Abstract:
Conflict is a natural occurrence in all work place. The term Conflict
refers to perceived incompatibilities resulting typically from some form of interferences
or oppositions. Conflict Management is the process of planning to avoid conflict where
possible and organizing to resolve conflict where it does happen, as rapidly and
smoothly as possible. The ability to manage conflict is probably one of the most
important social skills an individual can possess. In the present research, the model of
Conflict Management Styles proposed by Rahim (1983) has been used across the
personal demographic variables such as Gender, Age, Religion, Marital status,
Educational qualification and Work experience. The aim of this research was to identify
the influence of Personal demographic variables on Conflict management styles. It's
necessary to identify the factors that influence on individual's conflict management
styles for improving work place relations and productivity of individuals, but very few
attempts have been made to find out the factors influencing on conflict management
styles in Sri Lanka. In this present study, 161 respondents who were randomly selected
from various banks in Jaffna peninsula were analysed. The data obtained from the
returned questionnaires were analysed using the percentage distribution, mean,
Correlation, Chi-square, T-test and One-way ANOVA. Analyses of the data indicated
that only the Gender has a significant influence on the conflict management styles of
bank employees. The findings further revealed that no significant difference was found
between males and females. Moreover, no significant difference was found between the
age groups. But, there was significant difference between Christians and Hindus in
preferring Collaborating style. Like that, there was significant difference between
Married and unmarried employees on Competing style. Similarly, Educational
qualification also has significant difference on competing style. Work experience has
significantly differed in the Compromising style. Finally, recommendations and
suggestions for employees were also given to manage their conflict situations, based on
the results. Scopes and directions for future study are then discussed, which concludes
this dissertation.
