Organizational conflict and employee performance in selected Districts in Eastern Uganda
| dc.contributor.author | Akiring, Betty | |
| dc.date.accessioned | 2019-11-21T13:47:16Z | |
| dc.date.available | 2019-11-21T13:47:16Z | |
| dc.date.issued | 2011-10 | |
| dc.description | A Thesis presented to the School of Postgraduate Studies and Research Kampala International University Kampala Uganda In Partial fulfillment of the requirement for the Degree of Masters in Human Resource Management | en_US |
| dc.description.abstract | This study sought to establish the relationship between organizational conflict and employee performance in civil service in four selected districts in Eastern Uganda which include Tororo, Mbale, Butaleja, and Busia, The study was to determine the profile of the respondents in terms of the age, gender, highest level of education. Secondly to determine the level of Organizational Conflict in terms of task, interpersonal and procedural conflict, Thirdly to determine the level of employee performance in terms of customer care, understanding the work process, effort put in accomplishment of the tasks and job commitment. Descriptive correlation design was used whereby a population of 156 respondents was taken, by use of the Solven’s formula. A sample of 112 civil servant employee was used as the respondents and stratified random sampling procedure was used. Questionnaires were used as the data collection method whereby they were self administered. The research found out that there is no significant relationship between Organizational conflict and employee performance where F=69.798 which further suggest that independent variable significantly affects the dependent variable. In conclusion employee’s performance evaluation criteria should be clearly spelled out and be evaluated impartially considering the performance standard set. Therefore to avoid the situation of conflicts to arise in organizations related to performance evaluation, the standard set by management should be specific, Measureable, achievable, realistic and time bound (SMART). It is recommended that civil service should set up proper measures to deal with Organizational Conflicts since they affect employee performance and thereby the entire organization. Suggested area of further study is in the area of communication and organizational performance | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/4016 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Humanities and Social Sciences. | en_US |
| dc.subject | Organizational conflict | en_US |
| dc.subject | Employee performance | en_US |
| dc.subject | Eastern Uganda | en_US |
| dc.title | Organizational conflict and employee performance in selected Districts in Eastern Uganda | en_US |
| dc.type | Thesis | en_US |