This study examines the contribution of conflict management on employee’s performance in Tanzania with particular reference to Dar es Salaam Maritime Gateway Project (DMGP). Specifically, the study intended to examine the nature of communication flow at DMGP, to identify the conflict resolution approaches practiced at DMGP and to associate practiced conflict resolution approaches with employees’ performance in Dar es Salaam Maritime Gateway Project. The study adopted the use of case study research design in generating the required primary data and was limited to the employees of DMGP. The study involved 45 technical employees who were conveniently and purposively selected for inclusion in the sample. Collected data was coded then analyzed with the help of SPSS version 23. Findings revealed that employees fear to speak out their inner concerns to supervisors because of insecurity of their job despite having a chance to express their opinions. Results have also indicated that interpersonal conflicts were predominantly solved by involving the conflicted parties. Workers at DMGP prefer more settling job issues with their immediate supervisors than third parties. Also, training and development offered at DMGP has significantly contributed to the performance of employees in different departments. Generally, it was revealed that conflict management has significant contribution to employees’ performance at DMGP. The study recommends to managers to enhance interpersonal relationships amongst co-workers to inculcate trust, unleash communication and consequentially boost morale of the employees.
Organizational Conflicts Management In Selected Organizaions In Lagos State, ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Impact of Workplace Conflict Resolution on Organizational Performance Aish h...aishuprabhayadav90
The document discusses a study on the impact of workplace conflict management on organizational performance in private sector enterprises. 800 employees participated in the study through questionnaires. The study found that conflicts can occur due to competition, leadership styles, or limited resources, and if not managed properly can reduce productivity. However, some conflicts when well-managed can produce positive results. The study aims to identify the causes and types of conflicts, examine conflict management strategies used, and determine the effect of management on organizational performance.
This document discusses the differences between managerial level, managerial functions, and operative functions in organizations. It explains that managerial functions include planning, organizing, directing, and controlling. Operative functions include procurement, development, compensation, integration, and maintenance of human resources. The document provides detailed explanations of each of these functions and their importance for effective personnel management in organizations.
This document summarizes a study that examined the impact of workforce diversity on employee performance in Egyptian pharmaceutical organizations. The study surveyed 300 middle-level managers across five major pharmaceutical companies in Egypt. The results showed that gender and education background were significant factors in explaining differences in employee performance, while age diversity was not a significant factor. The document provides context on how workforce diversity can impact employee performance both positively and negatively, and outlines the study's methodology involving questionnaires distributed to managers across various pharmaceutical companies in Egypt.
DBA 7553, Human Resource Management 1 Course Learndrennanmicah
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. They will examine challenges related to workflows and the importance of job analysis for organizational structure. Key topics include meeting strategic challenges, managing workflows, conducting job analysis, and their role in strategic human resource management. Readings include chapters on strategic challenges and managing workflows and job analysis.
DBA 7553, Human Resource Management 1 Course Learnalisondakintxt
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. Key topics include organizational, environmental, and individual challenges to workflows, the importance of job analysis for structure, and how workflow analysis supports strategy and structure. Students will read two chapters and complete an annotated bibliography to meet the learning outcomes of understanding these topics.
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
This study is sought to determine the conflict management styles and values of supervisors and
managers in selected Filipino owned -small scale businesses in United Arab Emirates. The researcher chooses
120 respondents who participated in the survey questionnaire. The respondents are 20 supervisors and 100
employees from among reputable Filipino restaurants and saloons all over Dubai, UAE. The researcher used
the percentage analysis and ranking to assess the responses of the respondents. The study concluded that there
are various management style that managers can do to supervise its staff in small-scale business. Businesses
that are classified as small-scale organizations are likened to human beings that are susceptible to the different
types of conflicts which are unavoidable and thus, inherent to the business operations. Different conflict
management strategies are taken to handle these conflicts such as Various conflict management strategies are
adopted for handling conflict; the most important among these are, mediation, negotiation, avoidance,
collaborating etc. Poor management of conflicts when it occur will create the problem as conflict and
discomfort are not the same. It is not the conflict that others consider the problem but poor management of
such is the problem itself. Recommendations suggest that Managers should be able to develop and adopt a
good motivation strategies for its staff and supervise them effectively most especially to newly established
business to counter the incidence and existence of conflicts that may hinder the progress of the service.
Effective management is the key to avoid or lessen the conflicts. Managers should be well-informed,
understand and trained to manage conflicts in different ways and at various levels. And, conducting trainings
and seminars relative to conflict management of superiors and subordinates would be suitable and appropriate
for change in organization design and culture in the working environment.
Organizational Conflicts Management In Selected Organizaions In Lagos State, ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Impact of Workplace Conflict Resolution on Organizational Performance Aish h...aishuprabhayadav90
The document discusses a study on the impact of workplace conflict management on organizational performance in private sector enterprises. 800 employees participated in the study through questionnaires. The study found that conflicts can occur due to competition, leadership styles, or limited resources, and if not managed properly can reduce productivity. However, some conflicts when well-managed can produce positive results. The study aims to identify the causes and types of conflicts, examine conflict management strategies used, and determine the effect of management on organizational performance.
This document discusses the differences between managerial level, managerial functions, and operative functions in organizations. It explains that managerial functions include planning, organizing, directing, and controlling. Operative functions include procurement, development, compensation, integration, and maintenance of human resources. The document provides detailed explanations of each of these functions and their importance for effective personnel management in organizations.
This document summarizes a study that examined the impact of workforce diversity on employee performance in Egyptian pharmaceutical organizations. The study surveyed 300 middle-level managers across five major pharmaceutical companies in Egypt. The results showed that gender and education background were significant factors in explaining differences in employee performance, while age diversity was not a significant factor. The document provides context on how workforce diversity can impact employee performance both positively and negatively, and outlines the study's methodology involving questionnaires distributed to managers across various pharmaceutical companies in Egypt.
DBA 7553, Human Resource Management 1 Course Learndrennanmicah
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. They will examine challenges related to workflows and the importance of job analysis for organizational structure. Key topics include meeting strategic challenges, managing workflows, conducting job analysis, and their role in strategic human resource management. Readings include chapters on strategic challenges and managing workflows and job analysis.
DBA 7553, Human Resource Management 1 Course Learnalisondakintxt
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. Key topics include organizational, environmental, and individual challenges to workflows, the importance of job analysis for structure, and how workflow analysis supports strategy and structure. Students will read two chapters and complete an annotated bibliography to meet the learning outcomes of understanding these topics.
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
This study is sought to determine the conflict management styles and values of supervisors and
managers in selected Filipino owned -small scale businesses in United Arab Emirates. The researcher chooses
120 respondents who participated in the survey questionnaire. The respondents are 20 supervisors and 100
employees from among reputable Filipino restaurants and saloons all over Dubai, UAE. The researcher used
the percentage analysis and ranking to assess the responses of the respondents. The study concluded that there
are various management style that managers can do to supervise its staff in small-scale business. Businesses
that are classified as small-scale organizations are likened to human beings that are susceptible to the different
types of conflicts which are unavoidable and thus, inherent to the business operations. Different conflict
management strategies are taken to handle these conflicts such as Various conflict management strategies are
adopted for handling conflict; the most important among these are, mediation, negotiation, avoidance,
collaborating etc. Poor management of conflicts when it occur will create the problem as conflict and
discomfort are not the same. It is not the conflict that others consider the problem but poor management of
such is the problem itself. Recommendations suggest that Managers should be able to develop and adopt a
good motivation strategies for its staff and supervise them effectively most especially to newly established
business to counter the incidence and existence of conflicts that may hinder the progress of the service.
Effective management is the key to avoid or lessen the conflicts. Managers should be well-informed,
understand and trained to manage conflicts in different ways and at various levels. And, conducting trainings
and seminars relative to conflict management of superiors and subordinates would be suitable and appropriate
for change in organization design and culture in the working environment.
The document summarizes different models of labor management relations, including a one-to-one model between management and trade unions, a transactional model involving multiple stakeholders, and an environmental model accounting for various external factors. It also discusses the roles and objectives of trade unions in the Capital Development Authority of Pakistan, including collective bargaining, resolving worker issues, and both benefits and demerits of trade union involvement. Proper implementation of labor management models is recommended to facilitate good relations between workers and management.
DBA 7553, Human Resource Management 1 Course Learn.docxadkinspaige22
DBA 7553, Human Resource Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Appraise workflows and the role of job analysis.
1.1 Examine the organizational, environmental, and individual challenges with regard to workflow.
1.2 Explain the importance of job analysis with regard to organizational structure.
1.3 Summarize how work-flow analysis supports strategy and organizational structure.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Annotated Bibliography
1.2
Chapter 2
Unit I Annotated Bibliography
1.3
Chapter 2
Unit I Annotated Bibliography
Reading Assignment
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
Chapter 2: Managing Work Flows and Conducting Job Analysis
Unit Lesson
This unit of the course will cover strategic human resource management. In today’s workplace, it is key to
have human resources at the top management table to assist with long- and short-term goals for the
organization. Human resources is able to partner with top management at all intersections of an organization
to help develop strategies for human capital in order for the organization to meet its goals and objectives.
Effective strategic human resource management can help a company keep its competitive edge and
contribute to a healthy bottom line.
Strategic human resource management keeps
employee policies on target and current with regard
to the latest legal landscape for employees. It also
provides for important items, such as strategic
recruitment and hiring, proper employee training,
and development of a robust and diverse
workplace. These elements all contribute to building
and maintaining a healthy and successful
organization.
Strategic human resource management contributes
to dealing with various environmental challenges
that organizations may face today. For instance,
there is a rapid change in today’s world, so
companies must have the ability to be nimble in
response. As the pace of the world, in general,
UNIT I STUDY GUIDE
Strategic Human Resource Management, Managing
Workflows, and Conducting Job Analysis, Part I
Human resource management keeps employee policies on target
(Bialasiewicz, 2017)
DBA 7553, Human Resource Management 2
UNIT x STUDY GUIDE
Title
increases, stress can be a constant issue for employees. Human resource management can identify areas in
an organization where employee stress is an issue, and human resources can work with local managers to
identify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity of
employees.
There are also issues of workplace diversity that strategic human resource management can address. The
ability to work with management to formulate strategies that can capitalize on the diversity of the employees
can create a healthy opportunity for growt.
