| Title : | Effects of conflict management on employee performance in Nepalese commercials banks | | Material Type: | printed text | | Authors: | Nisha Joshi, Author | | Publication Date: | 2018 | | Pagination: | 83p. | | Size: | GRP/Thesis | | Accompanying material: | 11/B | | Languages : | English | | Descriptors: | Conflict management
| | Class number: | 658.4 | | Abstract: | Conflict is regarded as the presence of discord that occurs when the goals, interests or values of different individuals or groups are incompatible and frustrate each other’s attempting to achieve objectives. Conflict is inevitable part of organizational life since the goals of different stakeholders such as managers and staffs are often incompatible.Conflicts are an everyday phenomenon in each organisation.There is growing recognition of the importance of conflict in an organization.Conflict is inevitable in all living organisms. It is a natural phenomenon and occurs among humans wherever and when they are conflict is disagreement by individuals or groups within the organization, which can center on factors ranging from resource allocation and divisions of responsibility to the overall direction of the organizaional.Conflicts have both positive and negative outcomes to the individual employees and the organization at large. There is no single source of conflict which occurs in organizations a tall level of management and conflicts that arises needs to be resolved by management for the sake of the organizational growth, survival and performance.
Green and marks(2001)compromising style gives team members a better understanding of the others in the team and as a result it enhances performance among employees towards the organization. According toDechurch & Marks (2001),collaborating style gives team members a better understanding of the others in the team.According to Tosi et al (1994), avoidance is commonly used by people who are emotionally upset by the tensions and frustrations of conflict.Rahim and Bintzman (1999) competitive style is characterized by anindividuals high concern for self and low concern for other party, its use is generally unethical because it ignores the needs.According to Hellrigiel and Slocum (1996) thisrelationship is created when people appeal for co-operation and try to reduce tension and stress by offering reassurance and support for the other person’s views.
Awan and Ibrahim (2015) concluded that if individuals do not have the communication or interpersonal skills to resolve their disputes, the conflict can grow and spread to others, eventually affecting their job performance, which, in turn, affects the job satisfaction of others, as well as in addition to the staff not having the communication skills to adrees their disputes, their leaders often lack the necessary skills to be effective in conflict resolution.
The relationship between conflict management styles and employee performance has been widely analyzed. Employee performance and employee satisfaction are selected as the dependent variable. Collaborating , compromising, avoiding, competiting and accommodating are the independent variables. The main objective of study is to examine the impact of conflict management on employee performance and employee satisfaction in Nepalease commercial banks. The other specific objectives are to analyse the perception of employees’ on the level of compromising style, collaborating style, competitive style, accomodating style and aviodance stylein Nepalese commercial banks.To examine the relationship of compromising style, collaborating style, competitive style, accomodating style and avoidance stylewith employee performance and employee satisfaction in Nepalese commercial banks.To investigate the impact of compromising style, collaborating style, competitive style, accomodating style and avoidance style on employee performance and employee satisfaction in Nepalese commercial banks. To analyse the most important conflict management style affecting the employee performance and employee satisfaction in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees on conflict management and their impact on employees performance and satisfaction.the survey is based on 102 respondent from 18 commercial banks in Nepal. The questions were asked in the form of likert scale question. The likert scale questions of different variables on conflict management styles, employee performance and employee satisfaction were measured in 5 point scale. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as correlation analysis and regression analysis.
The result of the study shows that compromising, collaborating, avoiding, competiting and accommodating style have positive impact on employee performance in the Nepalease commercial banks. The impact of that compromising, collaborating, avoiding, competiting and accommodating style have positive impact on employee satisfaction in the Nepalease commercial banks.
Collaborating style has the highest weighted mean value which reveals that it is practiced effectively in nepalease commercial banks. Likewise avoiding style has lowest weighted mean value which indicates that avoiding style practices are not effectively followed in Nepalease commercial banks. The beta coefficient of collaborating, compromising, accommodating and competitive are positive when regressd on employee performance and employee satisfaction. And avoiding are negative when regressed employee performance and employee satisfaction.
