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MANAGING WORKPLACE CONFLICTS: INVESTIGATING THE STRATEGIES FOR EFFECTIVE RESOLUTION AND PREVENTION OF CONFLICTS IN MULTI-NATIONAL ORGANIZATION IN CAMEROON

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MANAGING WORKPLACE CONFLICTS: INVESTIGATING THE STRATEGIES FOR EFFECTIVE RESOLUTION AND PREVENTION OF CONFLICTS IN MULTI-NATIONAL ORGANIZATION IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Conflict is a prevalent aspect of workplace dynamics, arising from the misalignment of interests between employees and management (Hashem, 2019). In the workplace setting, conflicts emerge due to disparities in values, objectives, and targets among individuals within an organization (Longe, 2018). These conflicts manifest at both individual and collective levels, influenced by various factors such as personality and organizational structure. Particularly in hierarchical organizations, where diverse viewpoints converge, conflicts tend to arise frequently. Furthermore, Saifan, Ahmed and Altit (2019) defined conflict as a clash of interests hindering organizational objectives, conflict also signifies breakdowns in communication among employees and groups.

Contrary to tarnishing the organizational reputation, conflicts present opportunities for resolving contentious issues to benefit both employees and the organization (Uju, 2020). Hence, management's role isn't to suppress conflicts, which are inevitable, but to manage them constructively to stimulate performance (White, 2018). Similarly, conflict management is integral to corporate governance, aiming not for an ideal scenario but to strategically utilize conflict resolution strategies for effective management (Ojo & Abolade, 2018).

The impact of conflict on organizational performance depends on its management; well-handled conflicts enhance performance, while poorly managed ones lead to disarray and hinder productivity (Longe, 2018). Effective conflict resolution strategies highlight organizational weaknesses, prompting the search for lasting solutions. As such, management bears the responsibility of addressing conflicts constructively to foster communication, improve industrial relations, build cohesive teams, and enhance productivity (Longe, 2018).

In multi-national organization, where conflicts can lead to significant financial losses, prioritizing and effectively executing conflict resolution measures is paramount (Uju, 2020). Thus, creating a harmonious work environment with amicable relationships between workers and management becomes a collective goal for every organization. Therefore, a survey will be conducted in order to investigate the strategies for effective resolution and prevention of conflicts in multi-national organization in Cameroon.

1.2 Statement of the Problem

Organizational dynamics in all sectors are inherently characterized by conflicts because individual employees have strives and interests that are often at odds with those of management (Obasan, 2021; Uju, 2020; Korir et al., 2018). The manner in which organizations, especially multi-national organizations in Cameroon handle conflict resolution has a big impact on employee and corporate performance, showing that conflicts can affect organizational outcomes in both positive and negative ways.However,effectively managed conflicts promote harmonious relationships among employees, foster industrial unity between staff and management, enhance employee performance, boost organizational profitability and growth prospects, improve decision-making quality, provide valuable lessons for future conflict resolution, mitigate unhealthy competition, and optimize resource utilization (Akesan, 2018). On the contrary, poorly handled disagreements waste resources, obstruct ideal worker performance, damage staff-management relations, and make it more difficult to achieve organizational objectives. Additionally, unresolved disputes within multi-national organizations have the potential to negatively impact the organization’s earnings, harm its brand, increase staff turnover, turn off investors and customers, undermine confidence, endanger its liquidity and solvency, and eventually trigger financial trouble (Fakunmi, 2019). Given these implications, it is crucial for the top management of multi-national organization to proactively address conflicts in a constructive manner to bolster employee performance and overall organizational effectiveness. Thus, it is in the light of these that the study seeks to investigate the strategies for effective resolution and prevention of conflicts in multi-national organization in Cameroon. 

1.3 Objectives of the Study

The main purpose of this study is to investigate the strategies for effective resolution and prevention of conflicts in multi-national organization in Cameroon. Specifically, the study will;

a. Identify the factors influencing workplace conflicts in multi-national organizations in Cameroon.

b. Assess the existing conflict resolution strategies adopted by multi-national organizations in Cameroon.

c. Evaluate the effectiveness of various conflict resolution strategies in resolving conflicts in multi-national organizations in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

a. What are the factors influencing workplace conflicts in multi-national organizations in Cameroon? 

b. How would you assess the current conflict resolution strategies adopted by multi-national organizations in Cameroon? 

c. What is the effectiveness of various conflict resolution strategies in resolving conflicts in multi-national organizations in Cameroon?

1.6 Significance of the Study

The result of this study assist in the development of successful conflict resolution plans designed especially for international corporations doing business in Cameroon. Through examining the various cultural, social, and organizational elements that give rise to conflicts in the workplace within this particular environment, the research can offer significant understandings into the most suitable and long-lasting methods for preventing and resolving conflicts. In conclusion, the results have the potential to boost productivity, employee satisfaction, and organizational harmony, which will raise overall performance and competitiveness in the Cameroonian market.

Additionally, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the strategies for effective resolution and prevention of conflicts in multi-national organization in Cameroon.

1.6 Scope of the study

The scope of this study is to investigate the strategies for effective resolution and prevention of conflicts in multi-national organization in Cameroon. Empirically, this study will identify the factors influencing workplace conflicts in multi-national organizations in Cameroon, assess the existing conflict resolution strategies adopted by multi-national organizations in Cameroon and evaluate the effectiveness of various conflict resolution strategies in resolving conflicts in multi-national organizations in Cameroon.

Geographically, the study will be delimited to some selected multi-national organizations in Cameroon.

1.7 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.8 Definition of Terms

Conflict: This refers to an open clash between two opposing groups. It is the disagreement in interests and goals between group of employees and management. Conflict can also occur among group of employees in an organization (Uju, 2020).

Conflict Resolution: This is the process of providing solutions to conflict whenever they arise. 


This material content is developed to serve as a GUIDE for students to conduct academic research



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  • Methodology: Yes available


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