DBA 7553, Human Resource Management 1 Course Learn.docxgertrudebellgrove
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. Key topics include environmental and individual challenges, the importance of job analysis for organizational structure, and how workflow analysis supports strategy. Reading assignments cover meeting strategic challenges, managing workflows and conducting job analysis. The unit aims to help students understand how HR can partner with top management to develop human capital strategies and keep policies current to help organizations achieve goals and maintain competitive advantage.
This document discusses conflict management in organizations. It defines conflict as a disagreement between two parties where one feels wronged in terms of needs, interests, or concerns. The document outlines various types of conflicts including interpersonal, intergroup, and person-group conflicts. It also discusses causes of conflicts like personality differences, scarce resources, and conflicting interests. The document explores approaches to conflict management including different styles like competing, collaborating, compromising, and avoiding. It emphasizes that conflict is an inevitable part of human interaction and the key is to constructively resolve conflicts for organizational effectiveness.
Running Head DOCTORAL STUDY PROSPECTUS1DOCTORAL STUDY PRO.docxtodd271
Running Head: DOCTORAL STUDY PROSPECTUS
1
DOCTORAL STUDY PROSPECTUS
2
Doctoral Study Prospectus
Employee retention is the dream of human resource managers, and this is especially if these individuals are also self-motivated and competent (Paludi, 2012). Replacement and retraining of a new workforce are always expensive and destabilizing, and the organization might lose opportunities as it concentrates on the remaining inadequate staff (De Clercq, Mohammad Rahman, & Belausteguigoitia, 2017). James (2016) has identified unresolved disputes as one of the main reasons why the turnover rate is still significantly high among US-based organizations. The proposed study is the ‘influence of dispute resolution on employee retention,' and it will have a positive impact not only just on the business community but also on the society in general. Obviously, conflict within an organization manifests itself according to the hierarchical, top-down power nature that is found within a business, which affects how people view and interact with others, how relationships develop, etc.Problem Statement
The average employee turnover rate in the United States is over 15%, and it is over 20% in Canada. At least 63% of these employees leave upon resignation, and another 30% get fired. Such drastic measures are direct consequences of unresolved disputes (Allen & Bryant, 2012). According to Santos, Uitdewilligen, & Passos (2015), there is yet some significant number of workers who are demoralized to the extent of being underproductive. Therefore, the organization is still losing as a result of escalated disputes even if the employees choose to stay. But, as part of Allen and Bryant (2012) research into conflict in organizations, the authors view organizational conflict as a "Conflict of Needs" based upon the "Fight or Flight" response. They actually are working on an ebook regarding just this. The proposed study is geared towards enabling organizations to half their turnover rate every quarter until it is less than 5%. Effective dispute resolution mechanisms would not only motivate employees but also dissuade the workers from opting to resign (Santos et al., 2015; Torchia, Calabrò, & Morner, 2015). The proposed study is geared towards establishing the steps which the management would take to ensure that a positive work environment is maintained.
Purpose Statement
Everyone has certain needs based on Maslow's Hierarchy of Needs, which explains that all human beings have certain needs that they wish to have met, people (even if unknowingly) desire the ability to secure these needs. Similarly, employees also often have needs which failure to get met triggers disputes and conflicts among them (Aamodt, 2006). Disputes are expensive, time-consuming and damaging. They need to either be prevented or resolved as early as possible. The study seeks to establish the correction between such follower characteristics as agreeableness, competence, openness, and focus of control; lea.
The Importance Of Development In Organizational...Monica Rivera
Organizational culture has a significant impact on team development and performance. A positive culture that values collaboration, innovation and continuous learning will foster high-performing teams. As teams form and interact over time, they develop their own norms, values and ways of working that are influenced by the larger organizational culture. Leaders play a key role in shaping culture and can reinforce behaviors that support team goals. If the culture is not aligned with team objectives, it can create barriers like silos and risk aversion that prevent teams from achieving their full potential. Assessing and strategically shaping organizational culture is important for developing effective teams.
Factors that contribute to harmony Industrial RelationAdie Neyytah
Employers, workers, and their trade unions are jointly responsible for developing harmonious industrial relations. Key factors that contribute include effective leadership and training from managers, trust between employees and employers, investment in training programs, encouraging teamwork and participation, and adopting a strategic human resources management approach. When these factors are implemented successfully, they can help create a productive and cooperative working environment.
The Moderating Role of Nepotism in the Effect of Employee Empowerment on Perc...inventionjournals
The purpose of this study is to investigate the potential relationship between nepotism, empowerment and organisational justice within the context of hospitality organisations. The research was carried out on 232 employees working at some 5 star hospitality organisations operating in Marmaris, which is a county of Muğla Province in Turkey. The data were collected through questionnaire technique. The questionnaire used in the study consists of four sections; demographic information, nepotism, employee empowerment and perception regarding organisational justice. In the study, correlation and regression analyses were conducted to find out the relationship between nepotism, employee empowerment and perceptions regarding organisational justice as well as some descriptive statistics aiming to reveal characteristics of the organisations where the participants were employed. Correlation analysis revealed a weak and negative relationship between nepotism and organisational justice. According to the regression analysis, nepotism was found to have a moderating role solely on meaning-competence dimensions when the relationships between dimensions of empowerment and organisational justice were considered.
This document discusses how developing emotional intelligence in the workplace can improve employee engagement and retention. It begins with an introduction explaining the importance of engagement and retention for organizations. It then defines emotional intelligence and discusses how skills like self-awareness, empathy, and relationship management can be developed through training. The document proposes a blended learning approach to teach emotional intelligence. Research findings showed that demonstrating emotional intelligence as a leader was linked to higher engagement and lower turnover. The conclusion recommends organizations assess gaps in emotional intelligence and develop a strategy to create an emotionally intelligent culture.
A Literature Review on the Effects of Employee Relation on Improving Employee...Christine Williams
This document provides a literature review on the effects of employee relations on improving employee performance. It examines key components of employee relationship management such as communication, participative leadership, shared goals and values, mutual trust, and motivation. The review finds that effective employee relations that incorporate these components can positively impact employee performance. Specifically, strong communication, participative leadership, shared goals between employees and management, high levels of mutual trust, and proper employee motivation are associated with improved employee performance. However, the document notes that past research on this topic has not thoroughly addressed the effects of employee relations on performance, and more empirical research is still needed.
This document summarizes a study examining the relationship between conflict management styles and organizational commitment among bank employees in Penang, Malaysia. The study investigated the styles employees use to handle conflicts, including integrating, compromising, dominating, obliging, and avoiding styles. An inventory was used to measure conflict management styles, identifying the main styles used as integrating, compromising, and dominating. The results showed employees were more committed when using integrating styles, while dominating and avoiding styles lowered organizational commitment. The document provides background on conflict management and organizational commitment in organizations.
A Comparative Analysis of Organizational Structure and Effectiveness between ...inventionjournals
The nature of services in institutions of higher learning requires that all stakeholders play
positive roles in the sustainability of the institution’s survival and effectiveness in giving quality teaching,
research and learning. Structure and processes are core requirements for understanding organizational
effectiveness. The actual scenario in the field, however, raises concerns as to whether cases of pending work,
inefficiency, conflicts among others can be arrested by having proper structures and processes. The purpose of
the study was to assess the effect of organizational structure on organizational effectiveness, in public and
private universities in Kenya, using the case of Moi University and University of East Africa (UEA)-Baraton.
Based on the study, this paper undertakes a comparative analyisis of organizational structure and
organizational effectiveness between UEA-Baraton and Moi University and the extent to which the nature of
formalization and level of horizontal integration are antecedents to level of communication and locus of
decision-making. The study utilized a cross-sectional survey design that was descripto-explanatory in nature to
identify attributes of the study population using a small sample of individuals. Independent samples t-test was
used to test whether there was any significant difference in organizational structure and organizational
effectiveness between public and private universities. Further, the study used hierarchical regression analysis to
test the hypotheses. Based on the sample of 365 participants (300 from Moi University and 65 from UEABaraton),
the independent samples t-test confirmed that there were significant differences in organizational
structure and organizational effectiveness between public and private universities. The regression results
indicated that the locus of decision-making had positive and significant effects on productivity, stability,
resource acquisition and human resource satisfaction and development. The results highlight the need to
improve organizational structure which has positive impacts on organizational effectiveness under the
moderation of organizational processes. This move is necessitated by the accelerated pace of business
complexity today.
1) The document discusses the importance of effective employee relations for improving organizational performance and solving corporate challenges. It argues that workers are the primary determinants of an organization's success or failure.
2) It reflects on learned concepts of employee relations policies and their implications for overall organizational performance. Effective leadership, teamwork, and respect between workers and management are crucial.
3) Implementing strong employee relations policies can help prevent internal conflicts, improve satisfaction, and strengthen performance by allowing workers to voice concerns and participate in decision making. When employee relations are poor, it can lead to distrust, disputes, and high turnover which negatively impact the organization.
My dissertation i good very good marks on it i want everyone to look and get the best idea how to get the work done, hope you are gonna love my job, please check chapter 2 and you will get to know how to work on that. I got very good feedback on that from my supervisor too...
Jiezhen Zhu
COMM 100
Shelly Spratt
Oct 25, 2019
Annotated Bibliography
The Role of Communication in Business Relationships
1. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
This article was written by Dennis Tourish that mainly represents the importance of communication in different business relationships (Tourish, 2014). Leadership plays a great role in this context. According to the author, better leadership has remained a popular solution for climate change and business problems. However, communication is one of the best solutions procured by a leader to solve any type of conflict or problem in a business. There has been a growing concern regarding traditional approaches to the subject that have some oppressive power relationships. The main goal of this article was to determine different deficiencies in the leader through which they cannot occupy formal leadership roles.
The methods used by the researcher are based on observation and organizational research methods (Tourish, 2014). Different theories and models have been observed by the researcher to understand the implication of communication in leadership. Different organizational actors have played some formal leadership roles. According to the author, different followers of leader agency have been using false methods to address the problems in the business. There is a need to understand a better method related to communication to solve these matters. A wide range of literature has been conducted by the author in which she has taken different journal articles and books to prove her arguments.
According to the findings of the research, communication of organization are suggested to be the best approach that can be practiced by leaders (Tourish, 2014). Communication is compatible with certain social and business structures. It plays a great role in the construction of organizational actors in which facilitation of disagreement creates conflicts. The author has also emphasized the traditional stress that is created due to the achievement of cohesion in some cases. Communication can be the best resolution for every type of need in the business setting.
2. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78(4), 454-475.
This article, written by Chris Lam is basically related to the role of communication in reducing social loafing (Lam, 2015). Social loafing is a tendency to put less effort when an individual is a part of a group. It basically occurs when there is poor communication between the members of the group. Communication plays a great role in the determination and encouragement of team members. The goals of the project cannot be achieved without the practice of communication in a team. The main aim of the following research article was to investigate the influence of soc ...
Top Ten Workplace Skills for Future OrganizationsCSCJournals
Many researchers have indicated that there are skills that are going to be essential for the future workforce. This review helps identify these skills and the applicability of these skills to job performance of the future organization competing in a globalized environment. The review provides insight into each of the ten listed skills and also information on how the skills will be useful for future organizations. The review will extend previous literature regarding the identified ten skills essential for future organizations. Providing this analysis of the literature and potential applicability of these identified essential skills will help guide and focus additional studies relating to future job performance requirements.
Running head M4_ A2 APPLYING OB THEORIES1APPLYING OB THEORIES.docxcharisellington63520
Running head: M4_ A2: APPLYING OB THEORIES 1
APPLYING OB THEORIES 4
Sahar N. Aly
B7401 Organizational Behavior
Argosy University, Washington DC
Dr. James Glenn
April, 2015
The paper will discuss an organizational change in management in order to resolve the problem within the organization. The first part of the paper will address different strategies used to maintain successful change and the second part will address how to overcome the resistance of change to achieve the new goals for the benefits of the organization.
Problems exist when something unexpected happens and for any organization to function effectively these problems must be resolved. Leaders and supervisors must identify the current situations and try to find out where the problem exists. McNamara (2010) states “Significant organizational change occurs, for example, when an organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve through life cycles”. It is the leaders’ role to facilitate changes since it is not an easy process, and be able to assist in the organization’s adoption of opportunities and threats.
Case study: International Cargo Carrier Co. (IACC).
The company is one of the cargo companies in Egypt. Their primary activity is concentrated in Suez and Alexandria ports. It provides shipping services to North America and southern Asia. The company lately was struggling and suffered the worst year in its history due to losses in income and layoffs. The company needed to gain back its image among the cargo business thus change in management, and a transformation was applied. The company today became successful and gained back its position as one of the well-known cargo carrier companies in Egypt.
The organizational change was successful because their mission was accomplished. Making sure that packages were delivered on time, improving the information system in order to speed up the orders process, establishing good customer relationships, monitoring shipping orders and loading and unloading of trucks. Different strategies were used to maintain this success and are addressed as follows:
• The company’s awareness for urgent change and the recognition of the threats allowed them to make others in the company aware of the need for change. The company was scanning the internal and external environment to identify competitive situations, profits and losses, updated technology, and market trends which was an asset for leaders to communicate with their subordinates.
• A new strategy was developed to formulate a vision for the change and applying different strategies to reach new goals and make the change happen. McNamara (2010) states “It is important to know the reason for change, plan for new goals, needs to reach these goals and how to estab.
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
More Related Content
Similar to Contribution of Conflict Management on Employees' Performance in Tanzania: A Case Study of Dar es Salaam Maritime Gateway Project
The document summarizes different models of labor management relations, including a one-to-one model between management and trade unions, a transactional model involving multiple stakeholders, and an environmental model accounting for various external factors. It also discusses the roles and objectives of trade unions in the Capital Development Authority of Pakistan, including collective bargaining, resolving worker issues, and both benefits and demerits of trade union involvement. Proper implementation of labor management models is recommended to facilitate good relations between workers and management.
DBA 7553, Human Resource Management 1 Course Learn.docxadkinspaige22
DBA 7553, Human Resource Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Appraise workflows and the role of job analysis.
1.1 Examine the organizational, environmental, and individual challenges with regard to workflow.
1.2 Explain the importance of job analysis with regard to organizational structure.
1.3 Summarize how work-flow analysis supports strategy and organizational structure.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Annotated Bibliography
1.2
Chapter 2
Unit I Annotated Bibliography
1.3
Chapter 2
Unit I Annotated Bibliography
Reading Assignment
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
Chapter 2: Managing Work Flows and Conducting Job Analysis
Unit Lesson
This unit of the course will cover strategic human resource management. In today’s workplace, it is key to
have human resources at the top management table to assist with long- and short-term goals for the
organization. Human resources is able to partner with top management at all intersections of an organization
to help develop strategies for human capital in order for the organization to meet its goals and objectives.
Effective strategic human resource management can help a company keep its competitive edge and
contribute to a healthy bottom line.
Strategic human resource management keeps
employee policies on target and current with regard
to the latest legal landscape for employees. It also
provides for important items, such as strategic
recruitment and hiring, proper employee training,
and development of a robust and diverse
workplace. These elements all contribute to building
and maintaining a healthy and successful
organization.
Strategic human resource management contributes
to dealing with various environmental challenges
that organizations may face today. For instance,
there is a rapid change in today’s world, so
companies must have the ability to be nimble in
response. As the pace of the world, in general,
UNIT I STUDY GUIDE
Strategic Human Resource Management, Managing
Workflows, and Conducting Job Analysis, Part I
Human resource management keeps employee policies on target
(Bialasiewicz, 2017)
DBA 7553, Human Resource Management 2
UNIT x STUDY GUIDE
Title
increases, stress can be a constant issue for employees. Human resource management can identify areas in
an organization where employee stress is an issue, and human resources can work with local managers to
identify ways to decrease it. Decreasing stress improves the work atmosphere, motivation, and productivity of
employees.
There are also issues of workplace diversity that strategic human resource management can address. The
ability to work with management to formulate strategies that can capitalize on the diversity of the employees
can create a healthy opportunity for growt.
DBA 7553, Human Resource Management 1 Course Learn.docxgertrudebellgrove
This unit will cover strategic human resource management. Students will learn about workflows and job analysis, and how these support organizational structure and strategy. Key topics include environmental and individual challenges, the importance of job analysis for organizational structure, and how workflow analysis supports strategy. Reading assignments cover meeting strategic challenges, managing workflows and conducting job analysis. The unit aims to help students understand how HR can partner with top management to develop human capital strategies and keep policies current to help organizations achieve goals and maintain competitive advantage.
This document discusses conflict management in organizations. It defines conflict as a disagreement between two parties where one feels wronged in terms of needs, interests, or concerns. The document outlines various types of conflicts including interpersonal, intergroup, and person-group conflicts. It also discusses causes of conflicts like personality differences, scarce resources, and conflicting interests. The document explores approaches to conflict management including different styles like competing, collaborating, compromising, and avoiding. It emphasizes that conflict is an inevitable part of human interaction and the key is to constructively resolve conflicts for organizational effectiveness.
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Running Head: DOCTORAL STUDY PROSPECTUS
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Employee retention is the dream of human resource managers, and this is especially if these individuals are also self-motivated and competent (Paludi, 2012). Replacement and retraining of a new workforce are always expensive and destabilizing, and the organization might lose opportunities as it concentrates on the remaining inadequate staff (De Clercq, Mohammad Rahman, & Belausteguigoitia, 2017). James (2016) has identified unresolved disputes as one of the main reasons why the turnover rate is still significantly high among US-based organizations. The proposed study is the ‘influence of dispute resolution on employee retention,' and it will have a positive impact not only just on the business community but also on the society in general. Obviously, conflict within an organization manifests itself according to the hierarchical, top-down power nature that is found within a business, which affects how people view and interact with others, how relationships develop, etc.Problem Statement
The average employee turnover rate in the United States is over 15%, and it is over 20% in Canada. At least 63% of these employees leave upon resignation, and another 30% get fired. Such drastic measures are direct consequences of unresolved disputes (Allen & Bryant, 2012). According to Santos, Uitdewilligen, & Passos (2015), there is yet some significant number of workers who are demoralized to the extent of being underproductive. Therefore, the organization is still losing as a result of escalated disputes even if the employees choose to stay. But, as part of Allen and Bryant (2012) research into conflict in organizations, the authors view organizational conflict as a "Conflict of Needs" based upon the "Fight or Flight" response. They actually are working on an ebook regarding just this. The proposed study is geared towards enabling organizations to half their turnover rate every quarter until it is less than 5%. Effective dispute resolution mechanisms would not only motivate employees but also dissuade the workers from opting to resign (Santos et al., 2015; Torchia, Calabrò, & Morner, 2015). The proposed study is geared towards establishing the steps which the management would take to ensure that a positive work environment is maintained.
Purpose Statement
Everyone has certain needs based on Maslow's Hierarchy of Needs, which explains that all human beings have certain needs that they wish to have met, people (even if unknowingly) desire the ability to secure these needs. Similarly, employees also often have needs which failure to get met triggers disputes and conflicts among them (Aamodt, 2006). Disputes are expensive, time-consuming and damaging. They need to either be prevented or resolved as early as possible. The study seeks to establish the correction between such follower characteristics as agreeableness, competence, openness, and focus of control; lea.
The Importance Of Development In Organizational...Monica Rivera
Organizational culture has a significant impact on team development and performance. A positive culture that values collaboration, innovation and continuous learning will foster high-performing teams. As teams form and interact over time, they develop their own norms, values and ways of working that are influenced by the larger organizational culture. Leaders play a key role in shaping culture and can reinforce behaviors that support team goals. If the culture is not aligned with team objectives, it can create barriers like silos and risk aversion that prevent teams from achieving their full potential. Assessing and strategically shaping organizational culture is important for developing effective teams.
Factors that contribute to harmony Industrial RelationAdie Neyytah
Employers, workers, and their trade unions are jointly responsible for developing harmonious industrial relations. Key factors that contribute include effective leadership and training from managers, trust between employees and employers, investment in training programs, encouraging teamwork and participation, and adopting a strategic human resources management approach. When these factors are implemented successfully, they can help create a productive and cooperative working environment.
