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Emmah Project

The study investigates the impact of employee conflicts on organizational performance, highlighting that while conflicts can drive innovation, poorly managed conflicts can lead to reduced productivity and morale. It aims to identify causes of conflicts, evaluate human resource strategies for resolution, and emphasize the significance of effective conflict management. The research focuses on the Public Service Commission in Kenya and acknowledges limitations such as data access and response bias.

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kaizer98john
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16 views2 pages

Emmah Project

The study investigates the impact of employee conflicts on organizational performance, highlighting that while conflicts can drive innovation, poorly managed conflicts can lead to reduced productivity and morale. It aims to identify causes of conflicts, evaluate human resource strategies for resolution, and emphasize the significance of effective conflict management. The research focuses on the Public Service Commission in Kenya and acknowledges limitations such as data access and response bias.

Uploaded by

kaizer98john
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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CHAPTER ONE

1.0.0 Introduction
1.1.0 Introduction of the study

The purpose of the study differences in personality, competition for resources or


miscommunication. It can either ignite innovation or cripple productivity, organizations that
skillfully manage conflicts often emerge stronger, fostering a culture of problem solving and
team work. The sections that fall under this chapter are the background of the study, statement
of problem, aims and objectives of the study, significance of the study, scope and limitations of
the study

1.2.0 Background of the study

In every organization, employees bring diverse perspectives, experiences and personality to the
workplace .While this diversities fosters innovations , it also becomes a breeding ground for
conflicts , from disagreements over projects strategies to interpersonal clashes , conflicts are
inevitable .Organizations thrive not by avoiding conflicts but by managing them strategically.

1.3.0 Statement of the problem

Employee conflicts are inevitable part of organizational life, arising from differences in
personality, work styles, goals or competition of resources. However some levels of conflicts can
drive innovation and improvement, unresolved or poorly managed conflicts often lead to
reduced productivity, low employee morale and high turnover rates. Organization that fail to
address work place conflicts effectively may experience decreased, communication breakdowns,
and declined overall performance. This study seeks to examine the relationship between
employee conflicts and organizational performance, identify the main causes of workplace
conflicts, and explore effective resolution strategies. This is by understanding how conflicts
affect employee engagement and overall business outcomes, organizations, can implement
better policies to foster a harmonious work environment and improve performance.

1.4.0 Aims and specific objectives of the research study

1.4.1 Aim of the study

The aim of the research was to analyze the impact of employee conflicts on organizational
performance, explore effective human resource strategies for conflict to enhance productivity
and workplace harmony and also improve on communication.

1.4.2 Specific objectives of the study

To identify common causes of employee conflicts.


To examine the relationship between employee conflicts and organizational performance.

To evaluate the role of human resource management in conflict resolution and their
effectiveness in maintaining workplace harmony.

1.50 Significance of the study.

The study helped the organization reveal the impact of resolving conflicts effectively which
reduces stress and improves job satisfaction.

1.6.0 Scope and limitation of the study.

1.6.1 Scope of the study.

The study focuses on examining the relationship between employee conflicts and organizational
performance with specific emphacies Tand the courses, effects and resolutions strategies of
workplace conflicts. According to the study conducted at Public Service Commission in Kenya
the research targeted top, middle and low level managers within the public service commission.

1.6.2 Limitation of the study

Limited access to data.

Some organizations may be unwilling to share detailed conflict resolution policies, performance
records or employee grievances due to confidentiality concerns, which may limit the depth of
analysis

Subjectivity in conflict perception.

Workplace conflicts are often influenced by personal experiences and perspectives making it
challenging to measure their impact on organizational performance objectively.

Response bias.

Employees and managers may hesitate to openly discuss workplace conflicts due to fear of
repercussions, leading to biased or incomplete responses in surveys or interviews.

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