It can therefore be said that it is important
that conflict levels are minimised, and employees are well motivated to ensure
the efficient and effective operation of the business.
As was mentioned earlier employees believed
that conflict negatively impacted motivation. From the data collected, it
appears that employees believed that the negative impact of conflict on
employees’ motivation results in poor customer service, low quality products,
high absenteeism and turnover but mainly it reduces productivity in the
business. According to Neal (2015), managers should take action to manage and
resolve conflict. Majority of the employees think that conflict can be resolved
through better communication methods.
Employees were also asked to describe their
current motivational level and most of them considered it to be satisfactory.
They were also questioned about management ability to motivate employees.
Majority of the employees stated that management ability was satisfactory and that
they mainly used financial strategies such as fringe benefits to motivate
employees. According to Riley (2009), a well-motivated workforce can provide
several benefits. Managers must find ways to motivate employees in order to
encourage productivity and ensure job satisfaction. It is the role of
management to motivate employees to do their best and this can be done through
fair treatment, proper incentives and adequate compensation (Tucker, 2011).
The employees were asked whether they thought
that management ability to manage or resolve conflict was effective and to
justify their answer. More than half of the employees said that the managers’
ability was poor because they did not get involved in the conflict and allowed
it to escalate. According to Myatt (2012), conflict rarely resolves itself. In
fact, conflict normally escalates if not dealt with proactively and properly.
Manager are expected to neutralize or minimise conflict not allow it to grow
and run rampant (Llopis, 2014). Managing conflict is therefore a critical
competency for every manager and employee (Howatt, 2015).
As stated by Beckwith (2016), there are many
common causes of conflict such as a lack of common understanding, poor
communication skills, unfair expectations and so on. From the information
collected, most employees where of the opinion that management style and lack
of communication were the two main causes of conflict in the business. Other
employees thought that clashing personality was the main cause. Managers should
understand the common cause of conflict in their workplace so that a solution
is found before the issue becomes unmanageable (Johnson, 2011).
The employees were asked about conflict and
motivation in the business. Majority of the employees said that there is
conflict in the workplace and that it does affects motivation. They were then
asked how conflict affects motivation and almost all the employees said negatively.
According to Johnson (2011), employee conflict in the workplace is a common
occurrence resulting from differences in employees’ personalities and values.
Flanagan and Ruden (2008), stated that unmanaged conflict lowers the motivation
level of employees there dealing with employee conflict in a timely manner is