Annals of Computer Science and Information Systems, Volume 24

DOI: http://dx.doi.org/10.15439/2020KM11

Citation: Proceedings of the 2020 International Conference on Research in Management & Technovation, Shivani Agarwal, Darrell Norman Burrell, Vijender Kumar Solanki (eds). ACSIS, Vol. 24, pages 143–146 (2020)

Full text

Abstract. Employee's productivity is the most important and pressurising issue in the organization which is now a days a very normal and natural part in this global competition with the differences in culture, values and ethics. As the world trade is operating under one umbrella people comes from different backgrounds and work style are taken together for shared business purposes, so conflict may take place in any type of association. Organizations generally tries to make their employees to work together and conflicts start when people with variety of workstyle, goals, motivations and process work together with different priorities. There can be many repercussions of such conflicts such as insults, non-cooperation, bullying, aggression and many a times fighting and harming other physically due to ego classes. People with such surroundings may be affected with stress even if they are not a part of that conflict because such conflicts create unhealthy working environment. Majority of people come with the solution that not to put those people in the same team who are creating conflicts, but this is the biggest misstate generally an organization does, because such decision may result in communication gap, lack of understanding, wrong perception. Neither we can separate people involved in conflict and let them stop communicating with each other nor can we leave them on their own because unresolved conflicts may lead to feeling of insult, hopelessness, dissatisfaction, unhappiness and so on. The extreme outcome of unresolved conflicts is work disruption, decrease productivity, project failure, absenteeism, turnover and termination. However if resolved properly it may result in better understand, ideas, working conditions and relationship and finally increase in productivity and profitability. Thus, this paper attempts to find out the possible outcomes of conflicts on the productivity of an employee and what can be effective solution for such conflict for retention of employees and their productivity.

References

1. Bellet, Clement and De Neve, Jan-Emmanuel and Ward, George(2019), Does Employee Happiness have an Impact on Productivity? . Saïd Business School WP 2019-13, Available at SSRN: https://ssrn.com/abstract=3470734 or http://dx.doi.org/10.2139/ssrn.3470734.
2. Claassen, R., & Reimer, D. 2005, Conflict, collaboration, and change; LEAD p721. Unpublished manuscript, enter for Peace-making & Conflict Studies, Fresno Pacific University, Fresno, California.
3. Dontigney, E (2014). What Is Organizational Conflict; Retrieved from AZcentral:http://yourbusiness.azcentral.com/organizational-conflict-1227.html.
4. Henry O. 2009, Organizational Conflict and its effects on Organizational Performance. Research Journal of Business Management,2 (1): 16-24.
5. John-Eke, E. C., & Akintokunbo, O. O. (2020). Conflict Management as a Tool for Increasing Organizational Effectiveness: A Review of Literature. International Journal of Academic Research in Business and Social Sciences, 10(5), 299–311.
6. Kelly. (n.d.)2013; The Pros and Cons of OrganizationalConflict.http://www.kellyservices.com.au/US/Business-Services/Management-Tips/Apr-2012-Conflict/#.UyvOefmSx9w.
7. Knippe,J.T and T.B Green 1999, Handling conflicts’. Workplace Learning11 (1), page no.26-32.
8. Moore(2014), M.Employee Performance Appraisal. Retrieved fromSmall Business:
9. Olu OJO& Adensubomi Dupe Abolade (2014).Impact of Conflict Management on Employees’ Performance in a public Sector Organization in Nigeria, Studies in Business and Economics, https://www.researchgate.net/publication/330202112_IMPACT_OF_CONFLICT_MANAGEMENT_ON_EMPLOYEES%27PERFORMANCE_IN_A_PUBLIC_SECTOR_ORGANISATION_IN_NIGERIA
10. Owizy S. 2012, ―Effect Of Conflict Management On Bank Performance, A Case Study Of Keystone Bank Makurdi.
11. Priyankdesh; Functional Conflicts, , august 2012 8 Pages, Retrieved March 21, 2014 from http://www.studymode.com/essays/Functional-Conflicts-1071330.html.
12. Rana G., Sharma R., Goel A.K. (2019) Unraveling the Power of Talent Analytics: Implications for Enhancing Business Performance. In: Rajagopal, Behl R. (eds) Business Governance and Society. Palgrave Macmillan, Cham.
13. Rana, G. and Sharma, R. (2019), "Emerging human resource management practices in Industry 4.0", Strategic HR Review, Vol. 18 No. 4, pp. 176-181. https://doi.org/10.1108/SHR-01-2019-0003.
14. Rana, G., Sharma , R., Rana, S. (2017). The Use of Management Control Systems in the Pharmaceutical Industry. International Journal of Engineering Technology, Management and Applied Sciences. Volume 5, Issue 6, 12-23.