Extent of Adoption of Alternative Dispute Resolution (Adr) for Labour Conflict Resolution in Organisations in Enugu State, Nigeria, Imperatives for Optimal Productivity

Effects of Conflict Management Strategies on Employees’ Performance in the University of Calabar Teaching Hospital, Calabar, Nigeria

“…The University of Calabar Teaching Hospital, Calabar is the building block where all economic and rendering of services takes place, therefore the need to be peaceful, harmonious, avoiding tyranny of disputes and conflicts. The University of Calabar Teaching Hospital has been faced with different types of conflicts and disputes arising from culture, beliefs, values, aspiration, organizational and individual differences, differences in unit orientation and goals, differences in perception and value, work interdependence of activities, power and authority, differences in performance, criteria and reward system, mutual dependence on limited or shared resources, differences in status/positions, environmental and economic changes, inappropriate communication channels, poor organizational structure, management orientation and philosophy, management policies, the types of leadership styles in the organization (Okafor et al, 2020). This is because management of conflict is one of the difficulties and challenges organizations are facing today.…”

“…Collaboration method can also be considered as a win-win problem solving approach in resolving conflicts or disputes in organizations. This involves the process in which individuals directly confront conflicts with a favorable attitude that encourages solving the problem at hand as well as generating the best possible solution (Okafor, Ele, Mbam & Orji, 2020;Ele & Aquasana, 2020). A win/win strategy is based on problem solving where the interests of all parties can be met.…”

“…The opposing parties collaborate to seek a high-quality solution that meets their mutual needs while preserving their relationship. The collaborative approach to conflict is to manage it by maintaining interpersonal relationships and ensuring that all parties to the conflict achieve their interests (Okafor, Ele, Mbam & Orji, 2020). Conflict collaboration strategy encourages effective communication between management and employees to resolve crisis and disputes amicably in order to enhance employees' commitment behavior (Azamosa, 2020).…”

“…Mediation is usually non-binding. It is a significant method for resolving conflicts between managers and employees in the work organizations (Okafor, Ele, Mbam & Orji, 2020). Mediation involves the use of a neutral third party (i.e., the mediator) to act as a facilitator of settlement discussions (Oni- Ojo, Iyiola & Osibanjo, 2014).…”

“…Mediation generally involves a neutral third person to facilitate the dispute resolution process. The situation of Nigeria employees advocates that the introduction of in-house mediation can lead to an essential modification in the way in which differences are handled and conflict is managed and it also provides a number of key insights that inform our understanding of how such a change can occur (Osabiya, 2015in Okafor, Ele, Mbam & Orji, 2020.…”