It can therefore be said that it is importantthat conflict levels are minimised, and employees are well motivated to ensurethe efficient and effective operation of the business. As was mentioned earlier employees believedthat conflict negatively impacted motivation. From the data collected, itappears that employees believed that the negative impact of conflict onemployees’ motivation results in poor customer service, low quality products,high absenteeism and turnover but mainly it reduces productivity in thebusiness. According to Neal (2015), managers should take action to manage andresolve conflict. Majority of the employees think that conflict can be resolvedthrough better communication methods. Employees were also asked to describe theircurrent 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 thatthey mainly used financial strategies such as fringe benefits to motivateemployees. According to Riley (2009), a well-motivated workforce can provideseveral benefits. Managers must find ways to motivate employees in order toencourage productivity and ensure job satisfaction.
It is the role ofmanagement to motivate employees to do their best and this can be done throughfair treatment, proper incentives and adequate compensation (Tucker, 2011). The employees were asked whether they thoughtthat management ability to manage or resolve conflict was effective and tojustify 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 allowedit to escalate. According to Myatt (2012), conflict rarely resolves itself. Infact, conflict normally escalates if not dealt with proactively and properly.Manager are expected to neutralize or minimise conflict not allow it to growand run rampant (Llopis, 2014). Managing conflict is therefore a criticalcompetency for every manager and employee (Howatt, 2015).
As stated by Beckwith (2016), there are manycommon causes of conflict such as a lack of common understanding, poorcommunication skills, unfair expectations and so on. From the informationcollected, most employees where of the opinion that management style and lackof communication were the two main causes of conflict in the business. Otheremployees thought that clashing personality was the main cause. Managers shouldunderstand the common cause of conflict in their workplace so that a solutionis found before the issue becomes unmanageable (Johnson, 2011). The employees were asked about conflict andmotivation in the business. Majority of the employees said that there isconflict in the workplace and that it does affects motivation. They were thenasked how conflict affects motivation and almost all the employees said negatively.According to Johnson (2011), employee conflict in the workplace is a commonoccurrence resulting from differences in employees’ personalities and values.Flanagan and Ruden (2008), stated that unmanaged conflict lowers the motivationlevel of employees there dealing with employee conflict in a timely manner isimportant.