Workplace Conflict Management and Employee Performance in Law Courts in Nakuru County, Kenya

Abstract

Kenyan courts devote more than a quarter of their time to conflict resolution. According to the JSC 2019 report, the judiciary system was at odds with other branches of government over complaints about massive cuts to the judiciary's budget and the consequences of those cuts, including the pilling of cases. This has made it difficult for the judiciary to carry out its duties. The study's overarching goal was to assess workplace conflict and employee performance in Nakuru County, Kenya's law courts. The study specifically sought to investigate the relationship between intrapersonal conflict, interpersonal conflict, intergroup and intragroup conflict, and employee performance in law courts in Nakuru County, Kenya. Human relations theory, expectancy theory, and the Thomas-Kilmann model will all be used to inform the research. The target population was 239 employees from Nakuru County's three Law Courts. Slovin's formula was used to generate a sample of 150 respondents for the study. The primary data for the study was collected using a closed-ended questionnaire. A pilot study was carried out in Kericho Law Court, with 16 questionnaires distributed to respondents. Internal consistency was measured using the Cronbach Alpha coefficient. Face validity was determined using expert and supervisor opinions. Descriptive and inferential statistics was used in this study. From the analysis the study findings revealed that intrapersonal conflict results to loss of concentration among employees which negatively affect their performance. The study findings further revealed that interpersonal conflict result to cases of emotional drainage among employee. In addition, the study revealed that interpersonal conflict results to communication breakdown among employees which negatively affect employee performance. The study concluded that there exists a moderate negative and significant relationship between intrapersonal conflict and employee performance among Law Courts in Nakuru County. Moreover, the study found a moderate negative and significant association between intrapersonal conflict and employee performance among Law Courts in Nakuru County. Finally, the study concluded that there exist a negative and significant relationship between intragroup conflict and employee performance among Law Courts in Nakuru County. The study recommended that law court should develop a range of appropriate procedures for resolving and managing issues as they arise, before they become unmanageable. Appropriate communication methods should be created to resolve disputes. When employees disagree, for example, the management should be made aware and statements of the involved parties taken, the issue debated and suggestion made for resolving the conflict. The law court management should not overlook interpersonal conflict outcomes.