Conflict Management Strategies Research Articles

Effect of Conflict Management on Organizational Performance in the NGO Sector of Nangarhar

This paper investigates the impact of conflict management on organizational performance in non-governmental organizations operating in Nangarhar. Conflict management is the independent variable, while organizational performance is the dependent variable. The findings suggest that effective conflict management is positively related to organizational performance, indicating that managing conflicts effectively is crucial for achieving NGO success. The study highlights the importance of conflict management in enhancing organizational outcomes, improving communication, and fostering a positive work environment. Furthermore, it suggests that NGOs should prioritize conflict management strategies, such as training programs and conflict resolution mechanisms, to improve their performance and achieve their goals effectively.

A Comparison of Conflict Management Strategies Used by Heads of Educational Institutions in Punjab

The goal of the present paper was to explore the conflict management strategies used by institutional heads in Punjab. A sample of 144 from heads of schools, principals of colleges, and heads of departments of universities was drawn using a convenient sampling technique. An instrument, the Farooqi Organizational Conflict Inventory (FOCI) used for data collection. SPSS 26 was used for data analysis. The results reported that institutional heads employ avoiding and integrating styles of managing conflicts. Furthermore, no difference in the conflict management styles employed by institutional heads based on their gender, qualification, and experience was found except for the administrative background. It was recommended that research be carried out to explore how conflict management strategies of institutional heads affect teachers’ performance.

Empirical Evaluation of Farmer-Herders’ Conflict in Asa Local Government Area of Kwara State, Nigeria

The conflict between crop farmers and cattle herders has become a persistent issue in many regions of Nigeria, including the Asa Local Government Area of Kwara State. This study evaluates the nature of such conflict in the state and how it is managed using a multistage sampling technique to select 120 arable crop farmers in the state. Primary data were collected through structured questionnaires. The study findings show that poor communication, crop destruction, and cattle theft are the primary causes of conflict between the crop farmers and cattle herders in Kwara State. Of all these causes, 84.4% of the study participants ranked poor communication as the first major cause of conflict, 67.5% ranked crop destruction as the second major cause of conflict, and 53.1% ranked cattle theft as the third major cause of conflict. These conflicts result in detrimental effects, such as property damage and loss of life. This study reveals that negotiation (83.1%), mediation (3.2%), and sanctioning (3.3%) are the conflict management strategies employed in addressing conflicts among the farmers and herders in Kwara State. Despite the use of negotiation, mediation, and sanctioning as conflict management strategies, conflicts persist between arable crop farmers and cattle herders in the study location. This persistence shows there is a need for improved education and communication between stakeholders to address this issue. The study recommends educational programs and enhanced communication channels to foster peaceful coexistence. Overall, the findings underscore the complex dynamics of farmer-herder conflicts and the importance of sustainable conflict resolution approaches. Keywords: Farmer-herder conflict, conflict management, communication, sustainable coexistence.

Assessing Student Leaders’ Leadership Styles and Conflict Management

Student leadership gives students the training they need to engage themselves in school-related tasks or concepts, objectives, and aspirations beneficially and constructively. It teaches them how and when to plan an event, manage their schedule, improve their speaking abilities, and lead students. To achieve a target, leadership is a flexible process that calls for collaboration with others in both academic and professional lives. For individuals who are expanding their professional competencies, gaining leadership skills is essential. To enable students to learn their attributes and better prepare them for their careers, leadership qualities and skills should be measured. This study examined the profile in terms of age and sex, leadership styles, and conflict management of student leaders in a state university. A descriptive-correlation research design was employed in the study with undergraduate student leaders of their respective department organizations who enrolled in different courses. (N=70). Results show that majority of student leaders age is between 18- 21 and are dominated by male student leaders. It can also be gleaned that the majority of student leaders possess a democratic leadership style. Democratic leadership approaches have provided leaders the capability of making wise decisions, collaborating with others, and asking pertinent questions to people to handle certain issues. In terms of conflict management, the number one conflict management strategy used by the leaders is accommodating strategy Moreover, there is no significant relationship between the leadership style of student leaders and conflict management. Regardless of the leadership style of student leaders, it is up to them how they will handle conflict management effectively. Student leaders set the tone for conflict management through their leadership styles.

