Effects of conflicts on employees’ performance in organizations: a case of Kampala International University main Campus
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Date
2009-10
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Publisher
Kampala international international : College of Humanities and Social Sciences
Abstract
The study examined conflicts and their effects on employees’ performance in
organizations, using a Case of Kampala International University (KIU) Main Campus. The
study is aimed at establishing the various types of conflicts, their main causes, potential
areas (of conflicts), and the effects conflicts have on employees’ performance. Three
methods of data collection were used (to study 100 respondents), namely, the self-
administered questionnaire, formal and informal interviews. The study found that there
are five types of conflicts prevail at Kampala International University. These include:
Intrapersonal Conflict, Interpersonal Conflict, Intra-facuIty conflicts, Inter-faculties
conflicts, and Inter-organizational conflict. Secondly, the study also found that there are
several causes of conflicts at Kampala International University. Among others, they
include; absence of materials for staff use, interference of top management in day-to
day activities of the university, centralized decision making, lack of employee
empowerment, cultural differences which cause mistrust and suspicion, conflicting roles
and responsibilities due to job ambiguity, and failure of the university to pay lecturers
for the overload. Thirdly, potential areas for more conflicts at Kampala International
University abound, and, unless are addressed immediately, they may culminate into
more conflicts either in the short run or the long run or both. These, among others,
include: poor working conditions; absence or poor customer and client relations; poor
command of communication; abrupt and uncoordinated retrenchment/ termination of
staff; lack of clear administrative policies and procedures; teaching staff overloaded;
poor remuneration of some staff; and lack of adequate amenities for students’
academics. Fourth, majority (over 95%) of the employees at Kampala International
University view conflicts as detrimental to employees’ performance. This is because,
they believe that conflicts have lead led to unnecessary stress, blockage in
communication, lack of cooperation, increased sense of distrust and suspicion, staff
absenteeism due to demoralization, loss of morale, and lack of sense of belonging. To
overcome the foregoing, the researcher that Kampala International University should
Ensure that staff get to know and understand each other better; Ensure good planning
for allocation of scarce resources; identify and clarify poorly defined and poorly; Clarify
what each individual and each sub-unit is expected to accomplish; Train employees in
conflicts management; Reduce unnecessary interferences of top management in lower
management affairs; and Streamline the administrative machinery of the University
Description
A thesis submitted to the school of postgraduate studies in partial fulfilment of the requirements for the award of the degree a Master of Arts in Public Administration and management of Kampala International University
Keywords
Effects of conflicts, Employees’ Performance, Kampala International University main Campus