The Book, Anatomy of Conflict Management Styles in Kenyan Universities,presents findings of a research project sponsored by Masinde Muliro Science and Technology. The Public Universities covered were the seven Public Universities before the number increased to over 20 Universities in 2013. The findings demonstrate that Conflicts in Public Universities are both dynamic and complex. The author therefore recommends a multidimensional approach to resolving those conflicts which affects University dons, students, management, administrators and workers.
Conflict is the most inflamed debate of the present era around the globe. keeping in view its importance,the author made an attempt to explore conflict management styles and their impact on the working environment of educational institutions. Therefore, the empirical evidences about conflict management styles and their impact on working environment were gathered from the four public sector universities of the province of Punjab, Pakistan. The author inferred from the empirical evidences that administrator of the universities mostly used integrating, obliging and dominating style of conflict management. These styles give guidance and support and create coordination and teamwork among the employees. However, sometimes avoiding and compromising style is used to make the conducive environment of the universities. After studying this book, reader will analysed the real picture of conflict management styles and working environment of Pakistan. In a nutshell, the author explored the new horizon in the field of conflict management in the context of Pakistan. Best Regards Dr. Tahir Farooqi
Conflict presently continues to be a factor in academic life. Schools frequently appear to be centers of tension, on occasions they are perhaps a manifestation of problems in the community. it is obviously necessary for administration to be able to recognize conflict to view its constructive as well destructive potential and to learn how to manage conflict and apply conflict management styles in a practical way.The purpose of this study is to investigate conflict management styles of principals by gender, the study had five objectives, to determine the prevalent conflicts, to explore the causes of conflict, to establish difference in conflict management styles of principals by gender, identify influence of age and effects of conflicts in school set up. The study adopted descriptive survey and used Thomas Kilmann (Thomas Kilmann 1974) and in-depth interviews. The study will be of particular importance to the Ministry of Education,Non Governmental organization dealing with educational projects, universities, colleges,schools, principals, students and researchers in the same field.
This study explored different types of conflict and its management styles in organizational settings. Quantitative and qualitative studies were conducted. Quantitative study results revealed that masquerading was most experienced type of conflict overall in the banking sector whereas affective type of conflict appeared to be the one least experienced. Across comparison of three types of banks substantive type of conflict was found more often in public banks as compared to multinational banks. Integrating was most frequently used conflict management style whereas dominating conflict management style appeared to be the one least used. Public bank managers are using integrating, compromising and avoiding conflict management styles, private banks are using integrating and dominating conflict management style whereas multinational bank managers exhibited greater use of dominating conflict management style. Qualitative analysis of conflict through experiences shared by bank managers, gave insights into complexity, dimensions and conceptualization of organizational conflicts. It also revealed dynamics of real-life conflicts in Pakistani organizational settings and how these are resolved.
Public universities in Kenya have experienced student demonstrations and riots. The causes of student unrest in Kenya are largely external issues, and in a few instances, internal factors such as poor quality and type of food. The purpose of this study was to analyze the existing conflict resolution mechanisms in Kenyan public universities. The study sought to achieve the following objectives: to identify the types of conflicts prevailing in the Kenyan public universities and to analyze the existing mechanisms in resolving them. The disciplinary mechanisms were found to have perpetrated victimization of participants especially during dialogue. In addition, the existing conflict resolution mechanisms have led to the following: decisions take a longer time to be made; notable failure to implement certain resolutions; and students’ leaders are subjected to corrupt deals to cover up certain conflict areas. When there are no conflicts between students and staff of all cadres, everyone benefits. The students are able to complete their studies on schedule while lecturers can also plan their time for teaching as well as for their research.
The purpose of this book is to examine the effect of conflict management in performance of organizations. The specific objectives of this book is to: assess the effect of conflict in performance of organizations, determine whether management being aware of conflict in the organization help towards conflict resolution and management, establish management approaches used by organizational managers in conflict management and resolution, evaluate the role of environment in conflict resolutions and suggest recommendations for solving conflict in organizations.This book targets all managers and students at all levels of management in universities and other higher learning institutions.The text will equip them with adequate and effective managerial skills necessary for solving organizational conflicts and make them more efficient managers.