The Moderating Role of Nepotism in the Effect of Employee Empowerment on Perc...inventionjournals
The purpose of this study is to investigate the potential relationship between nepotism, empowerment and organisational justice within the context of hospitality organisations. The research was carried out on 232 employees working at some 5 star hospitality organisations operating in Marmaris, which is a county of Muğla Province in Turkey. The data were collected through questionnaire technique. The questionnaire used in the study consists of four sections; demographic information, nepotism, employee empowerment and perception regarding organisational justice. In the study, correlation and regression analyses were conducted to find out the relationship between nepotism, employee empowerment and perceptions regarding organisational justice as well as some descriptive statistics aiming to reveal characteristics of the organisations where the participants were employed. Correlation analysis revealed a weak and negative relationship between nepotism and organisational justice. According to the regression analysis, nepotism was found to have a moderating role solely on meaning-competence dimensions when the relationships between dimensions of empowerment and organisational justice were considered.
This document discusses how developing emotional intelligence in the workplace can improve employee engagement and retention. It begins with an introduction explaining the importance of engagement and retention for organizations. It then defines emotional intelligence and discusses how skills like self-awareness, empathy, and relationship management can be developed through training. The document proposes a blended learning approach to teach emotional intelligence. Research findings showed that demonstrating emotional intelligence as a leader was linked to higher engagement and lower turnover. The conclusion recommends organizations assess gaps in emotional intelligence and develop a strategy to create an emotionally intelligent culture.
A Literature Review on the Effects of Employee Relation on Improving Employee...Christine Williams
This document provides a literature review on the effects of employee relations on improving employee performance. It examines key components of employee relationship management such as communication, participative leadership, shared goals and values, mutual trust, and motivation. The review finds that effective employee relations that incorporate these components can positively impact employee performance. Specifically, strong communication, participative leadership, shared goals between employees and management, high levels of mutual trust, and proper employee motivation are associated with improved employee performance. However, the document notes that past research on this topic has not thoroughly addressed the effects of employee relations on performance, and more empirical research is still needed.
This document summarizes a study examining the relationship between conflict management styles and organizational commitment among bank employees in Penang, Malaysia. The study investigated the styles employees use to handle conflicts, including integrating, compromising, dominating, obliging, and avoiding styles. An inventory was used to measure conflict management styles, identifying the main styles used as integrating, compromising, and dominating. The results showed employees were more committed when using integrating styles, while dominating and avoiding styles lowered organizational commitment. The document provides background on conflict management and organizational commitment in organizations.
A Comparative Analysis of Organizational Structure and Effectiveness between ...inventionjournals
The nature of services in institutions of higher learning requires that all stakeholders play
positive roles in the sustainability of the institution’s survival and effectiveness in giving quality teaching,
research and learning. Structure and processes are core requirements for understanding organizational
effectiveness. The actual scenario in the field, however, raises concerns as to whether cases of pending work,
inefficiency, conflicts among others can be arrested by having proper structures and processes. The purpose of
the study was to assess the effect of organizational structure on organizational effectiveness, in public and
private universities in Kenya, using the case of Moi University and University of East Africa (UEA)-Baraton.
Based on the study, this paper undertakes a comparative analyisis of organizational structure and
organizational effectiveness between UEA-Baraton and Moi University and the extent to which the nature of
formalization and level of horizontal integration are antecedents to level of communication and locus of
decision-making. The study utilized a cross-sectional survey design that was descripto-explanatory in nature to
identify attributes of the study population using a small sample of individuals. Independent samples t-test was
used to test whether there was any significant difference in organizational structure and organizational
effectiveness between public and private universities. Further, the study used hierarchical regression analysis to
test the hypotheses. Based on the sample of 365 participants (300 from Moi University and 65 from UEABaraton),
the independent samples t-test confirmed that there were significant differences in organizational
structure and organizational effectiveness between public and private universities. The regression results
indicated that the locus of decision-making had positive and significant effects on productivity, stability,
resource acquisition and human resource satisfaction and development. The results highlight the need to
improve organizational structure which has positive impacts on organizational effectiveness under the
moderation of organizational processes. This move is necessitated by the accelerated pace of business
complexity today.
1) The document discusses the importance of effective employee relations for improving organizational performance and solving corporate challenges. It argues that workers are the primary determinants of an organization's success or failure.
2) It reflects on learned concepts of employee relations policies and their implications for overall organizational performance. Effective leadership, teamwork, and respect between workers and management are crucial.
3) Implementing strong employee relations policies can help prevent internal conflicts, improve satisfaction, and strengthen performance by allowing workers to voice concerns and participate in decision making. When employee relations are poor, it can lead to distrust, disputes, and high turnover which negatively impact the organization.
My dissertation i good very good marks on it i want everyone to look and get the best idea how to get the work done, hope you are gonna love my job, please check chapter 2 and you will get to know how to work on that. I got very good feedback on that from my supervisor too...
Jiezhen Zhu
COMM 100
Shelly Spratt
Oct 25, 2019
Annotated Bibliography
The Role of Communication in Business Relationships
1. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
This article was written by Dennis Tourish that mainly represents the importance of communication in different business relationships (Tourish, 2014). Leadership plays a great role in this context. According to the author, better leadership has remained a popular solution for climate change and business problems. However, communication is one of the best solutions procured by a leader to solve any type of conflict or problem in a business. There has been a growing concern regarding traditional approaches to the subject that have some oppressive power relationships. The main goal of this article was to determine different deficiencies in the leader through which they cannot occupy formal leadership roles.
The methods used by the researcher are based on observation and organizational research methods (Tourish, 2014). Different theories and models have been observed by the researcher to understand the implication of communication in leadership. Different organizational actors have played some formal leadership roles. According to the author, different followers of leader agency have been using false methods to address the problems in the business. There is a need to understand a better method related to communication to solve these matters. A wide range of literature has been conducted by the author in which she has taken different journal articles and books to prove her arguments.
According to the findings of the research, communication of organization are suggested to be the best approach that can be practiced by leaders (Tourish, 2014). Communication is compatible with certain social and business structures. It plays a great role in the construction of organizational actors in which facilitation of disagreement creates conflicts. The author has also emphasized the traditional stress that is created due to the achievement of cohesion in some cases. Communication can be the best resolution for every type of need in the business setting.
2. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78(4), 454-475.
This article, written by Chris Lam is basically related to the role of communication in reducing social loafing (Lam, 2015). Social loafing is a tendency to put less effort when an individual is a part of a group. It basically occurs when there is poor communication between the members of the group. Communication plays a great role in the determination and encouragement of team members. The goals of the project cannot be achieved without the practice of communication in a team. The main aim of the following research article was to investigate the influence of soc ...
Top Ten Workplace Skills for Future OrganizationsCSCJournals
Many researchers have indicated that there are skills that are going to be essential for the future workforce. This review helps identify these skills and the applicability of these skills to job performance of the future organization competing in a globalized environment. The review provides insight into each of the ten listed skills and also information on how the skills will be useful for future organizations. The review will extend previous literature regarding the identified ten skills essential for future organizations. Providing this analysis of the literature and potential applicability of these identified essential skills will help guide and focus additional studies relating to future job performance requirements.
Running head M4_ A2 APPLYING OB THEORIES1APPLYING OB THEORIES.docxcharisellington63520
Running head: M4_ A2: APPLYING OB THEORIES 1
APPLYING OB THEORIES 4
Sahar N. Aly
B7401 Organizational Behavior
Argosy University, Washington DC
Dr. James Glenn
April, 2015
The paper will discuss an organizational change in management in order to resolve the problem within the organization. The first part of the paper will address different strategies used to maintain successful change and the second part will address how to overcome the resistance of change to achieve the new goals for the benefits of the organization.
Problems exist when something unexpected happens and for any organization to function effectively these problems must be resolved. Leaders and supervisors must identify the current situations and try to find out where the problem exists. McNamara (2010) states “Significant organizational change occurs, for example, when an organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve through life cycles”. It is the leaders’ role to facilitate changes since it is not an easy process, and be able to assist in the organization’s adoption of opportunities and threats.
Case study: International Cargo Carrier Co. (IACC).
The company is one of the cargo companies in Egypt. Their primary activity is concentrated in Suez and Alexandria ports. It provides shipping services to North America and southern Asia. The company lately was struggling and suffered the worst year in its history due to losses in income and layoffs. The company needed to gain back its image among the cargo business thus change in management, and a transformation was applied. The company today became successful and gained back its position as one of the well-known cargo carrier companies in Egypt.
The organizational change was successful because their mission was accomplished. Making sure that packages were delivered on time, improving the information system in order to speed up the orders process, establishing good customer relationships, monitoring shipping orders and loading and unloading of trucks. Different strategies were used to maintain this success and are addressed as follows:
• The company’s awareness for urgent change and the recognition of the threats allowed them to make others in the company aware of the need for change. The company was scanning the internal and external environment to identify competitive situations, profits and losses, updated technology, and market trends which was an asset for leaders to communicate with their subordinates.
• A new strategy was developed to formulate a vision for the change and applying different strategies to reach new goals and make the change happen. McNamara (2010) states “It is important to know the reason for change, plan for new goals, needs to reach these goals and how to estab.
Similar to Contribution of Conflict Management on Employees' Performance in Tanzania: A Case Study of Dar es Salaam Maritime Gateway Project (20)
The Statutory Interpretation of Renewable Energy Based on Syllogism of Britis...AI Publications
The current production for energy consumption generates harmful impacts of carbon dioxide to the environment causing instability to sustainable development goals. The constitutional reforms of British Government serve to be an important means of resolving any encountered incompatibilities to political environment. This study aims to evaluate green economy using developed equation for renewable energy towards political polarization of corporate governance. The Kano Model Assessment is used to measure the equivalency of 1970 Patents Act to UK Intellectual Property tabulating the criteria for the fulfillment of sustainable development goals in respect to the environment, artificial intelligence, and dynamic dichotomy of administrative agencies and presidential restriction, as statutory interpretation development to renewable energy. The constitutional forms of British government satisfy the sustainable development goals needed to fight climate change, advocate healthy ecosystem, promote leadership of magnates, and delegate responsibilities towards green economy. The presidential partisanship must be observed to delineate parties of concerns and execute the government prescriptions in equivalence to the dichotomous relationship of technology and the environment in fulfilling the rights and privileges of all citizens. Hence, the political elites can execute corporate governance towards sustainable development of renewable energy promoting environmental parks and zero emission target of carbon dioxide discharges. The economic theory developed in statutory interpretation for renewable energy serves as a tool to reduce detrimental impacts of carbon dioxide to the environment, mitigate climate change, and produce artefacts of bioenergy and artificial intelligence promoting sustainable development. It is suggested to explore other vulnerabilities of artificial intelligence to prosper economic success.