Peran Manajemen Pendidik dan Tenaga Kependidikan dalam Pengelolaan Konflik Sekolah SMPN 36 Surabaya

Conflict management is a handling process carried out by a authorities in overcoming and regulating conflicts and finding a way out of the problems that occur. With management in handling conflicts, the parties involved in the conflict can avoid consequences that can harm the parties involved uncontrollably. The purpose of this research is to know the ways and steps taken by educators and education personnel in handling conflicts that occur at SMPN 36 Surabaya. The method used in this research is a qualitative method by conducting interviews, observation and documentation studies. SMPN 36 Surabaya has good management in handling conflicts that can strengthen relationship between, teachers, students, and the community around the school. In this article, the discussion discusses the right conflict management strategy.

A Study of the Developmental Mechanisms of Inter-Team Conflict Processes Within Multi-Team Systems - An Exploratory Analysis Based on a Collaborative R&D Context.

The analysis of the pivotal determinants that impact the progression of inter-team conflict processes in multi-team systems, as well as their underlying mechanisms, serves to explicate the developmental framework of said conflict processes. This study adopts a vantage point centered on the evolution of inter-team conflict in multi-team systems, with a specific focus on the sequential progression including"conflict latency → conflict perception → conflict management → conflict outcome → conflict feedback. By transmuting qualitative data into quantitative data through the discernment of inter-conceptual relationships' directionality and quantity, this study distills the key chain of relationships between categories. Employing the explanatory structure model, the developmental mechanism of inter-team conflict processes in multi-team systems is unveiled. Notable sources of conflict include team goal identification, team role multiplicity, inter-team relationships, and team competence. Factors that exert a significant influence on conflict management comprise inter-team conflict types, inter-team relationships, team competence, inter-team heterogeneity, team affiliation, and system goals. Reviewing the genuine motivations underlying conflict management behavior, as well as adopting a lengthier temporal perspective, emerges as a crucial consideration when analyzing the implications of conflict management on both the system and the team for evaluative purposes. Inter-team communication emerges as a pivotal influence on the efficacy of conflict management, which, in turn, is influenced by boundary managers, inter-team heterogeneity, and the inter-team interactive memory system. Through an in-depth analysis of the hierarchical interrelationships among factors that influence conflicts within teams, we have established a model for the conflict development process. This model is instrumental in comprehensively understanding the dynamics of conflict evolution within teams. It serves as a reference point for formulating more precise and effective conflict management strategies. Moreover, this model not only offers practical guidance for resolving conflicts within a multi-team framework but also enhances inter-team collaboration. Therefore, it contributes significantly to achieving the objectives of the multi-team system.

Conflict management in friendship relationships based on gender among social science education students

This research aims to determine whether there is a difference in the way males and females encounter conflict to find a resolution in friendship relationships among Social Studies Education students. The research employs a quantitative approach with a survey method using purposive sampling, involving a total of 91 participants who have experienced conflicts, consisting of 26 male students and 65 female students. Data collection utilizes a questionnaire adapted from Johnson, and data analysis employs descriptive statistics. The results indicate that 1) conflict management strategies employed by male and female students in friendship relationships within Social Studies Education predominantly involve collaboration, with an average percentage score of 21.38 for male students and 21.45 for female students, and 2) the research findings based on gender differences show (p > 0.05 = 0.67 > 0.05, t = 0.42, df = 89), indicating no significant difference in conflict management between male and female students.

The Values of the Management of Value Conflict

An increasing number of strategies for dealing with value conflicts in public management have been presented. These include Cycling, Firewalling, Casuistry, Incrementalism, and so on. A closer look reveals an apparent contradiction. The strategies are presented as forms of practical rationality to go beyond instrumentalist approaches and find answers in the common interest, but at the same time they are presented as instrumental rational strategies to deal with blockades for particular interests. This paper uses Paul Ricoeur’s analyses of compromise and of political paradox to overcome this puzzling contradiction and to distinguish more justifiable strategies of value conflict management from less justifiable strategies

Role of Multilateral Institutions in Managing Regional Conflicts and Crises in Democratic Republic of Congo

Purpose: The aim of the study was to investigate role of multilateral institutions in managing regional conflicts and crises in Democratic Republic of Congo
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: Multilateral institutions play a crucial role in managing regional conflicts and crises by employing a range of diplomatic, humanitarian, peacekeeping, and development interventions. While facing various challenges, their continued engagement and collaboration remain essential for promoting peace, stability, and sustainable development in conflict-affected regions worldwide.
 Unique Contribution to Theory, Practice and Policy: Realism theory, constructivism theory & liberal institutionalism theory may be used to anchor future studies on the role of multilateral institutions in managing regional conflicts and crises in Democratic Republic of Congo. Multilateral institutions offer a neutral platform for diplomatic engagement. Multilateral institutions influence policy development by convening member states and experts to craft effective conflict management strategies.

