International Journal of Research and Scientific Innovation (IJRSI) | Volume IX, Issue VIII, August 2022 | ISSN 2321–2705
Compromising Conflict Strategy and Workplace Harmony in Oil Servicing Companies in Rivers State
Bob-Fubara, Ibiso1; Amah, Edwinah (PhD) 2; Okocha, Belemenanya Friday (PhD) 3
1Doctoral Candidate, Ignatius Ajuru University of Education,
2Professor of Entrepreneurship & Management, University of Port Harcourt,
3Researcher, University of Port Harcourt
Abstract: This report is an empirical study that looks at compromising conflict strategy and workplace harmony in oil servicing companies in Rivers State. The cross section research design was adopted as the design of the research; the population of the study covers all the oil servicing companies in Rivers State. Data for the study was analyzed using Pearson product movement correlational coefficient aided with SPSS version 21.0. The study found that compromise as a dispute management strategy significantly impacts workplace harmony in oil servicing companies in Rivers State. Considering the study’s findings, we conclude that dispute management through the use of compromise strategy significantly influence workplace harmony in relation to teamwork, and communication and this is able to the poor management activities among oil servicing firms. And also the issues of insecurity, poorly designed workstation, excessive noise, oil spillage, insufficient safety measures among oil servicing companies in Rivers State. Based on the conclusion we recommend that for the success of the organization and to get total committed workforce, management of oil servicing firms should ensure the goal of the organization are design such that, its achievement connect with visible strategy of dispute management.
Keywords: Compromising Strategy, Workplace Harmony, Teamwork, Communication
I. INTRODUCTION
Conflict in the workplace has been a profound area of interest for management as well as research scholars. As such different Scholars have attempted to develop an acceptable definition of what they called or see as conflict. Even with this continuous desire to define conflict in one term, it is difficult to put forward a definition of conflict that is commonly accepted by all scholars. Varied researchers have had different perspectives on conflict, demonstrating that conflict itself can have a variety of subjective interpretations. Others view it as an interpersonal disagreement resulting from differing choices or preferences, while some see it as a manifestation of interpersonal antagonism. With this different views, most persons feel that conflict should be totally stopped as its to dysfunctional for the survival of the organization. In respective of the view held, it is prominent to know that conflict can be both functional and dysfunctional and it’s the responsibility of the leader in charge to know what action to take at each point in time.
Researchers have also extensively studied the various modes through which conflict is resolved in the workplace. As such in most studies different researchers has come up with