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Effects of conflict management on employee performance in Nepalese commercials banks [printed text] / Nisha Joshi, Author . - 2018 . - 83p. ; GRP/Thesis + 11/B. Languages : English | Descriptors: | Conflict management
| | Class number: | 658.4 | | Abstract: | Conflict is regarded as the presence of discord that occurs when the goals, interests or values of different individuals or groups are incompatible and frustrate each other’s attempting to achieve objectives. Conflict is inevitable part of organizational life since the goals of different stakeholders such as managers and staffs are often incompatible.Conflicts are an everyday phenomenon in each organisation.There is growing recognition of the importance of conflict in an organization.Conflict is inevitable in all living organisms. It is a natural phenomenon and occurs among humans wherever and when they are conflict is disagreement by individuals or groups within the organization, which can center on factors ranging from resource allocation and divisions of responsibility to the overall direction of the organizaional.Conflicts have both positive and negative outcomes to the individual employees and the organization at large. There is no single source of conflict which occurs in organizations a tall level of management and conflicts that arises needs to be resolved by management for the sake of the organizational growth, survival and performance.
Green and marks(2001)compromising style gives team members a better understanding of the others in the team and as a result it enhances performance among employees towards the organization. According toDechurch & Marks (2001),collaborating style gives team members a better understanding of the others in the team.According to Tosi et al (1994), avoidance is commonly used by people who are emotionally upset by the tensions and frustrations of conflict.Rahim and Bintzman (1999) competitive style is characterized by anindividuals high concern for self and low concern for other party, its use is generally unethical because it ignores the needs.According to Hellrigiel and Slocum (1996) thisrelationship is created when people appeal for co-operation and try to reduce tension and stress by offering reassurance and support for the other person’s views.
Awan and Ibrahim (2015) concluded that if individuals do not have the communication or interpersonal skills to resolve their disputes, the conflict can grow and spread to others, eventually affecting their job performance, which, in turn, affects the job satisfaction of others, as well as in addition to the staff not having the communication skills to adrees their disputes, their leaders often lack the necessary skills to be effective in conflict resolution.
The relationship between conflict management styles and employee performance has been widely analyzed. Employee performance and employee satisfaction are selected as the dependent variable. Collaborating , compromising, avoiding, competiting and accommodating are the independent variables. The main objective of study is to examine the impact of conflict management on employee performance and employee satisfaction in Nepalease commercial banks. The other specific objectives are to analyse the perception of employees’ on the level of compromising style, collaborating style, competitive style, accomodating style and aviodance stylein Nepalese commercial banks.To examine the relationship of compromising style, collaborating style, competitive style, accomodating style and avoidance stylewith employee performance and employee satisfaction in Nepalese commercial banks.To investigate the impact of compromising style, collaborating style, competitive style, accomodating style and avoidance style on employee performance and employee satisfaction in Nepalese commercial banks. To analyse the most important conflict management style affecting the employee performance and employee satisfaction in Nepalese commercial banks.
The primary source of data is used to assess the opinion of employees on conflict management and their impact on employees performance and satisfaction.the survey is based on 102 respondent from 18 commercial banks in Nepal. The questions were asked in the form of likert scale question. The likert scale questions of different variables on conflict management styles, employee performance and employee satisfaction were measured in 5 point scale. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as correlation analysis and regression analysis.
The result of the study shows that compromising, collaborating, avoiding, competiting and accommodating style have positive impact on employee performance in the Nepalease commercial banks. The impact of that compromising, collaborating, avoiding, competiting and accommodating style have positive impact on employee satisfaction in the Nepalease commercial banks.
Collaborating style has the highest weighted mean value which reveals that it is practiced effectively in nepalease commercial banks. Likewise avoiding style has lowest weighted mean value which indicates that avoiding style practices are not effectively followed in Nepalease commercial banks. The beta coefficient of collaborating, compromising, accommodating and competitive are positive when regressd on employee performance and employee satisfaction. And avoiding are negative when regressed employee performance and employee satisfaction.
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