MANAGING CONFLICTS WITHIN A TEAM: CONFLICT RESOLUTION STRATEGIES AND EFFECTIVE COOPERATION

Managing conflicts and developing their resolution strategies are among the leading topics in modern management. The studies aimed at improving and understanding the connection between management styles and conflicts, strategies for coordinating cooperation, and increasing team productivity are becoming relevant. This research aims to determine the effectiveness of training professionals in conflict management and resolution strategies within a team, enhancing productivity through cooperation and project effectiveness. Also, the authors present a study of how team effectiveness depends on the ability to manage conflict by mediating the level of team coordination. The study employs various methods. The experiment method is the main one in this paper. The study results were evaluated using a survey and observation conducted by stages. The research hypothesis asserts that studying conflict resolution principles and employing various conflict avoidance strategies are positive components of contemporary management practices. The research results indicate that conducting a conflict management training course based on cooperation positively impacts project team productivity and managerial preparedness. There are prospects for continuing experimental research on considering and analyzing conflict management styles as they develop and determine the connection between team performance and conflict management skills.

Cultural Sentinels: Ọkọnkọ Society's Watchdog Role in Conflict Resolution and Cultural Preservation in Umuahia Community

Purpose of the Study: This study investigates the diverse roles of the Ọkọnkọ Society in Umuahia, Nigeria, particularly its use of Igbo language and cultural practices in conflict resolution and cultural preservation, challenging the conventional view of the society as merely a secret male cult. Methodology: The study employs qualitative, ethnographic methodologies including in-depth interviews, FGDs, and non-participant observations in Umuahia, supplemented by scholarly literature, with analysis grounded in hermeneutics, semiotics, and conflict management theories to emphasize the role of language and culture in the Ọkọnkọ Society's practices. Main Findings: The research uncovers the crucial role of the Ọkọnkọ Society in Umuahia as a guardian of peace and cultural sentinel. Key findings include the society's use of Igbo proverbs and semiotics (e.g., ọmụ palm frond, uhie drum) in conflict mediation, and the societal respect and trust they command. The society's conflict resolution role extends beyond mere mediation, effectively acting as an appellate court within the community, especially in land disputes. The study also highlights society's role in preserving and enforcing cultural norms and practices. Applications of this Study: This research has practical implications for understanding indigenous conflict resolution mechanisms in African communities. It offers insights for policymakers and social workers in designing culturally sensitive conflict management strategies. Additionally, it contributes to preserving the cultural heritage of the Igbo people by documenting traditional practices and societal structures. Novelty/Originality of this Study: This study is original in its comprehensive examination of the Ọkọnkọ Society, linking Igbo language and culture with conflict management practices. It fills a significant gap in academic research by shedding light on the societal and cultural dynamics within the Umuahia community, thus providing a deeper understanding of the intricate relationship between language, culture, and social governance in an African context.

Conflict Management Strategies and Organisational Performance: A Study of Federal Roads Maintenance Agency in Abuja, Nigeria

Many organizations in Nigeria are currently grappling with task, relationship, and process related conflict. This ongoing struggle is consuming valuable organizational time and resources. If not effectively managed, these conflicts have the potential to escalate, resulting in significant human and financial costs. This study, therefore, centres on evaluating how conflict management strategies influence organizational performance, using the Federal Roads Maintenance Agency (FERMA) as a case study. The objectives of this study are to determine the relationship between conflict management strategies—specifically, avoidance strategy, collaboration strategy, compromising strategy, and accommodation strategy—and organizational performance. The study reviewed relevant theoretical and empirical literature, drawing its theoretical framework from contingency theory. The research design employed a survey research technique, with a close-ended questionnaire serving as the principal instrument for data collection. Utilizing Taro Yamane's formula, the established sample size for this study included 235 staff members of FERMA. Hypotheses were tested using regression analysis as the selected statistical method. The study found a significant positive relationship between organizational performance and all the examined conflict management strategies, namely avoidance strategy, collaboration strategy, accommodation strategy, and compromising strategy. In light of the study's results, it is recommended that managers consider employing the identified conflict management techniques due to their demonstrated effectiveness in effectively handling conflicts within organizational settings.

