POWER AND CONFLICT MANAGEMENT IN STATE CORPORATIONS IN KENYA
Abstract
The main purpose of the study was to investigate effect of power in conflict management in state corporations in Kenya. The objectives of this research were to investigate the effects of power on conflict management in state corporations in Kenya. A descriptive research design was used in this study. Data was collected by use of a questionnaire and a target population 62 employees was considered for the study. The data was analysed both qualitative and quantitative. Data was presented by use of tables, graphs and charts. From the study findings, 70% of the respondents were of the opinion that power has an effect on conflict management in State Corporation. The study recommended the need for each and every part involved in looking for conflict resolution to highly consider the power of those particular individuals chosen to manage conflict, embracing of the norms, values and believes aimed at supporting effective conflict management, enhancing democratic style of leadership which gives individuals involved in conflict management capability of making autonomous decision without any interference. Also, there is need for the parties involved in conflict management to consider having positive attitude towards others. It was concluded that power affects conflict management in State Corporation.
Key Words: Conflict, Power, Management, Conflict Management, Leadership Style
CITATION Otiso, K. N.(2022). Power and conflict management in state corporations in Kenya. The Strategic Journal of Business & Change Management, 9 (3), 307 -315.
Full Text:
PDFReferences
Ahmed, I. N., Nawaz, M. M., Shaukat, M. Z., & Usman, A. (2010). Personality does not
Aitch, P. A. (2011). effects of true colors of self-efficacy on student perceived academic self-efficacy (Doctoral dissertation). Available from ProQuest Dissertations and Theses database. (UMI No. 3548998)
Allemand, M. G., Gomez, V., & Jackson, J. J. (2010). Personality trait development in midlife: Expoloring the impact of psychological turning points. European Journal of Aging, 7 (3), 147-155.
André, M. L., Lissner, L., Bengtsson, C., Hällström, T., Sundh, V., & Bjökelund, C. (2010). Cohort differences in personality in middle aged women during a 36-year period: Results from the population study of women in Gothenburg. Scandinavian Journal of Public Health, 38 (5), 457-464. doi: 10.1177/1403494810371247
Ardelt, M. (2006). Set in their ways? Personality stability and change in women and men across forty years. In J. Ar lsdale (Ed.), Advances in social psychology research (pp. 37 -66). Hauppauge, NY: Nova Science Publishers.
Armstrong, N. B. (2010). Team member perspectives on individualism- collectivism: Generational differences and their perceived impact on teams (Doctoral dissertation). Available from ProQuest Dissertations and Theses database. (UMI No. 3427231)
Aronson, E. W., Akert, R. M., & Wilson, T. D. (2009). Social Psychology (3rd Ed.). Addison Wesley Longman, New York, USA.
Ayoko, O. B. (2007). Communication openness, conflict events and reactions to conflict
Balliet, D. (2010). Communication and cooperation in social dilemmas: A meta - analytic
Barbuto, J. P., Jr., Phipps, K. A., & Xu, Y. (2010). Testing relationships between personality, conflict styles and effectiveness. International Journal of Conflict Management, 21 (4), 434 - 447.
Bratton J. and Gold J. (2007) “Human Resource Management” 4th Edition, Palgrave Macmillan, London, England.
Furnham A. (2000), “The Protestant Work Ethic, the Psychology of Work-Related Beliefs and Behaviors,” 3rd edition. Routledge, London, England.
Kothari. R. C. (2004). Research Methodology: Methods and Techniques.5th edition. New age International Publishers. New Delhi, India.
Maak, T. (2004), Business Ethics. 6th edition, Prentice Hall Publishers. London, England.
Maltz, E. & Kohli, A. (2000), Reducing Marketing’s Conflict With Other Functions: Differential Effects of Integrating Mechanisms. 5th edition. Prentice Hall Publishers, London, England.
Mogensen, V. (2006), Conflict Management. 6th edition. Pearsons Publishers. New Jersey, USA.
Morrison E. W. and Robinson .S. L. (2007), “Management” 9nth edition. Pearsons Publishers. New Jersey, USA.
Mozes, M., Josman, Z. & Yaniv E. (2011), Corporate Social Responsibility Organizational Identification and Motivation. 9th edition. McGraw Hill Publishers, New York, USA.
Mugenda.O.G and Mugenda .A.G (2003) Research methods, 2nd edition. Acts Press, Nairobi, Kenya.
Mukhtar, S. & Habib, M. N. (2010), Private Sector Manager Approach to Conflict Management. 2nd edition. McGraw Hill Publishers, London, England.
Mullins L. J., (2001) “Employee Management and Organisational Behavior,” 4th Edition, Pearson/Longman, New York, USA.
Rahim, M. (2002), Conflict Management, 7th edition. Pearsons Publishers. New Jersey, USA.
Rolston, J. S. (2010), Risky Business: Neoliberalism and Workplace Safety. 5th edition. Prentice Hall Publishers, London, England.
Schermerhorn J. R., Hunt J. G. and Osborn R. N. (2003), “Organizational Behavior,” 8th Edition, John Wiley & Sons, New York, USA.
Somech, A. Desivilya, H & Lidogoster, H. (2009), Team Conflict Management and Team Effectiveness. 7th edition, Prentice Hall Publishers. London, England.
Szablowski. D. (2007), Small Business Management. 6th edition, Prentice Hall Publishers. London, England.
Terry, S. (2005), Strategies and Programs for Managing Stress. 6th edition, Prentice Hall Publishers. London, England.
Thomas, R. W., Esper, T. L. & Stank, T. P. (2010), Testing the Negative Effects of Time Pressure. 3rd edition, Prentice Hall Publishers. London, England.
Treven, U. and Treven, S. (2010), Stress Management in Organizations, 9th edition. McGraw Hill Publishers, New York, USA.
Turnbull, H., Greenwood, R., Tworoger, L. & Golden, C. (2010), Skill Defficiencies in Diversity and Inclusions in Organizations. 7th edition. Pearsons Publishers. New Jersey, USA.
DOI: http://dx.doi.org/10.61426/sjbcm.v9i3.2371
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.