Internal Conflict Management and Employee Performance in Local Government Authorities In Tanzania:
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Date
2022-05
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Kampala International University
Abstract
This study intended to assess the influence of internal conflict management on employee performance of Local Government Authorities (LGAs) with a specific focus on Temeke Municipal Council (TMC). Specific objectives of the study included the following: to identify types of internal conflicts available in TMC, to explore available mechanisms for internal conflict resolution in TMC, to assess the extent to which internal conflicts affect employee performance in TMC and to recommend policy options as well as strategies for managing internal conflicts in TMC. This study followed a positivism paradigm and used a descriptive research design with a quantitative research approach. The study also used a sample size of 181 employees from six selected departments of TMC whereby stratified and simple random sampling techiniques were used in sample selection. Self-administered close-ended questionnaires were used to collect data. Further, data analysis employed frequency, means and standard deviation. The study findings revealed other types of internal conflict found in TMC to be task conflict, relationship conflict, value conflict, interest conflict, citizens and public servants/officers’ conflict, regional level officers and district level officers’ conflict, internal and external auditors’ conflict. Moreover, findings showed that accommodating, avoiding, collaborating, compromising and competing mechanisms were all found to be available in TMC. However, findings further exposed that there were other mechanisms available for conflict resolution in TMC which were written rules, policies and agreements, effective management, careful hiring of employees, open door policy, facilitation, peer review of disputes and mediation mechanism. Nonetheless, findings found that timely service delivery in TMC was poor, there were favorable environment for employees’ participation in dialogue for conflict resolution and TMC lacks best motivation strategies for its employees. Findings further found that TMC had work inefficiency as well as the poor communication within an organization especially from the top management. Additionally, findings showed stress management, improved working environment; free counseling for all employees and sexual harassment policy as most effective policy option and strategy for managing internal conflict resolution in TMC. Among others, the study concludes that internal conflicts are really a part of organizations everyday operations and they should raise concern among stakeholders of efficiency of organizations like TMC. Finally, the study recommends that organization leaders should keenly study their organizations to understand which type of internal conflict keep emerging and the triggers behind their emerging so that they can devise proper strategies to manage them.
Description
A Dissertation Submitted To the Directorate of Postgraduate Studies and Research Of Kampala International University In Partial Fulfillment Of The Requirements For The Award Of A Degree Of Master In Conflict Resolution And Peace Building
Keywords
Internal Conflict Management, Employee Performance, Local Government Authorities, Temeke Municipal Council