Strategies for Managing Interpersonal Conflicts in Multicultural Teams

Multicultural teams are becoming increasingly common in globalized work environments, bringing diverse perspectives that can foster innovation but also lead to complex interpersonal conflicts. The objective of this study was to explore effective strategies for managing these conflicts, with an emphasis on understanding the impact of communication styles, cultural norms, and conflict management strategies on team cohesion and performance. This qualitative study employed semi-structured interviews to collect data from 16 participants with diverse cultural backgrounds, who have experience in multicultural teams. Data analysis was conducted using NVivo software, focusing on thematic coding to achieve theoretical saturation. The interviews explored participants’ experiences and strategies related to conflict in multicultural settings. Three main themes were identified: Communication Styles, Cultural Norms and Values, and Conflict Management Strategies. Communication Styles included subcategories such as Language Barriers, Modes of Communication, Cultural Interpretations of Politeness, Conflict Escalation, and Resolution Techniques. Cultural Norms and Values encompassed Power Distance, Individualism vs. Collectivism, Uncertainty Avoidance, Long- vs. Short-Term Orientation, and Time Orientation. Conflict Management Strategies featured the Role of Cultural Mediators, Adaptive Leadership, Preventive Measures, Feedback Systems, and Reconciliation Processes. Effective management of interpersonal conflicts within multicultural teams requires a nuanced understanding of diverse communication styles, cultural norms, and proactive conflict resolution strategies. Tailored approaches that consider these elements can significantly enhance team dynamics and organizational productivity. Leaders and organizations are encouraged to implement adaptive leadership and cultural competency training to navigate and resolve conflicts effectively.

Conflict Management Strategies and Employees Performance in a Selected Manufacturing Firms in Lagos State

Conflict Management Strategies and Employees Performance in a Selected Manufacturing Firms in Lagos State

Conflict Management Strategies and the Digitalization of Family Firms: The Moderating Role of Generational Ownership Dispersion

Conflict Management Strategies and the Digitalization of Family Firms: The Moderating Role of Generational Ownership Dispersion

Methodology for studying conflicts. Specific features of studying conflicts in the post-Soviet space

Conflicts in the modern world becoming more and more relevant and requires a close expertise from different perspectives. Conflict resolution, peaceful and more importantly legal regulation of the conflict are the main goals, but the way for its achievement relies on detailed research. Additionally, it is crucial to take into consideration the region of the conflict to understand the nature and deep roots of the conflict, otherwise conflict resolution would not be achieved and transfer it to a frozen state. That is why it is necessary to understand the structure of conflicts, its principles and methodology of the research. The author proposes a comprehensive methodology that takes into account these specific features and challenges. This methodology incorporates multi-disciplinary approaches, drawing from political science, sociology, history, and international relations. In conclusion, this article contributes to the ongoing discourse on conflict studies by providing a specialized methodology that addresses the specific challenges presented by conflicts in the post-Soviet space. By recognizing the unique features of this region, researches, policymakers, and analysts can develop more informed strategies for conflict prevention, management, and resolution, ultimately contributing to peace and stability in the post-Soviet space and beyond.

Workplace Conflict and Performance of Organizations

This paper reviews conflict and conflict management strategies for achieving optimal organizational development. Conflict in literature is an inherent occurrence at the workplace whose management can tilt the organization’s performance scale. Understanding conflict in an organizational context, how it manifests, and its impact can help organizations anticipate and de-risk its potential negative impact on performance. This paper reviews the evolving place of conflict in organizational development, analyzes differing perspectives, and highlights documented best practices and models to address conflict and its manifestations in organizations. Further, it expounds how conflict, when not managed well, can lead to a hostile environment that negatively impacts performance. It underscores the need for organizations to proactively identify hostility in the workplace and design effective strategies to manage and resolve conflicts to enhance a productive and positive work environment. We also review the various conflict resolution models that have been proposed, their core application frameworks, and the multiple contexts where these models are applied in organizations to resolve conflicts. Organizational leadership is further recognized as a critical facilitator of systems and strategies to identify conflicts and hostility in the workplace. We also review and propose systems that focus on enhancing communication through policy and staff training to foster and maintain a positive work environment that minimizes the potential negative impact of workplace hostility. Thus, the scope of this paper will look at workplace conflict and hostile work environments and propose solutions to ensure the organization continues to thrive.

