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|Title:||Conflicts management and performance of employees in Soroti District (Soroti Municipality)|
|Publisher:||Kampala International University.College of Humanities and social science|
|Abstract:||The conclusion was drawn from the research findings as guided by the research objectives and questions. The main objective of the research was to examine the Impact of conflict management on employee performance. Study on the second objective on the effect of conflicts management on employee performance in Soroti Municipality. The study was conducted in Soroti municipality from the employees using questionnaires were the data was collected from the respondents who were 50; the data was collected from the respondents using closed ended questionnaires. The study findings based on the results, the study conclude that the stale of conflict in Soroti Municipality has many factors associated with the conflicts in Soroti Municipality. The study reveal that solving quality problems, reduced deadlines or delays, increase customer satisfaction, increase motivation of employees, improving efficiency and improves in resource allocation. The study conclude that regarding the measures for improving employee performance, there is need for values to be developed that can generate the performance and increase organization efficiency at all times. The study recommends that efforts be geared towards making policies at institution level to enable the provision of better services to the clients. Soroti Municipality should emphasize on Win-Win Negotiation in order to have the problems between workers and employers solved without conflicts. The organizations should help team members overcome this cause of conflict by making sure that they have everything they need to do their jobs well. Organizations should teach them how lo prioritize their time and resources, as well as how to negotiate with one another to prevent every type of conflict. Negotiations help to reveal out any dissatisfaction without conflicting. On the second objective, the government should set clear policies that show the lirnits of employers and those of employees. The Participants and practitioners in conflict resolution and management should be given training in a range of skills. The training should include experiential and collaborative learning and the developrnent of interpersonal skills. This will help to identify the right group and solve the problem arnicably without conflicting. On the third objective, the organizations should also avail services to its ernployees such as good working environrnent, health facilities, fair rernunerations and this will reduce on conflicts. This is because conflicts results from dissatisfaction of workers due to poor services and improvernent increases workers enthusiasm to concentrate on their jobs and thus reducing workplace conflicts. Ernployees should be taught the means through which their grievances can be expressed other than conflicts.|
|Description:||Research report submitted to the College of Humanities and Social Sciences as a partial fulfillment of the requirement award of bachelor's degree of Public Administration of Kampala International University|
|Appears in Collections:||Bachelors Degree in Public Administration|
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