Research Proposal on Organizational Conflicts and Its Effect on Performance
Organizational Conflicts and Its Effect on Performance
Conflicts within the workplace might be consisted of various factors. Conflicts, as we all know, delivers nothing but bad results and the increase number of conflicts in an organization might result in negative effects. The perceived effects can affect the entire operation and processes in the organization.
Background and Problem Statement
What is a conflict? Conflict appears in a common scenario when two employees are not getting along. The probable usual root-cause of the conflict arises from their personality differences. In an organization, the leaders or HR can bring the solution and fix the conflicts (Lewin, 2001; Giesen, 2007). It is important that the leaders pay attention on coming up the solution because all the employees are important within the organization. If the internal interventions or solutions created by the leaders is not effective or in delayed might intensify the situation between the employees. As a result, what would be the effects of organizational conflicts on the performance of employees?
Research Aims and Objectives
The main aim of the study is to provide essential ideas regarding the effects of organizational conflicts on the performance of the employees or in the overall organizational performance. To support the main aim of the study, there are three objectives that can guide the entire study to point-out the existing results of conflict in the performance.
(1) To determine the most common reason in organizational conflicts or workplace conflicts.
(2) To understand the underlying principles of the two opposing teams or employees.
(3) To recognize if there is any advantages and disadvantages within an organization once the conflict exists.
The work performance in the organizations in Kenya can be explained through the implication of business globalization. Therefore, diversification in the cultures within the workplace may arise. Kenya has large and have bigger market share than domestic firms and currently dominating the manufacturing industry. In addition, the Kenyans hold most of the position in an organization that turn to be the effect of their culture and management practices (K’Obonyo and Dimba, 2007). In a diversified workplace, there is a high potential for conflicts that may gradually affect the productivity. Performance is defines as the employees’ perceptions on their exerted effort in their attitudes in their job and in the entire team (Jehn, 2000).
Organizational conflict is opposed to the applied term in cooperation that sometimes shows the involvement of the emotions and feelings (e.g. masculinity vs. femininity). It is often manifested as an open discussion between individuals or groups in an organization that can reflect in both negative and positive results. Conflict, when becomes larger can be destructive (Ikeda, Veludo-de-Oliveira, and Campomar, 2005). Based on the previous studies, the results are divided into two effects of organizational conflicts. It can both close the communication channels and destroy the trust, or provides benefits for the innovation, cooperation, and builds value in the diversity.
The applied method in the study is through the use of the survey and interview. The suggested method will definitely serves as the window of the study in determining the effects of organizational conflicts on the performance particularly in Kenya. The application of the method is an advantage for the study to identify the reason of the conflicts as well as the results that may affect the performance of the individuals and in the organization. In addition, the HR and organizational leaders’ effort in finding the solution can be also measured.
Research Procedures and Questions
The method procedures divided in two processes. First, the survey is under the process of Likert Scale that will take effect on the employees within an organization. Second, the interview process is conducted under for the five participants that include the management leaders, managers, supervisors, and HR managers. The two processes will contribute in determining the effects of the organizational conflicts because there is an investigation within the workplace.
As for the questions, there are three essential questions that might include in the interview process.
(1) What are the hints or clues to recognize that there is an organizational conflict?
(2) What are the applied solutions or the quick fix involves in the organizational conflicts that provides by the leaders or managers?
(3) What are the recognized negative and positive effects of organizational conflict?
Organizational conflicts are natural in the workplace but can be destructive if the conflict is beyond the control of the organizational leaders. It is better to understand the reasons behind the conflicts to provide the quality solutions.
Giesen, G., (2007) “Organizational Conflict: What You Need to Know”, Accessed 24 May 2010, from http://www.greggiesenassociates.com/pdf/ORGANIZATIONAL_CONFLICT.pdf
Ikeda, A.A., Veludo-de-Oliveira, T.M., & Campomar, M.C., (2005) “Organizational Conflicts Perceived by Marketing Executives”, (EJIBO) Electronic Journal of Business Ethics and Organization Studies, Vol. 10, No. 1, Accessed 24 May 2010, from http://ejbo.jyu.fi/pdf/ejbo_vol10_no1_pages_22-28.pdf
Jehn, K., (2000) “Benefits and Detriments of Workplace Conflict”, The Public Manager, Vol. 29, No. 2.
K’Obonyo, P., & Dimba, B., (2007) “Influence of Culture on Strategic Human Resource Management (SHRM) Practices in Multinational Companies (MNC) in Kenya: A Critical Literature Review”, Accessed 24 May 2010, from http://www.strathmore.edu/research/strategic-human-resource-mgt.pdf
Lewin, D., (2001) “IR and HR Perspectives on Workplace Conflict: What can each learn from the other?”, Human Resource Management Review, Vol. 11, No. 4 Accessed 24 May 2010, from http://www.sciencedirect.com
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