University's principal contribution to society is the quality of knowledge it generates, democratic values it promotes and high level personnel it produces. In Kenya, university students have engaged in destructive behavior. The primary purpose of this study was to examine the causes, patterns and nature of student unrest in public universities in Kenya. A total of 450 subjects were used in the study. The theories of Campus Ecology, Cognitive Dissonance, Relative Deprivation and the Interest-Based Relational (IBR) Approach formed the theoretical framework. It was established that the genesis of students’ unrest in public universities in Kenya were many and varied such as lack of involvement in decision-making, lack of factual information about the relevant issues, poor living conditions, autocratic administrations, rising cost of education and living among other causes. It was recommended that public universities should put in place policies and structures for conflict management and resolution. This monograph will be useful to researchers and students of conflict management and resolution, university managers and policy makers and any person interested in conflict management.
The purpose of this study was to investigate the differences in staff turnover among male and female library employees in Kenyan private universities. The variables that were identified and tested as possible causes of staff turnover included remuneration, management styles, staff promotions, education and trainings, benefits, age, employee tenure as well as gender stereotypes. The study targeted library staff and personnel managers working in four private universities within Nairobi and Machakos Districts. The study has discussed in detail why the librarians leave employment and made recommendations on the way forward.
Conflict at the workplace is a universal phenomenon that occurs both in the public sector and in the private sector. However, previous studies on this subject have shown that conflict is more common in the public sector than in the private sector. In this book, the author has extensively discussed the major causes of conflict at the workplace namely; personality differences, sharing of resources, unclear lines of responsibility, communication barriers and task interdependence. This study confirmed that these are the main causes of workplace conflict and also came up with possible solutions to the problem. The findings of this study are very useful for anyone with a management role in any organization and also for human resource management professionals. The book offers useful insights in dealing with workplace conflict.
The general underrepresentation of women academics has long been an issue of concern in higher education systems of many developing countries. This study reports the findings of a research undertaken in 2009 in three Ethiopian public universities to address the following research questions: What is the extent of women academics' representation in faculty and administrative positions in Ethiopian public universities? How do male and female academics perceive the extent of gender bias and discrimination in their universities? What factors explain the small presence of women academics in senior ranks and management positions?
New ways of managing conflict are increasingly important features of work and employment in organizations. In the book the world's leading scholars in the field examine a range of innovative alternative dispute resolution (ADR) practices, drawing on international research and scholarship and covering both case studies of major exemplars and developments in countries in different parts of the global economy. Developments in the management of individual and collective conflict at work are addressed, as are innovations in both unionized and non-union organizations and in the private and public sectors.
This book is based on a study on perceptions of University Managers on management development, managerial self efficacy and important management competencies for effective leadership and management of public universities in Uganda. At the time of the study, public universities in Uganda were characterized by management challenges including threatening strikes, court cases and employee disengagement. Data was collected using self-reported questionnaires to 380 university managers. The findings indicate that though university managers perceive management development (MD) at University to be planned, there was inadequate evidence a supporting MD policy, inadequate vote for MD programs or human resource (HR) strategies to support MD. Managerial self efficacy was perceived to be high, however, as a result of managers' experiential learning, but not MD. Some of the considered important management competencies for effective leadership and management of public Universities in Uganda included: social competencies, human resource competencies, technical competencies, leadership and supervision competencies, knowledge management competencies. Further research is recommended.
These days intranets are becoming more and more popular throughout the business world and other types of organizations including learning institutions. This study develops and validates a credible body of evidence supporting the value of corporate intranets in relation to learning institutions’ productivity. There are currently no accepted frameworks or methodologies to compare and evaluate Intranet usage in Kenyan public universities. Part of the difficulty for adopting a common comparison framework for intranets in institutions of higher learning (IHL) is that they are in constant reform and, more importantly, they have strong financial, social and cultural links and implications. The aim of this book is to develop a framework of measuring corporate intranets usage in Kenyan public universities. Factors such as organizational, technological and individual factors are perceived as possible contributors to effective intranet usage and service quality in IHL. Other three variables namely: intranet effective usage, intranet service quality and individual impact contribute towards measuring the effectiveness of the intranets.
The book presents the challenges facing a delivery of a financial management systems in rural based Public Universities in Western Kenya. The impact of organization structure is examined in the context of information system implementation. Information Communication Infrastructure as a critical component of financial management system performance is explained. Propensity to change is explored in relation to policy, procedural and attitudinal changes in the face of new technological approaches. The book is therefore designed to help shape Government policy decisions, and assist policy makers such as chief executives. Specifically, it addresses the needs of finance managers, Accountants and Informational Communication professionals. Enterprise Resource planning Consultants will find the book invaluable. Also, students taking Management Information System courses will find the book extremely useful.