.
In organizations, as is constituted today, conflicting behavior is perhaps most frequently labeled as “organizational misbehavior” (Vardi and Weiner, 2007; Ackroyd and Thompson, 2001). However, a variety of other labels, such as “workplace deviance” (Robinson and Bennett, 2004), “antisocial behavior” (Giacone and Greenburg, 2000), “dysfunctional behavior” (Griffin et al., 2002) are also used. Clearly, some of these writings imply that employees recognize differences between their interests and those of their employers, but that they are mistaken or their perspective on this is somehow wrong thus, “deviant,” “antisocial” or “dysfunctional.”
Rahim (2004) opined that conflict might be interpersonal or inter group with interpersonal conflicts occurring between a supervisor and his subordinate or between two individuals at the same level of the organizational hierarchy. Inter group conflicts often occur between two departments or between management and workers while attempting to implement the policies and programs of the organization.
Summary of Chapters
CHAPTER ONE INTRODUCTION: This chapter introduces the study topic, defines the research problem, outlines the research questions and objectives, and details the methodology used for the case study.
CHAPTER TWO LITERATURE REVIEW: This chapter reviews existing scholarly literature regarding the nature, causes, and effects of corporate conflict, along with various management strategies and theories.
CHAPTER THREE RESEARCH METHODOLOGY: This chapter explains the research design, study population, sampling procedures, and data collection methods employed for the empirical analysis.
CHAPTER FOUR DATA PRESENTATION AND ANALYSIS: This chapter presents the empirical findings gathered through questionnaires and statistical tests to determine relationships between conflict variables and employee behavior.
CHAPTER FIVE SUMMARY, CONCLUSION AND RECOMMENDATIONS: This chapter provides a summary of the research findings, offers final conclusions, and proposes recommendations for management to mitigate negative conflict impacts.
Keywords
Corporate conflict, organizational behavior, employee absenteeism, employee turnover, communication barrier, scarce resources, conflict management, organizational commitment, psychological contract, workplace aggression, organizational structure, labor disputes, management style, democratic management, workplace harmony.
Frequently Asked Questions
What is the core focus of this research?
The study focuses on the nature of corporate conflict, its root causes, and its impact on workers' behavior, specifically examining how these dynamics manifest within the workplace environment.
What are the primary thematic fields covered?
The key themes include the sources of organizational disagreement, the behavioral effects on employees (such as absenteeism and turnover), and various strategic approaches to conflict management.
What is the main objective of this study?
The primary objective is to explore the nature, causes, and consequences of conflict within organizations and to identify effective management strategies that can improve employee and organizational performance.
Which scientific method is utilized in the paper?
The study utilizes a quantitative, descriptive case study design, employing structured questionnaires for data collection and statistical tools like the Chi-Square test for data analysis.
What does the main body of the work address?
The main body provides a comprehensive literature review on conflict theories, followed by an empirical analysis of a specific company to understand how communication and resource scarcity influence employee behavior.
Which keywords characterize this research?
Key terms include corporate conflict, organizational behavior, conflict management, employee turnover, and resource scarcity, among others related to organizational psychology and management.
How does the study link management style to organizational peace?
The study finds a positive correlation between democratic management styles and organizational stability, suggesting that management plays a crucial role in maintaining harmony.
What were the findings regarding communication barriers?
The analysis indicates that communication barriers are a significant source of organizational conflict and are statistically correlated with higher employee turnover.
- Citation du texte
- Samuel Kwafo (Auteur), 2012, Corporate Conflict and its Effects on Workers' Behavior, Munich, GRIN Verlag, https://www.grin.com/document/341377
