Thesis Abstract

This study examined conflict management strategies and organizational performance in selected banks in South East Nigeria. The main objective of the study is to determine the relationship between the independent variables (Alternative dispute resolution, collective bargaining, negotiation and joint consultation) and the dependent variable (Performance in organization). The study reviewed relevant theoretical and empirical literature. This study is anchored on dynamic conflict model. Survey research technique was adopted as the design of the study. The data used were sourced from primary sources. A total of five commercial banks were sampled. The data generated were analyzed using frequency tables and percentage analysis. Regression analysis was employed to test the hypotheses formulated. The result of the regression revealed that alternative dispute resolution has a significant relationship with performance in organization. Similarly, collective bargaining was found to have a significant relationship with performance. The study also found that there is an insignificant relationship between joint consultation and performance in organization. The study therefore recommends that managers should adopt alternative dispute resolution strategies, negotiation and collective bargaining in managing conflicts in their organization as they are found to have significant relationship with organizational performance.

Thesis Overview