Abstract:
Conflict is a natural occurrence in most organizations that influences human relationships. As a result of the employees' welfare, the presence of conflict has become a source of concern at Toyota Nigeria Limited, Lagos. The study ascertains major causes of conflicts, to explain the types of conflicts existing in the work organization and their management in relation to workers’ performance, it assesses the effects of organizational conflict on performance of employees and to investigate the effectiveness of leadership style on conflict management in Toyota Nigeria Limited. The study is cross-sectional and uses a survey design. The study's population consists of 176 Toyota Nigeria Limited, Lagos employees. The study discovered that collaboration and avoidance
strategies have a significant positive effect on the performance of Toyota Nigeria Limited, Lagos, while a compromise strategy has a negative significant impact on the organization's performance. The study concluded that there is no single best strategy for managing conflict because conflict management is dependent on the behavioral intentions of the parties involved, the time frame, and the situation in which the organization finds itself. As a result, it was recommended that Toyota Nigeria Limited's management emphasize the adoption of collaboration and avoidance strategies in order to improve the organization's performance.
The findings will be used to improve operations and performance by investigating the most appropriate conflict resolution mechanisms. This information will be used by Toyota Nigeria Limited's management, board, and key stakeholders to understand the best way to handle conflict while maintaining performance.
This study recommends that conflict management are inspired to design their firm in such a way that will increase organizational performance in their organization and give room for full involvement of their employee, Again, organisations are advised to put more that will encourage their workers to come up with better ways to achieving and promoting organizational performance. Every organization is advised to create a direct understanding and notion of the concept of organizational performance to avoid conflict of interest among the employees and employer.