Enhancement of Aqueous Solubility of Piroxicam Using Solvent Deposition SystemAI Publications
Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
Analysis of Value Chain of Cow Milk: The Case of Itang Special Woreda, Gambel...AI Publications
Ethiopia has a long and rich history of dairy farming, which was mostly carried out by small and marginal farmers who raised cattle, camels, goats, and sheep, among other species, for milk. Finding the Itang Special Woreda cow milk value chain is the study's main goal. In order to gather primary data, 204 smallholder dairy farmer households were randomly selected, and the market concentration ratio was calculated using 20 traders. Descriptive statistics, econometric models, and rank analysis were used to achieve the above specified goals. Out of all the participants in the milk value chain, producers, cafés, hotels, and dairy cooperatives had the largest gross marketing margins, accounting for 100% of the consumer price in channels I and II, 55% in channels III and V, and 25.5% in channels V. The number of children under five, the number of milking cows owned, the amount of money from non-dairy sources, the frequency of extension service contacts, the amount of milk produced each day, and the availability of market information were found to have an impact on smallholders' involvement in the milk market. Numerous obstacles also limited the amount of milk produced and marketed. The poll claims that general health issues, sickness, predators, and a lack of veterinary care are plaguing farmers. In order to address the issue of milk perishability, the researchers recommended the host community and organization to construct an agro milk processor, renovate the dairy cooperative in the study region, and restructure the current conventional marketing to lower the transaction and cost of milk marketing.
Minds and Machines: Impact of Emotional Intelligence on Investment Decisions ...AI Publications
In the evolving landscape of financial decision-making, this study delves into the intricate relationships among Emotional Intelligence (EI), Artificial Intelligence (AI), and Investment Decisions (ID). By scrutinizing the direct influence of human emotional intelligence on investment choices and elucidating the mediating role of AI in this process, our research seeks to unravel the complex interplay between minds and machines. Through empirical analysis, we reveal that EI not only directly impacts ID but also exerts its influence indirectly through AI-mediated pathways. The findings underscore the pivotal role of emotional awareness in investor decision-making, augmented by the technological capabilities of AI. It suggests that most investors are influenced by the identified emotional intelligence when making investment decisions. Furthermore, AI substantially impacts investors' decision-making process when it comes to investing; nevertheless, AI partially mediates the relationship between emotional intelligence and investment decisions. This nuanced understanding provides valuable insights for financial practitioners, policymakers, and researchers, emphasizing the need for holistic strategies that integrate emotional and technological dimensions in navigating the intricacies of modern investment landscapes. As the synergy between human intuition and artificial intelligence becomes increasingly integral to financial decision-making, this study contributes to the ongoing discourse on the symbiotic relationship between minds and machines in investments.0
Bronchopulmonary cancers are common cancers with a poor prognosis. It is the leading cause of death by cancer in Algeria and in the world. Behind this unfavorable prognosis hides numerous disparities according to age, sex, and exposure to risk factors, ranking 4th among incident cancers and developing countries including Algeria, all sexes combined. It ranks 2nd cancers in men and 3rd among women. Whatever the age observed, the incidence of this cancer is higher in men than in women, however the gap is narrowing to the detriment of the latter. The results of scientific research agree to relate trends in incidence and mortality rates to tobacco consumption, including passive smoking. Furthermore, other risk factors are mentioned such as exposure to asbestos in the workplace or to radon for the general population, or even genetic predisposition. However, the weight of these etiological and/or predisposing factors is in no way comparable to that of tobacco in the genesis of lung cancer and the resulting mortality. We provide a literature review in our article on the descriptive and analytical epidemiology of lung cancer.
Further analysis on Organic agriculture and organic farming in case of Thaila...AI Publications
The objective of this paper is to present Further analysis on Organic agriculture and organic farming in case of Thailand agriculture and enhancing farmer productivity. In view of the demand for organic fertilizers, efforts should also be made to enhance and to develop more effective of compost, bio-fertilizer, and bio-pesticides currently used by farmers. Likewise, emphasis should also be laid on the cultivation of legumes and other crops that can enhance the fertility of the soil, as practiced by farmers in many developing countries to fertilize their lands. On the other hand, most of the farmers who practice this farm system found that they are adopting a number of SLMs and interested in joining the meeting or training to gain more and more knowledge.
Current Changes in the Role of Agriculture and Agri-Farming Structures in Tha...AI Publications
The objective os this study is to present Current Changes in the Role of Agriculture and Agri-Farming Structures in Thailand and Vietnam with SLM practices. Farmer’s adoption and investment in SLM is a key for controlling land degradation, enhancing the well-being of society, and ensuring the optimal use of land resources for the benefit of present and future generations (World Bank, 2006; FAO, 2018). And agriculture remains an essential element of lives of many farmers in term of the strong cultural and symbolic values that attach current working generation to do and to spend time for it but not intern of income generating.
Growth, Yield and Economic Advantage of Onion (Allium cepa L.) Varieties in R...AI Publications
Haphazard and low soil fertility, low yielding verities and poor agronomic practices are among the major factors constraining onion production in the central rift valley of Ethiopia. Therefore, a field experiment was conducted in East Showa Zone of Adami Tulu Jido Combolcha district in central rift valley areas at ziway from October 2021 to April 2022 to identify appropriate rate of NPSB fertilizer and planting pattern of onion varieties. The experiment was laid out in split plot design of factorial arrangement in three replications. The main effect of NPSB blended fertilizer rates and varieties (red coach and red king) significantly (p<0.01) influenced plant height, leaf length, leaf diameter, leaf number and fresh leaf weight, shoot dry matter per plant, and harvest index. Total dry biomass, bulb diameter, neck diameter, average fresh bulb weight, bulb dry matter, marketable bulb yield, and total bulb yield were significantly (p<0.01) influenced only by the main effect of NPSB blended fertilizer rates. In addition, unmarketable bulb yield was statistically significantly affected (p≥0.05) by the blended fertilizer rates and planting pattern. Moreover, days to 90% maturity of onion was affected by the main factor of NPSB fertilizer rate, variety and planting pattern. The non-fertilized plants in the control treatment were inferior in all parameters except unmarketable bulb yield and harvest index. Significantly higher marketable bulb yield (41 t ha-1) and total bulb yield (41.33 t ha-1) was recorded from 300 kg ha-1 NPSB blended fertilizer rate applied. Double row planting method and hybrid red coach onion variety had also gave higher growth and yields. The study revealed that the highest net benefit of Birr, 878,894 with lest cost of Birr 148,006 by the combinations of 150 kg blended NPSB ha-1 with double row planting method (40cm*20cm*7cm) and red coach variety which can be recommendable for higher marketable bulb yield and economic return of hybrid onion for small scale farmers in the study area. Also, for resource full producers (investors), highest net benefit of Birr 1,205,372 with higher cost (159,628 Birr) by application of 300 kg NPSB ha-1 is recommended as a second option. However, the research should be replicated both in season and areas to more verify the recommendations.
Evaluation of In-vitro neuroprotective effect of Ethanolic extract of Canariu...AI Publications
The ethanolic extract of canarium solomonense leaves (ecsl) was studied for its neuroprotective activity. The neuroprotective activity of ECSL was found to have a significant impact on neuronal cell death triggered by hydrogen peroxide (MTT assay) in human SH-SY5Y neuroblastoma cells. Scopolamine, a muscarinic receptor blocker, is frequently used to induce cognitive impairment in laboratory animals. Injections of scopolamine influence multiple cognitive functions, including motor function, short-term memory, and attention. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, memory enhancing activity in scopolamine-induced amnesic rats was evaluated. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, ECSL was found to have a substantial effect on the memory of scopolamine- induced amnesic rats. Our experimental data indicated that ECSL can reverse scopolamine induced amnesia and assist with memory issues.
The goal of neuroprotection is to shield neurons against damage, whether that damage is caused by environmental factors, pathogens, or neurodegenerative illnesses. Inhibiting protein-based deposit buildup, oxidative stress, and neuroinflammation, as well as rectifying abnormalities of neurotransmitters like dopamine and acetylcholine, are some of the ways in which medicinal herbs have neuroprotective effects [1-3]. This review will focus on the ways in which medicinal herbs may protect neurons.
A phytochemical and pharmacological review on canarium solomonenseAI Publications
The genus Canarium L. consists of 75 species of aromatic trees which are found in the rainforests of tropical Asia, Africa and the Pacific. The medicinal uses, botany, chemical constituents and pharmacological activities are now reviewed. Various compounds are tabulated according to their classes their structures are given. Traditionally canarium solomonense have been used to treat a broad array of illnesses. Pharmacological actions for canarium solomonense as discussed in this review include antibacterial, antimicrobial, antioxidant, anti-inflammatory, hepatoprotective and antitumor activity.
Influences of Digital Marketing in the Buying Decisions of College Students i...AI Publications
This research investigates the influence of digital marketing channels on purchasing decisions among college students in Ramanathapuram District. The study highlights that social media marketing, online advertising, and mobile marketing exhibit substantial positive effects on purchase decisions. However, email marketing's impact appears to be more complex. Moreover, the study explores how demographic variables like gender and academic level shape these effects. Notably, freshman students display varying susceptibility to specific digital marketing messages compared to their junior, senior, or graduate counterparts. These findings offer crucial insights for marketers aiming to tailor their strategies effectively to the preferences and behaviors of college students. By understanding the differential impacts of various digital marketing channels and considering demographic nuances, marketers can refine their approaches, optimize engagement, and ultimately enhance the effectiveness of their campaigns in targeting this demographic.
A Study on Performance of the Karnataka State Cooperative Agriculture & Rural...AI Publications
The Karnataka State Co-operative Agriculture and Rural Development Bank Limited is the apex bank of all the primary co-operative agriculture and rural development banks in the state. All the PCARD Banks in the state are affiliated to it. The KSCARD Bank provides financial accommodation to the PCARD Banks for their lending operations. In order to quick sanction and disbursement of loans and supervision over the PCARD Banks the KSCARD Bank has opened district level branches. Bank has established Women Development Cell to promote entrepreneurship among women in 2005. The Bank is identifying women borrowers in the rural areas by assigning suitable projects to motivate their self-confidence to lead independent life. Progress made in financing women entrepreneurs women.
