Causes and Outcomes of Conflict Among the Workers at the Government Institutions: In the Case of Administrative Staff Wolaita Sodo University, Southern Ethiopia

Lidetu Alemu Anjulo

doi:10.7176/rhss/9-5-05

Abstract

For any organization to be effective and efficient in achieving its goals, the people in the organization need to have a shared vision of what they are striving to achieve, as well as clear objectives for each team/department and individual. The objective of this study was to asses Causes and outcomes of Conflict among the workers at the government institutions: The research was descriptive type and uses systematic random and purposive sampling techniques to drawn sample of 56respondents. The major identified causes of conflict in the organizations such as: goal incompatibility, difference in interest, differentiation, a task interdependence, scare resource, and Communication gap. Similarly, cultural background of workers, economic condition in market for salary and related staff benefits issues. In this case, Leaders should understand and apply various conflict management techniques appropriately and genuinely in order to form strong relationships with subordinates to achieve their institutional objectives and employees also should be aware of their organization conflict management strategies and create two-way communication. Therefore, this study concludes that Conflict is unavoidable and it is a situation when two or more parties are in disagreement and needs two way solutions for organizational effectiveness and efficiency. Keywords: Conflict Management, Causes of conflict, Effectiveness and Efficiency DOI : 10.7176/RHSS/9-5-05 Publication date :March 31 st 2019

Highlights

People in the organization need to have a shared vision of what they are striving to achieve, as well as clear objectives for each team/department and individual
As noted in Alemu L (2018) in our diverse society, the possibility of these differences leading to conflict between individuals is always there, and we must be ready to act to preventing and resolving situations where conflict arises
Diversity management has been overestimated as the latest fad to occupy management discourse today

Summary

INTRODUCTION

People in the organization need to have a shared vision of what they are striving to achieve, as well as clear objectives for each team/department and individual. As noted in Alemu A (2018) Organizational conflict can be regarded as a dispute that occurs when interests, goals or values of different individuals or groups are incompatible with each other (Herry O.2009) This results into a situation whereby they frustrate each other in an attempt to achieve their objectives. Conflicts are expected part of organizational life since the goals of different stakeholders such as managers and staff are often incompatible Conflict is an unpleasant fact in any organization as longer as people compete for jobs, resources, power, recognition and security(Johns GR, 2000). According to Kazimoto (2013), workplace conflict is described as the presence of discord that occurs when goals, interests or values of different individuals or groups are incompatible and frustrate each other’s’ attempt to achieve objectives in an organization. Without direct interactions, the two sides have less psychological empathy for each other. (Fink, 1968; Mach and Snyder, 1958)

Conceptual Framework

Introduction

11. Financial reward

Smoothing