Journal of Business and Management Sciences
ISSN (Print): 2333-4495 ISSN (Online): 2333-4533 Website: http://www.sciepub.com/journal/jbms Editor-in-chief: Heap-Yih Chong
Open Access
Journal Browser
Go
Journal of Business and Management Sciences. 2014, 2(4), 90-93
DOI: 10.12691/jbms-2-4-2
Open AccessArticle

Conflict Management Strategies and Employees’ Productivity in a Nigerian State Civil Service

Uwa Kinsley Lazarus1,

1Department of Business Management, Akwa Ibom State University, Obio- Akpa Campus, Akwa Ibom State

Pub. Date: November 19, 2014

Cite this paper:
Uwa Kinsley Lazarus. Conflict Management Strategies and Employees’ Productivity in a Nigerian State Civil Service. Journal of Business and Management Sciences. 2014; 2(4):90-93. doi: 10.12691/jbms-2-4-2

Abstract

This study examines the role of conflict management strategies on employees’ productivity in a Nigerian civil service. Four conflict management strategies were considered which include collective bargaining, negotiation, avoidance and imposing. The descriptive survey design was adopted and self developed questionnaire tagged Conflict Management Strategies and Employees’ Productivity Questionnaire was used in the data collection. The reliability of the instrument was tested and Cronbach Alpha reliability coefficient of 0.92 was obtained for the whole instrument. Taro Yamane formula was used in determining sample size and stratified random sampling technique was used in selecting 240 respondents from a cross-section of four ministries in Akwa Ibom State Civil Service, South- South, Nigeria. Pearson Product Moment Correlation and multiple regression were used to analyse the hypotheses. Collective bargaining and negotiation showed a significant positive contribution to employees’ productivity while that obtained for avoidance and imposing were significantly negative. Also, collective bargaining and negotiation were significantly positively related to employees’ productivity. Therefore, it was recommended that conflict in whatever level should not be ignored but should be effectively managed for better employees’ productivity in the workplace. Workers at all level should be trained and given the right behavioural orientation on how to handle conflict. There is also a need for training and retraining of managers on how to effectively managed conflicts for better employees’ productivity in the workplace.

Keywords:
conflict conflict management strategies employees productivity

Creative CommonsThis work is licensed under a Creative Commons Attribution 4.0 International License. To view a copy of this license, visit http://creativecommons.org/licenses/by/4.0/

References:

[1]  Adeyemi, T.O., and Ademilua, S. O, 2012, Conflict Management Strategies and Administrative Effectiveness in Nigeria Universities. Journal of Emerging Trends in Educational Research and policy: Scholarlink Research Institute Journal, 3(3), 368-375.
 
[2]  Akaniji, T., 2005, Perspectives on Workplace Conflict Management and New Approaches for the Twenty- First Century. In Albert, I. O. (Ed) Perspectives on Peace and Conflict in Africa Essays in Honour of General (Dr.) Abdusalami A. Abubakar, Ibadan: John Arches Publishers.
 
[3]  George, F and Jones, G., 1996, Understanding and Managing Organizational Behaviour: Reading; Addison – Wesley Publishing Company.
 
[4]  Ibukun, W. O, 1997, Educational Management: Theory and Practice. Bamigboye & Co.
 
[5]  Ladipo, M., 1997, Crisis Management: The Experience of Nigerian Universities. Paper presented at the Conference of the Association of Nigerian Universities’ Professional Administrators, 1-2.
 
[6]  McNamar, C., 2007, Field Guide to Leadership and Supervision; Basic of Conflict Management. Authenticity Consulting.
 
[7]  Meyer, S., 2004, Organizational response to conflict: Future conflict and work outcomes. Social Work Research, 28: 183-190.
 
[8]  Rahim, M. A., and Buntzman, G. F., 1989, Supervisory power bases, styles of handling conflict with subordinates, and subordinate compliance and satisfaction, Journal of Psychology, 123: 195-210.
 
[9]  Robbins, S, 2001, Organizational Behvaiour: 9th edition Prentice Hall Inc. New York. Robbins, S.P. (1983). Organizational Behavior. Prentice Hall, Englewood Cliffs.
 
[10]  Uchendu, C, C, Anijaobi- Idem, F.N and Odigwe F.N, 2013: Conflict Management and Organizational Performance in Secondary Schools in Cross River State: Research Journal in Organizational Psychology and Educational Studies: Emerging Academy Resources, 2(2), 67-71.
 
[11]  Uya, O., 1992, “Nigeria: The land and the People.” Buenos Aires ; Edi Public SA
 
[12]  Vigil-King, D.C, 2000, Team conflict, Integrative Conflict- Management Strategies, and Team Effectiveness; Unpublished Doctoral Dissertation, University of Tennessee, Knoxville
 
[13]  Sekeran, U., 2003, Research method for business: A skill building approach, 4th edition, John Wiley & Sons.
 
[14]  Hirschman, C.,2001, Order in the haer, HR Magazine, 46(7), 58-64.
 
[15]  Lee, H.O, Rogan, R.G., 1991, “A Cross- cultural comparison of organizational Conflict management behaviours”, International Journals of Conflict Management, 2(3), 18-99.
 
[16]  Uline, L.C., Tschannen- Moran, M., & Perez, L.,2003, Constructive conflict: How controversy can contribute to school improvement. Teacher College Recor, 105(5), 782-816.
 
[17]  Hong, J. 2005, Conflict management in an age of globalization: A comparison of intracultural and intercultural conflict management strategies between Koreans and Americans. Global Media Journal, 4(6).