Breast hamartoma is a rare, well-circumscribed, benign lesion made up of a variable quantity of glandular, adipose and fibrous tissue. This is a lesion that can affect women at any age from puberty. With the increasingly frequent use of imaging methods such as mammography and ultrasound as well as breast biopsy, cases of hamartoma diagnosed are increasing. The diagnosis of these lesions is made by mammography. The histological and radiological aspects are variable and depend on its adipose tissue content. The identification of these lesions is important in order to avoid surgical excisions. We report radio-clinical and pathological records of breast hamartoma.
A retrospective study on ovarian cancer with a median follow-up of 36 months ...AI Publications
Ovarian cancer is relatively common but serious and has a poor prognosis. The aim of this study is to highlight the epidemiological, diagnostic, therapeutic and evolutionary aspects of this malignant pathology managed at the Bejaia university hospital center. This is a retrospective and descriptive study over a period of 3 years (2019 - 2022) carried out on 20 patients who developed ovarian cancer. The average age of the patients was 50 years old, 53.23% of whom were over 45 years old. The CA-125 blood test was positive in 18 out of 20 patients. The tumors were discovered on ultrasound in 87.10% of cases and at laparotomy in 12.90%. Total hysterectomy with bilateral adnexectomy was the most performed procedure (64.52%). The early postoperative course was simple. 15 patients underwent second look surgery (16.13%) for locoregional recurrences. Epithelial tumors were the most frequent histological type (93.55%), including 79% in the advanced stage ( IIIc -IV) and 21% in the early stage (Ia- Ib ). Adjuvant chemotherapy was administered in 80% of patients. With a median follow-up of 36 months, 2 patients were lost to follow-up. The evolution was favorable in 27.42% and in 25.81% deaths occurred late postoperatively. Ovarian cancer is not common but serious given the advanced stages and the high rate of late postoperative deaths which were largely observed in patients deprived of adequate neoadjuvant or adjuvant chemotherapy.
More analysis on environment protection and sustainable agriculture - A case ...AI Publications
This study presents a case of tea and coffee crops , esp. environment protection and sustainable agriculture in Son La and Thai Nguyen of Vietnam. Research results show us that The process of having an agricultural product goes through many steps such as planting, planning, harvesting, packing, transporting, storing and distributing. - The State adopts policies to encourage innovation of agricultural production models and methods towards sustainability, adapting to climate change, saving water, and limiting the use of inorganic fertilizers and pesticides. chemicals and products for environmental treatment in agriculture; develop environmentally friendly agricultural models. Our research limitation is that we can expand for other crops, industries and markets as well.
Assessment of Growth and Yield Performance of Twelve Different Rice Varieties...AI Publications
The present investigation entitled “Assessment of growth and yield performance of twelve different rice varieties under north Konkan coastal zone of Maharashtra” was carried out during the kharif season of the year 2021 and 2022 on the field of ASPEE, Agricultural Research and Development Foundation, Tansa Farm, At Nare, Taluka Wada, District Palghar, Maharashtra, India. The experiment was laid out in Randomized Block Design (RBD). The twelve varieties namely Zini, Jaya, Dandi, Rahghudya, Govindbhog, Dangi, Gurjari, VNR-7, VNR-8, VNR-9, Karjat-3, and Karjat-5 were replicated thrice. The plant height (cm), number of tillers per plant, number of panicles per plant, number of panicles (m²), and length of panicle (cm) were noted to the maximum with cv. “VNR-7”. The highest number of seeds per panicle, test weight (gm), grain yield (q/ha), and straw yield (q/ha) were recorded with the cv. “VNR-7”. While the lowest number of days to 50% flowering was also recorded with cv. “VNR-7” during the year 2021 and 2022.
Cultivating Proactive Cybersecurity Culture among IT Professional to Combat E...AI Publications
In the current digital landscape, cybercriminals continually evolve their techniques to execute successful attacks on businesses, thus posing a great challenge to information technology (IT) professionals. While traditional cybersecurity approaches like layered defense and reactive security have helped IT professionals cope with traditional threats, they are ineffective in dealing with evolving cyberattacks. This paper focuses on the need for a proactive cybersecurity culture among IT professionals to enable them combat evolving threats. The paper emphasis that building a proactive security approach and culture can help among IT professionals anticipate, identify, and mitigate latent threats prior to them exploiting existing vulnerabilities. This paper also points out that as IT professionals use reactive security when dealing with traditional attacks, they can use it collaboratively with proactive security to effectively protect their networks, data, and systems and avoid heavy costs of dealing with cyberattack’s aftermaths and business recovery.
The Impacts of Viral Hepatitis on Liver Enzymes and BilrubinAI Publications
Viral hepatitis is an infection that causes liver inflammation and damage. Several different viruses cause hepatitis, including hepatitis A, B, C, D, and E. The hepatitis A and E viruses typically cause acute infections. The hepatitis B, C, and D viruses can cause acute and chronic infections. Hepatitis A causes only acute infection and typically gets better without treatment after a few weeks. The hepatitis A virus spreads through contact with an infected person’s stool. Protection by getting the hepatitis A vaccine. Hepatitis E is typically an acute infection that gets better without treatment after several weeks. Some types of hepatitis E virus are spread by drinking water contaminated by an infected person’s stool. Other types are spread by eating undercooked pork or wild game. Hepatitis B can cause acute or chronic infection. Recommendation for screening for hepatitis B in pregnant women or in those with a high chance of being infected. Protection from hepatitis B by getting the hepatitis B vaccine. Hepatitis C can cause acute or chronic infection. Doctors usually recommend one-time screening of all adults ages 18 to 79 for hepatitis C. Early diagnosis and treatment can prevent liver damage. The hepatitis D virus is unusual because it can only infect those who have a hepatitis B virus infection. A coinfection occurs when both hepatitis D and hepatitis B infections at the same time. A superinfection occurs already have chronic hepatitis B and then become infected with hepatitis D. The aim of this study is to find the effect of each type of viral hepatitis on the bilirubin (TB , DSB) , and liver enzymes; AST, ALT, ALP,GGT among viral hepatitis patients. 200 patients were selected from the viral hepatitis units in the central public health laboratory in Baghdad city, all the chosen cases were confirmed as a positive samples , they are classified into four equal group each with fifty individual and with a single serological viral hepatitis type either; anti-HAV( IgM ) , HBs Ag , anti-HCV ,or anti-HEV(IgM ). All patients were tested for; serum bilirubin ( TB ,D.SB ) , AST , ALT , ALP , GGT. Another fifty quite healthy and normal person was selected as a control group for comparison. . Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBVAST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver cell damage than AST, It is relatively specific for hepatocyte necrosis with a marked elevations in viral hepatitis. Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBV.AST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver
Determinants of Women Empowerment in Bishoftu Town; Oromia Regional State of ...AI Publications
The purpose of this study was to determine the status of women's empowerment and its determinants using women's asset endowment and decision-making potential as indicators. To determine representative sample size, this study used a two-stage sampling technique, and 122 sample respondents were selected at random. To analyze the data in this study, descriptive statistics and a probit model were used. The average women's empowerment index was 0.41, indicating a relatively lower status of women's empowerment in the study area. According to the study's findings, only 40.9% of women were empowered, while the remaining 59.1% were not. The probit model results show that women's access to the media, women's income, and their husbands' education status have a significant and positive impact on the status of women's empowerment, while the family size of households has a negative impact. As a result, it is important to enhance women's access to the media and income, promote family planning and contraception, and improve men's educational status in order to improve the status of women's empowerment.
Advanced control scheme of doubly fed induction generator for wind turbine us...IJECEIAES
This paper describes a speed control device for generating electrical energy on an electricity network based on the doubly fed induction generator (DFIG) used for wind power conversion systems. At first, a double-fed induction generator model was constructed. A control law is formulated to govern the flow of energy between the stator of a DFIG and the energy network using three types of controllers: proportional integral (PI), sliding mode controller (SMC) and second order sliding mode controller (SOSMC). Their different results in terms of power reference tracking, reaction to unexpected speed fluctuations, sensitivity to perturbations, and resilience against machine parameter alterations are compared. MATLAB/Simulink was used to conduct the simulations for the preceding study. Multiple simulations have shown very satisfying results, and the investigations demonstrate the efficacy and power-enhancing capabilities of the suggested control system.
Software Engineering and Project Management - Introduction, Modeling Concepts...Prakhyath Rai
Introduction, Modeling Concepts and Class Modeling: What is Object orientation? What is OO development? OO Themes; Evidence for usefulness of OO development; OO modeling history. Modeling
as Design technique: Modeling, abstraction, The Three models. Class Modeling: Object and Class Concept, Link and associations concepts, Generalization and Inheritance, A sample class model, Navigation of class models, and UML diagrams
Building the Analysis Models: Requirement Analysis, Analysis Model Approaches, Data modeling Concepts, Object Oriented Analysis, Scenario-Based Modeling, Flow-Oriented Modeling, class Based Modeling, Creating a Behavioral Model.
Comparative analysis between traditional aquaponics and reconstructed aquapon...bijceesjournal
The aquaponic system of planting is a method that does not require soil usage. It is a method that only needs water, fish, lava rocks (a substitute for soil), and plants. Aquaponic systems are sustainable and environmentally friendly. Its use not only helps to plant in small spaces but also helps reduce artificial chemical use and minimizes excess water use, as aquaponics consumes 90% less water than soil-based gardening. The study applied a descriptive and experimental design to assess and compare conventional and reconstructed aquaponic methods for reproducing tomatoes. The researchers created an observation checklist to determine the significant factors of the study. The study aims to determine the significant difference between traditional aquaponics and reconstructed aquaponics systems propagating tomatoes in terms of height, weight, girth, and number of fruits. The reconstructed aquaponics system’s higher growth yield results in a much more nourished crop than the traditional aquaponics system. It is superior in its number of fruits, height, weight, and girth measurement. Moreover, the reconstructed aquaponics system is proven to eliminate all the hindrances present in the traditional aquaponics system, which are overcrowding of fish, algae growth, pest problems, contaminated water, and dead fish.
