Workplace Conflict Management Strategies and Performance of Telecommunication Industry in Kenya
| dc.contributor.author | Kagwiria, Beatrice | |
| dc.date.accessioned | 2019-10-28T09:19:51Z | |
| dc.date.available | 2019-10-28T09:19:51Z | |
| dc.date.issued | 2019-05 | |
| dc.description | A Research Project Submitted to the School of Business in Partial Fulfillment for the Award of Degree in Master of Business Administration (Human Resource Management) of Kenyatta University, May, 2019 | en_US |
| dc.description.abstract | Organizations are living frameworks comprising of cooperating units playing out an assignment in a commonly needy way inside a structure of rare assets in which strife must emerge. The facts confirm that contention might be awkward, it might even be a wellspring of issues, yet it is totally vital if change is to happen, if associations are to endure and adjust. Human resource managers in the telecommunication industry in Kenya are faced by many challenges in an attempt to resolve conflict arising among its workforce. As a result, conflict that occurs in the organization takes them by surprise and this leads to confusion and frustration. This study sought to investigate the influence of workplace conflict management strategies on the performance of telecommunication industry in Kenya. The study’s specific objectives were to examine the influence of third party intervention strategy, communication strategy, negotiation strategy and compromise strategy on organizational performance. Contingency theory, goal Interdependence theory, expectancy theory and resource based view theory was used as study theories. A descriptive research design was adopted. The selected target population was Safaricom Kenya Limited and Airtel Kenya Limited in Nairobi Region. The total population was 130 respondents comprising of 10 HRM managers and 120 support staff. Cluster sampling and simple random sampling method were used. Questionnaires were distributed to support staff to elicit study’s data. Quantitative data was analyzed using descriptive statistics such as percentages, frequencies, mean and standard deviation. In order to test the relationship between variables and the extent to which they are influence each regression analysis was used. The study revealed a positive and significant influence between third party intervention strategy, communication strategy, negotiation strategy and compromise strategy and organizational performance. The study concludes that third-party intervention may be the only way to get negotiations back on track because it enables the organization to refocus on the substantive issues, salvage sunk costs, increase satisfaction with the conflict resolution process and its outcomes. Communication methodology spreads out how to deal with the different types of correspondence scattered by the organization. Negotiation strategy enables the organizations to maintain a strategic distance from clashes and enhance relations among the representatives. Having the capacity to arrange viably enables the associations to achieve understandings, accomplish destinations, coexist better with its workforce, and at last be increasingly beneficial and effective at work. Compromise strategy helps the organizations to resolve debate rapidly, which is imperative when an extended difference could conceivably wreck a period touchy undertaking or when there is the need to keep a stewing strife from raising. The study recommends that the organizations should use third-party intervention at the point when mediators trust they can never again deal with the circumstance all alone and when one arbitrator demands intercession, that procedure must be worthy to alternate gatherings. The organizations should improve communication strategies when resolving conflicts and build trust. Get the skills you need to evaluate conflict situations and choose the appropriate strategies and tools to manage those disputes and disagreements. The management of the organizations should understand the other party's interests and strategies as an essential to great arranging. Picking a system that best reacts to their interests and strategies will assist the organizations to attain better results. The organization should use compromise strategy at the point when the general welfare of the association will profit by the two gatherings giving in on a portion of their requests and when there are alternatives and the utilization of dealing or exchange will achieve shared understanding. | en_US |
| dc.description.sponsorship | Kenyatta University | en_US |
| dc.identifier.uri | http://ir-library.ku.ac.ke/handle/123456789/19941 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kenyatta University | en_US |
| dc.title | Workplace Conflict Management Strategies and Performance of Telecommunication Industry in Kenya | en_US |
| dc.type | Thesis | en_US |
Files
Original bundle
1 - 1 of 1
Loading...
- Name:
- Workplace Conflict Management……………………….pdf
- Size:
- 507.18 KB
- Format:
- Adobe Portable Document Format
- Description:
- Full Text Thesis
License bundle
1 - 1 of 1
No Thumbnail Available
- Name:
- license.txt
- Size:
- 1.71 KB
- Format:
- Item-specific license agreed upon to submission
- Description: