International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue IX, September 2021 | ISSN 2454–6186

Effect of Conflict Management Styles on Employees’ Performance in Selected Institutions of Higher Learning In Adamawa State, Nigeria

Sherifa Saidu
Department of business Government Science and Technical College Mubi Adamawa State, Nigeria

Abstract: The study examined the effect of conflict management styles on employees’ performance in selected institution of higher learning in Adamawa State Nigeria. Both the primary and secondary source of data were used for the purpose of this research, primary data were collected using questionnaires convenience sampling technique was applied in selecting the staff of three institution, federal Polytechnic, Adamawa State University and College of Health and Technology Mubi respectively. A sample of 358 questionnaires was administered by the researcher with the help of research assistant. Smart-PLS software was used for the data analysis respectively. The findings of this study have provided the empirical evidence regarding the significance of conflict management style dimensions. The study also show that the most common sources of conflict are needs, roles, pressures, goals, perception and styles, violations of agreement reached between, the government, management and the Unions, and denial of promotion when due. At the end, the study recommends that the management of the institutions should ensure that employees are promoted based on merit and not on sentiments because it will not only encourage the hard working ones but it will also reduce the waves of industrial disputes in the institutions. The management of the institutions and government should also ensure sanctity of all agreements signed with the unions at all times to avoid frictions and industrial crises because it has effect on the image of the institutions and some compelling costs especially on the students and entire community as a whole

I. INTRODUCTION

Organization is a recognisable social entity whose members jointly pursue various objectives simultaneously with their private objectives and ambitions. Organization therefore has employees, materials and objectives that are accomplished through cooperation and coordinated efforts However, the establishment and continuous existence of every organization through the habitual realization of predetermined set goals and objectives that also needs the continuous and effective functioning of both material and human elements being indispensable. The human components needed to promote the attainment of these objectives are often involve in disagreements and variances over; interest, opinions, management style, among others. This reactionary impact is known as conflict because of the perceived incompatibilities typically arising from some type of interference or resistance. Azamoza (2004) noted that conflict includes the complete variety of behaviours and