Optimizing Gradle Builds - Gradle DPE Tour Berlin 2024Sinan KOZAK
Sinan from the Delivery Hero mobile infrastructure engineering team shares a deep dive into performance acceleration with Gradle build cache optimizations. Sinan shares their journey into solving complex build-cache problems that affect Gradle builds. By understanding the challenges and solutions found in our journey, we aim to demonstrate the possibilities for faster builds. The case study reveals how overlapping outputs and cache misconfigurations led to significant increases in build times, especially as the project scaled up with numerous modules using Paparazzi tests. The journey from diagnosing to defeating cache issues offers invaluable lessons on maintaining cache integrity without sacrificing functionality.
Design and optimization of ion propulsion dronebjmsejournal
Electric propulsion technology is widely used in many kinds of vehicles in recent years, and aircrafts are no exception. Technically, UAVs are electrically propelled but tend to produce a significant amount of noise and vibrations. Ion propulsion technology for drones is a potential solution to this problem. Ion propulsion technology is proven to be feasible in the earth’s atmosphere. The study presented in this article shows the design of EHD thrusters and power supply for ion propulsion drones along with performance optimization of high-voltage power supply for endurance in earth’s atmosphere.
Batteries -Introduction – Types of Batteries – discharging and charging of battery - characteristics of battery –battery rating- various tests on battery- – Primary battery: silver button cell- Secondary battery :Ni-Cd battery-modern battery: lithium ion battery-maintenance of batteries-choices of batteries for electric vehicle applications.
Fuel Cells: Introduction- importance and classification of fuel cells - description, principle, components, applications of fuel cells: H2-O2 fuel cell, alkaline fuel cell, molten carbonate fuel cell and direct methanol fuel cells.
Rainfall intensity duration frequency curve statistical analysis and modeling...bijceesjournal
Using data from 41 years in Patna’ India’ the study’s goal is to analyze the trends of how often it rains on a weekly, seasonal, and annual basis (1981−2020). First, utilizing the intensity-duration-frequency (IDF) curve and the relationship by statistically analyzing rainfall’ the historical rainfall data set for Patna’ India’ during a 41 year period (1981−2020), was evaluated for its quality. Changes in the hydrologic cycle as a result of increased greenhouse gas emissions are expected to induce variations in the intensity, length, and frequency of precipitation events. One strategy to lessen vulnerability is to quantify probable changes and adapt to them. Techniques such as log-normal, normal, and Gumbel are used (EV-I). Distributions were created with durations of 1, 2, 3, 6, and 24 h and return times of 2, 5, 10, 25, and 100 years. There were also mathematical correlations discovered between rainfall and recurrence interval.
Findings: Based on findings, the Gumbel approach produced the highest intensity values, whereas the other approaches produced values that were close to each other. The data indicates that 461.9 mm of rain fell during the monsoon season’s 301st week. However, it was found that the 29th week had the greatest average rainfall, 92.6 mm. With 952.6 mm on average, the monsoon season saw the highest rainfall. Calculations revealed that the yearly rainfall averaged 1171.1 mm. Using Weibull’s method, the study was subsequently expanded to examine rainfall distribution at different recurrence intervals of 2, 5, 10, and 25 years. Rainfall and recurrence interval mathematical correlations were also developed. Further regression analysis revealed that short wave irrigation, wind direction, wind speed, pressure, relative humidity, and temperature all had a substantial influence on rainfall.
Originality and value: The results of the rainfall IDF curves can provide useful information to policymakers in making appropriate decisions in managing and minimizing floods in the study area.
Discover the latest insights on Data Driven Maintenance with our comprehensive webinar presentation. Learn about traditional maintenance challenges, the right approach to utilizing data, and the benefits of adopting a Data Driven Maintenance strategy. Explore real-world examples, industry best practices, and innovative solutions like FMECA and the D3M model. This presentation, led by expert Jules Oudmans, is essential for asset owners looking to optimize their maintenance processes and leverage digital technologies for improved efficiency and performance. Download now to stay ahead in the evolving maintenance landscape.
Null Bangalore | Pentesters Approach to AWS IAMDivyanshu
#Abstract:
- Learn more about the real-world methods for auditing AWS IAM (Identity and Access Management) as a pentester. So let us proceed with a brief discussion of IAM as well as some typical misconfigurations and their potential exploits in order to reinforce the understanding of IAM security best practices.
- Gain actionable insights into AWS IAM policies and roles, using hands on approach.
#Prerequisites:
- Basic understanding of AWS services and architecture
- Familiarity with cloud security concepts
- Experience using the AWS Management Console or AWS CLI.
- For hands on lab create account on [killercoda.com](https://killercoda.com/cloudsecurity-scenario/)
# Scenario Covered:
- Basics of IAM in AWS
- Implementing IAM Policies with Least Privilege to Manage S3 Bucket
- Objective: Create an S3 bucket with least privilege IAM policy and validate access.
- Steps:
- Create S3 bucket.
- Attach least privilege policy to IAM user.
- Validate access.
- Exploiting IAM PassRole Misconfiguration
-Allows a user to pass a specific IAM role to an AWS service (ec2), typically used for service access delegation. Then exploit PassRole Misconfiguration granting unauthorized access to sensitive resources.
- Objective: Demonstrate how a PassRole misconfiguration can grant unauthorized access.
- Steps:
- Allow user to pass IAM role to EC2.
- Exploit misconfiguration for unauthorized access.
- Access sensitive resources.
- Exploiting IAM AssumeRole Misconfiguration with Overly Permissive Role
- An overly permissive IAM role configuration can lead to privilege escalation by creating a role with administrative privileges and allow a user to assume this role.
- Objective: Show how overly permissive IAM roles can lead to privilege escalation.
- Steps:
- Create role with administrative privileges.
- Allow user to assume the role.
- Perform administrative actions.
- Differentiation between PassRole vs AssumeRole
Try at [killercoda.com](https://killercoda.com/cloudsecurity-scenario/)
An improved modulation technique suitable for a three level flying capacitor ...IJECEIAES
This research paper introduces an innovative modulation technique for controlling a 3-level flying capacitor multilevel inverter (FCMLI), aiming to streamline the modulation process in contrast to conventional methods. The proposed
simplified modulation technique paves the way for more straightforward and
efficient control of multilevel inverters, enabling their widespread adoption and
integration into modern power electronic systems. Through the amalgamation of
sinusoidal pulse width modulation (SPWM) with a high-frequency square wave
pulse, this controlling technique attains energy equilibrium across the coupling
capacitor. The modulation scheme incorporates a simplified switching pattern
and a decreased count of voltage references, thereby simplifying the control
algorithm.
Electric vehicle and photovoltaic advanced roles in enhancing the financial p...IJECEIAES
Climate change's impact on the planet forced the United Nations and governments to promote green energies and electric transportation. The deployments of photovoltaic (PV) and electric vehicle (EV) systems gained stronger momentum due to their numerous advantages over fossil fuel types. The advantages go beyond sustainability to reach financial support and stability. The work in this paper introduces the hybrid system between PV and EV to support industrial and commercial plants. This paper covers the theoretical framework of the proposed hybrid system including the required equation to complete the cost analysis when PV and EV are present. In addition, the proposed design diagram which sets the priorities and requirements of the system is presented. The proposed approach allows setup to advance their power stability, especially during power outages. The presented information supports researchers and plant owners to complete the necessary analysis while promoting the deployment of clean energy. The result of a case study that represents a dairy milk farmer supports the theoretical works and highlights its advanced benefits to existing plants. The short return on investment of the proposed approach supports the paper's novelty approach for the sustainable electrical system. In addition, the proposed system allows for an isolated power setup without the need for a transmission line which enhances the safety of the electrical network
Applications of artificial Intelligence in Mechanical Engineering.pdfAtif Razi
Historically, mechanical engineering has relied heavily on human expertise and empirical methods to solve complex problems. With the introduction of computer-aided design (CAD) and finite element analysis (FEA), the field took its first steps towards digitization. These tools allowed engineers to simulate and analyze mechanical systems with greater accuracy and efficiency. However, the sheer volume of data generated by modern engineering systems and the increasing complexity of these systems have necessitated more advanced analytical tools, paving the way for AI.
AI offers the capability to process vast amounts of data, identify patterns, and make predictions with a level of speed and accuracy unattainable by traditional methods. This has profound implications for mechanical engineering, enabling more efficient design processes, predictive maintenance strategies, and optimized manufacturing operations. AI-driven tools can learn from historical data, adapt to new information, and continuously improve their performance, making them invaluable in tackling the multifaceted challenges of modern mechanical engineering.
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dysfunctional consequences that accrue to it. The Tanzania
Employment and Labour Relations Act, 2004 Part VIII
proposes mediation and arbitration as a means to conflict
management. In this Act, the government emphasizes
timely dispute resolution to bring justice to the conflicted
parties. Through good conflict management strategies,
weaknesses in the organizational decision-making are
exposed that may prompt the establishment to effect
changes and search for positive solutions. Delerue (2005)
argue that a hostile working environment that does not
promote conflict management is probably of yielding
misbehavior of the employees and consequentially their
diminished performance factor. According to Gasiorek and
Giles (2013),"conflict is not just an annoyance. It costs
money and those costs can be calculated using wasted time,
bad decision and lost employees".
Laursen et al., (2001) averred that there are productive and
destructive conflicts. According to them, “conflict is said to
be productive when the parties constructively discuss it and
amicable terms for the settlement reached". Constructively
managed conflict induces a positive performance while
poorly managed conflict heats up the environment to bring
about dislocation of the entire group and polarization,
psychological and physical injury, emotional distress and
inability to sleep, interference with problem activities,
escalation of differences into antagonistic position and
malice and increased hostility and reduced productivity on
job performance (Kinsley, 2014).
At its initial stage, the DMGP witnessed a series of
organizational conflicts that seriously affected the smooth
running and performance of the project. The main causes of
the conflict were labour payments, environmental working
conditions, cultural differences, communication barriers,
friction and discrepancies based on differences of opinion,
view and interest. The management of DMGP adopted
various approaches to manage conflicts including for
instance introduction of Grievance Redressal Mechanism
(GRM) to handle all complaints for the employees' effective
and efficient performance. However, to the best knowledge
of the researcher, there is no documented empirical
evidence that has examined the effectiveness of the
implemented approach specifically associating the
influence of such conflict management mechanism to
performance of employees at DMGP. Therefore, this study
sought to fill this knowledge gap by examining the nature
of communication flow adopted by DMGP, identifying the
conflict resolution techniques practiced at DMGP and
associating practiced conflict resolution approaches with
employees’ performance in DMGP.
