Employee Conflict Management Strategies in Tororo Municipal Council (TMC), Tororo District: The Relationship Between Personal Demographic Characteristics and Conflict Management

Thumbnail Image
Journal Title
Journal ISSN
Volume Title
Kampala International University, Colleges of Humanities and Social sciences
This research used a descriptive survey design in which data was collected by questionnaires from a sample size of 109 employees of Tororo Municipal Council. There were three research objectives as follows: To establish causes of employee conflict in Tororo Municipal council. To examine which conflict management strategy is commonly used in handling conflicts in Tororo Municipal Council. To study the relationship between conflict management strategies and personal demographic characteristics in Tororo Municipal Council. Data was collected through questionnaires distributed to 109 employees randomly extracted from a population of 150 employees. But after retrieval and editing the number of questionnaires which were analyzed were eighty five(85). Fifty (50) (58.8 percent) of the respondents were male while 35 (41.2 percent %) were female. The age ranged between 20-50 years with the mean age of 35.0 spaces. The findings indicated that in objective one, there are many causes of conflict but from this study, scarce resources was found to be the biggest cause of conflict in Tororo municipal council with a mean of 0.37. In objective two collaborating came out as the most commonly used conflict management strategy with a mean of 1.35 followed by accommodating with a mean of 0.84 and compromising with a mean of 0.81. For objective three women and men were found to differ in their choice of conflict management strategies. Men leaned toward competition and avoiding while women preferred collaborating, accommodating, and compromising. These findings fit in with their traditional gender roles. This supports findings in literature review (Ada and Ada 2013) The researcher recommends that organizational communication network should be improved, timely solutions be found to clear or manage conflict; industrial relations training programmes could enhance employee interpersonal relations and improve productivity. Better motivation methods and more democratic approach to exercising authority could lead to more inclusive conflict management strategies and lead to better work environment.
A Thesis Research Report Submitted To the College of Higher Degrees and Research in Partial Fulfillment of The Requirements for The Award of a Degree of Master of Arts in Conflict Resolution and Peace Building of Kampala International University Kampala, Uganda
Conflict Management, Employee