In order to be highly productive and being successful in any operation is somewhat a difficult task, unless conflict is managed carefully in the organization. Therefore, the main reason of conducting this research is to find out the sources of conflict, to identify conflict resolution techniques and to know the positive and negative outcomes of conflict in the organization.
Among the factors that accounted for the existence of conflict in the organization, perpetual difference, value difference, modern technology and personality clashes were the most important. The effort of management to understand the existing conflict in the organization is low which implies the weakness of management of the organization in handling conflict. In general, undertaking conflict and assessing conflict management practice is important task for the reduction of problems which exist in the organization.
Table of content
CHAPTER ONE INTRODUCTION
1.1 Background of the Study
1.2. Statement of the Problem
1.3 Research questions
1.4 Objective of the study
1.4.1. General objective
1.4.2. Specific objectives
1.5. Significance of the Study
1.6. Scope and Limitation of the Study
1.7. Research Methodology
1.7.1. Research design and strategy
1.7.2. Source and type of Data
1.7.3. Sampling Design and technique
1.7.4. Method of Data collection
1.7.5. Data analysis
1.8. Organization of the Study
CHAPTER TWO REVIEW LITERATURE
2.1 Definition of Conflict
2.2. Transitions in Conflict Thought
2.2.1. The Traditional View of Conflict
2.2.2. The human Relation View of Conflict
2.2.3. The Interactions View of Conflict
2.3. Stages of Conflicts
2.3.1. Latent Conflict
2.3.2. Perceived Conflict
2.3.3. Felt Conflict
2.3.4. Manifest conflict
2.3.5. Conflict aftermath
2.4. Sources of conflict
2.4.1. Differences in perception
2.4.2. Limited resources
2.4.3. Departmentalization and Specialization
2.4.4. Environmental Change
2.5. Functional Versus Dysfunctional Conflict
2.6. The consequences of Dysfunctional conflict
2.6.1. Changes within groups
2.6.2. Emphasis on loyalty
2.6.3. Rise in autocratic leadership
2.6.4. Focus on activity
2.7. Forms of conflict in organization
2.7.1. Inter organizational conflict
2.7.2. Inter group conflict
2.7.3. Inter personal conflict
2.7.4. Intra personal conflict
2.8. Role conflict
2.8.1. Intra-sender conflict
2.8.2. Inter-sender role conflict:
2.8.3. Inter role conflict:
2.8.4. Person role conflict
2.8.5. Role- Over load conflict
2.9. Strategies for managing conflict
2.9.1. Clarification of goals and objectives
2.9.2. Resource distribution
2.9.3. Personnel policies and procedures
2.9.4. Non- monetary rewards
2.9.5. Development of interpersonal/group process skills/
2.9.6. Group activities
2.10. Managing conflict through stimulation
2.10.1. Communications
2.10.2. Heterogeneity
2.10.3. Competition
2.11. Managing conflict through resolution
2.11.1. Problem solving
2.11.2. Subordinate goals
2.11.3. Expansion of resources
2.11.4. Avoidance
2.11.5. Forcing
2.11.6. Smoothing
2.11.7. Compromise
2.12. Third-party conflict resolution
2.13. Types of third-party intervention
CHAPTER-THREE DATA ANALYSIS AND INTERPRETATION
3.1. Introduction
CHAPTER FOUR CONCLUSION AND RECOMMENDATIONS
4.1 Conclusion
4.2 Recommendations
References
Appendix
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