Abstract:
This study aimed to investigate the impact of various types of conflict on employees’ output in a study location in Lagos State. Employee productivity is the most essential and stressful issue in the organization, which is now a normal and natural component of the global competitiveness due to variations in culture, beliefs, and ethics. Because the world commerce operates under one cover and people from all origins and work styles are brought together for common business interests, conflict can arise in any sort of organization. Organizations try to get their employees to work together, but conflicts arise when people with various work styles, goals, motives, and processes collaborate with distinct priorities. Insults, non-cooperation, bullying, aggressiveness, and, in certain cases, fighting and physically harming others owing to ego classes are all possible outcomes of such confrontations. People who work in such environments may be stressed even if they are not involved in the conflict since such confrontations generate an undesirable working atmosphere. The majority of people come up with the solution of avoiding putting those people in the same team who are causing issues, but this is the most common mistake made by organizations, because such decisions can lead to communication breakdowns, misunderstandings, and incorrect perceptions. We cannot separate people who are in dispute and force them to stop interacting with one another, nor can we abandon them because unresolved conflicts can lead to feelings of disrespect, hopelessness, dissatisfaction, and sadness, among other things. Workplace disruption, decreased productivity, project failure, absenteeism, turnover, and termination are all extreme outcomes of unresolved conflicts. However, if correctly resolved, it may lead to improved understanding, ideas, working conditions, and relationships, as well as an improvement in productivity and profitability. While relational conflict has a negative impact on performance, task and process conflicts have a favorable impact on worker productivity, according to the Pearson correlation. The link between process conflict and performance, on the other hand, was unexpected. The Pearson correlation approach revealed that there is a very weak relationship between all types of organizational conflict and worker performance in Akinrichway Industrial Services Limited. Finally, the study recommended the use of collective bargaining to effectively stem down and manage conflicts at work places.
