Assessment on Conflict Resolution at IntraOrganizational Level: A Case Study on African Union Commission

Abstract

In any workplace, there are problems that arise every day. Recognizing and understanding the source of the conflict is the first step in addressing the issue. Above nine in ten respondent deals with conflictwhile eight out of one hundred said they never have had to handle conflict. Themajor type conflict is process conflict while subordinate in conflict with supervisors whereas relationship conflictsfor workmate conflicts.Performance and morale decreased; confusion or refusal to cooperate; reduced creativity, collaboration and team problem solving as a most negative outcomes of conflict. Indeed, respondent have seen conflict lead to something positive. The main causes of conflict that almost all but top of the list which plays a significant role in generating conflict at work place are; poor organizational system, lack of skills (leadership), poor communication and different (personal) interest.Nine in ten of the respondents said not all conflict is dysfunctional whereas nearly one in eight said all conflicts are dysfunctional. Nearly two in three said that it is everyone’s responsibility to managed effectively whereas 30% saidresponsibility at the door of managers and senior leaders. And only 7% suggest that this sits with Human Resources. It is one in nine of respondent have received a fair amount of formal training in the area. Unfortunately, a good number of respondent have received no training at all , some are courage enough to look for advice on the internet and from personal reading and about one third depended on experiences of solving work place conflict. Almost all respondents view conflict management skills as either ‘very important’ or ‘important’ for leaders whilethe vast majority of leaders seem to be muddling their way through, 46% somewhat effective and 35% not at all. Only 19% said they are very effective or effective. On the other hand, on average, managers not efficient in showing behaviors to address conflict at work place. This is witnessed that a conflict resolution strategies is dominated by avoiding.