Workplace Conflict Management Strategies on Employee Performance at the Constitutional Commissions and Independent Offices in Kenya.

In today’s corporate world, the employees are from a diverse range and as they congregate in one working space, there has been an increase in conflicts at the workplace due to divergent views and personalities. It is important, therefore, for management to put out strategies to manage workplace conflicts to avoid poor performance and to be able to handle its mandates. This paper sought to assess the effect of workplace conflict management strategies on employee performance of Constitutional Commissions and Independent Offices in Kenya. The concept of workplace conflict explored by collaborative strategy, accommodating strategy, negotiation strategy, and confrontation strategy. The research adopted descriptive statistics in interpreting the findings. The study revealed that while collaborative strategy and accommodating strategy were significant, negotiation strategy and confrontation strategy were not significant in improving employee performance in the organization. The study concludes that collaborative strategy and accommodating strategy are strategies that can manage workplace conflict to enhance employee performance. The study recommends an improvement in collaborative strategy as doing so would significantly enhance employee performance of Constitutional Commissions and Independent Offices in Kenya.

Conflict Management in Healthcare Leadership; A Narrative Review

Conflict resolution is not merely a skill but an essential leadership competency for healthcare professionals. Unaddressed conflicts can have detrimental consequences on patient care, team morale, and organizational productivity. This article delves into the significance of conflict management in healthcare, exploring its multifaceted impact and highlighting the role of leadership in fostering a conflict-resilient work culture. Understanding the root causes of conflicts, such as resource constraints, communication challenges, and differences in personal and professional characteristics, is crucial for developing effective prevention strategies. Healthcare leaders need to adopt proactive approaches to conflict management, emphasizing open communication, mutual respect, and collaborative problem-solving. The article explores various conflict management models, providing healthcare leaders with a toolkit for effective conflict resolution. It highlights the role of emotional intelligence and ethical leadership behaviors in conflict mitigation and discusses the need for a dynamic conflict management framework and its implications in the healthcare environment. It also outlines the need for self-assessment of conflict management skills, essential conflict management strategies and effective leadership tactics to resolve a range of conflict management challenges. It concludes by emphasizing the importance of early intervention and effective handling of conflicts by professional communication. The findings in this article provide a practical roadmap for developing conflict management competencies in healthcare leaders. Importantly, they unravel the nuances of potential conflict management approaches, warranted to establish a conflict-resilient culture in the clinical practice environment.

Manajemen Konflik dan Motivasi Kerja Perawat Pelaksana

Conflict is one of the most common problems in the nurse's work environment. Good conflict management for nurses is needed so that conflicts that occur have a positive impact so that they can increase nurses' work motivation. The purpose of the study was to determine the relationship between conflict management and work motivation of implementing nurses at the Tobelo Regional General Hospital, North Maluku Province. The type of research used is quantitative with correlational research methods with cross sectional study design. Determination of the sample in this study using purposive sampling with a sample size of 66 people calculated using the Slovin formula. Data collection tool in the form of a questionnaire. Data analysis used correlative statistical test. The results of the study generally found that there was a relationship between conflict management and work motivation. (Sig. (2-tailed) = 0.001). While specifically the results obtained are compromise (Sig. (2-tailed) = 0.041), competition (Sig. (2-tailed) = 0.032), accommodation (Sig. (2-tailed) = 0.895), softening (Sig. (2-tailed) -tailed) = 0.001), avoiding (Sig. (2-tailed )= 0.652) and collaboration (Sig. (2-tailed = 0.009). The results of data processing were obtained from 53 nurses (80.3%) who had good conflict management, 30 nurses (45.5%) felt well motivated with their work.While of 13 nurses (19.7%) whose conflict management was not good, 36 nurses (54.5%) felt less motivated with their work. Conclusions and Suggestions that conflict management have a significant impact on nurses' work motivation.Hospital management is expected to facilitate nurses to get education and training about conflict and conflict management so as to improvye the ability of nurses in choosing appropriate conflict management strategies.