II. LITERATURE REVIEW
2.1 Theoretical Literature Review
The study was guided by two theories, Motivation theory by
Abram Maslow (1954) and the theory of Social conflict by
Karl Max (1848).
2.1.1 Motivation Theory
“A Theory of Human Motivation” subsequently introduced
by Maslow (1954). Maslow believed that for people to
survive, they need food, shelter and clothing as human basic
needs. Also, Maslow added that, people need to be safe,
where he explains that people should be free from physical
and economic harm. Maslow gave more emphasize on
people to be recognized by others; esteem and self-esteem
plays an important factor in motivating people in life,
moreover he adds self-actualization needs as the desire an
individual has for self-fulfillment and developing to their
full potentiality.
Despite the different scholar’s views on Maslow theory by
even put it in “hierarchy” or pyramidal flow, Maslow never
put in such manner. Maslow (1945) tries to encourage
employers that for the good results of product, motivation
to employees is a fundamental principle, employers should
provide inputs for employees, salaries, and bonuses, for
effectively performance. Maslow theory emphasis on
physiological needs, when employees are given bonuses,
adequate salaries and other supportive things to his work, a
spirit of working and feel respected will increase the work
product and fasten development (Reider. 1945)
In a work place, the employees need adequate tools and
other facilities to simplify work and for the effectiveness of
work performance. Maslow proposed that, employers
should create an environment where individuals are
comfortable challenging requests that are free from
dangerously. Maslow (1945) put a mark on social needs to
employees for the good outcome in production. Workers
needs schedule for project team meeting in solving and
emerged conflicts in an organization. Employers should
give the employees chances of expressing their gratitude
and grief if are there for the benefit of all. Sharing ideas and
free expression of thought is a psychotherapy to treat stress
and other mind unset for workers.
Maslow theory of motivation, great core tools for
organizational managers to understand and to apply this
theory in running or leading and successful firm or
organization in correct motivation issues. Recognition of
team member for excellence attribution to the project,
ensure each employee understand how essential they are to
the organization. Carrier development in a work place is
very important in a work place. Workers/employees need to
advance from one level of skills to another level of skills
from effectives of an organization when assignment is
given, take into account each member professional goals
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also empower team members so that they can develop and
grow (Bridwell, 1976).
According to Maslow’s theory (1981) is grounded on the
simple assumption that once an individual derive
satisfaction from meeting a lower-level need, they will
move into the higher-level needs. This view and passion of
satisfaction based on the human cognitive is hard to measure
the satisfaction delivered from meeting human needs
(Rutledge, 2011)
2.1.2 Criticism Against Maslow’s Theory
Maslow’s theory assumes that, human behavior is universal.
There are some point those basic needs instincts are
concerned as universal trend by not all individual think the
same. Some individual social affection, social status and
respect are more important than Maslow’s safety needs, also
some individual put altruistic ones, religious values before
physiological needs (Reina,2000). Maslow theory of
hierarchy of needs, does not take into account cultural
differences. The theory is based much on clinical
observation of the Western world, the burning issue here is
that western world like USA has individualistic culture
which is different from Africa, Asia, India, where originated
in communal life. In India, for example, family is very
important, before you think about meeting your needs, you
have to think about family first (Reina,2000).
All Maslow’s needs require a social connection to be
fulfilled; In a modern society. Maslow’s theory of needs can
be applied with closed heart because an individual first
requires establishing social connection. In fulfilling the
requirements of shelter, food and clothing, a human being
requires the collaboration of other individuals.
Collaboration and team work act as essential resources for
survival (Cowan, 2005; Nadler & Lawler,1979).
2.1.3 Application of Maslow’s Theory to the Study
As you apply Maslow’s Hierarchy of Needs, an employer
can provide ways to fulfill many of these needs, but we also
need to be aware of how these needs impact workers overall
success in certain roles, hence conflict management will be
easier terminated, for example, if one struggle with
rejection, a career in sales could make it more challenging
to meet your needs. To reach the top level of this
motivational theory in the workplace as the employees of
DMGP needs, we must be self-actualized, which means
understanding your skills, abilities and what you’re capable
of handling. A healthy and engaged workforce is filled with
individuals who have reached the top level of Maslow’s
Hierarchy of Needs.
The ability to identify ones needs and make sure those needs
are fulfilled positively can help to increase chances of
success. When you feel safe, supported, a sense of
belonging and self-actualized, and your attitude may also
influence those around you in the workplace. Engagement
and motivation are often team-based attitudes, so a team of
individuals who feel their needs are being met can create a
more positive, engaging culture within the workplace.
Employers with low engagement rates often have higher
turnover rates that results into low productivity, as well as
issues with low morale and unhappy employees.
2.2 Social Conflict Theory
This is a Marxist-based social theory which argues that
individuals and groups (social classes) within society
interact on the basis of conflict rather than consensus.
Through various forms of conflict, groups will tend to attain
differing amounts of material and non-material resources
(e.g. the wealthy vs. the poor). More powerful groups will
tend to use their power in order to retain power and exploit
groups with less power.
Güçlü, (2014). view conflict as an engine of change, since
conflict produces contradictions which are sometimes
resolved, creating new conflicts and contradictions in an
ongoing dialectic. In the classic example of historical
materialism, Karl Marx and Friedrich Engels argued that all
of human history is the result of conflict between classes,
which evolved over time in accordance with changes in
society's means of meeting its material needs, i.e. changes
in society's mode of production.
Conflict theorists view the relationship between the owner
and tenant as being built primarily on conflict rather than
harmony. Even though the owner-tenant relationship may
often appear harmonious, any visible harmony is only a
product of the law and other elements of the superstructure
which constrain the relationship and which are they a
product of an even deeper conflict, class conflict. A conflict
theorist would say that conflict theory holds more
explanatory power than consensus theory in this situation
since consensus theory cannot explain lawsuits between
owners and tenants or the legal foundations of the
asymmetrical power relationship between the two
(Gould1995).
From a social conflict theorist/Marxism point of view social
class and inequality emerges because the social structure is
based on conflict and contradictions. A contradiction in
interests and conflict over scarce resources between groups
is the foundation of social society, according to the social
conflict theory (Engels & Marx, 1848). The higher class will
try to maintain their privileges, power, status and social
position - and therefore try to influence politics, education,
and other institutions to protect and limit access to their
forms of capital and resources. Whereas the lower class - in
contradiction to the higher class - has very different
interests. They do not have specific forms of capital that
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they need to protect. All they are interested in is in gaining
access to the resources and capital of the higher class.
Marx believed that western society developed through four
main epochs—primitive communism, ancient society,
feudal society and capitalist society. Primitive communism
is represented by the societies of pre-history and provides
the only example of the classless society. From then all
societies are divided into two major classes—master and
slaves in ancient society, lords and serfs in feudal society
and capitalist and wage laborers in capitalist society.
2.3 Empirical Literature Review
Ghafoor et al., (2015) conducted a study on conflict
resolution and employee performance in Commercial Bank
of Pakistan. The study used formal questionnaire to collect
data from a target group of respondents. Descriptive
analytical techniques such as frequency, percentage, mean,
standard deviation and variance, and factor analysis were
applied to analyze and interpret the data. The major findings
are that there is a significant effect of conflict on employees'
performance. The study suggested that management should
adopt conflict resolution strategies that improve the
performance of the employees, besides ensuring a free flow
of communication between the management and the
employee as well as promote interpersonal relationships
among coworkers to boost their morale.
According to Dias and Maynard-Moody (2010) conflict
management shapes relationships amongst individuals
hence plays a pivotal role in team building. Some scholars
associate conflict management with individuals' ability to
learn and adapt to rapidly changing environment, hence
fostering innovativeness and accountability of employees in
task accomplishment (Kraus et al., 2004; MacIntosh&
Stevens, 2008; Markman et al., 1993; Wall &Callister,
1995)
Furthermore, Uchendu et al., (2013) examined the
relationship that exists between principals' conflict
resolution and employee performance in Cross River State,
Nigeria. The authors employed questionnaire to gather their
data. The instrument was a 4-point liker’s type scale
consisting 32 items. Pearson Product Moment Correlation
Coefficient Analysis was used in analyzing the data. The
result of the analysis revealed that, there is a significant
relationship between principals' conflict resolution in terms
of teacher conflict (TTC), teacher-student conflict (TSC),
principal-teacher conflict (PTC) and employee's
performance.
Also, a study that was done by (Frooman et al., 2012) in
Ghana found that 30% of absenteeism in public sectors
resulted from the pervasiveness of conflict. Other imaging
facets of conflicts in organizations include inefficiency of
employees and feeling bad, factors which impair
communication pattern (Jackson & Dean, 2001), the
willingness of employees to cooperate (Tyler & Blader,
2001), mistrust relations (Delerue, 2005) and anti-social
(Ross, 2000), elements which determine individual's
performance in a given organization.
The study by (Anon 2013) in Nigeria revealed that conflict
in the organization mitigated individuals' work well by 0.8
out of 1. Likewise, in Japan, (Plants et al., 1999) showed
that conflicted individuals diminished socialization of
individuals by an average score of 3.1 out of 5, which is
associated with an individual's productivity in the
organization. Similarly, the study by Sinesilassie (2017)
between the prevalence of conflicts and the mistrust
relationship of the actors contributed to absenteeism by 2.1
out of 4, unwillingness to communicate errors by 2.9 out of
4, and rejection of feedback by 2.1 out of 4
Kinsley Lazarus (2014) investigated the effect of
organizational conflict on employee performance in
Nigeria. The study employed descriptive research design
and used questionnaire to collect data from 96 managers in
some selected Airlines, Road Transport and Insurance
companies in Lagos Metropolis. The research revealed that
limited resources is the major cause of conflict and that
conflicts have both negative and positive effects on
organization, but when managed properly, the positive
effects can be used to encourage organizational
innovativeness and build cooperation among the
employees.
III. RESEARCH METHODOLOGY
This study employed descriptive survey method whereas it
collected and analyzed data through both qualitative and
quantitative approaches in a single study. The rationale for
descriptive survey method was based on the fact that it
relates data collected through both qualitative and
quantitative approaches and it also created a solid
foundation for drawing conclusions about the study
findings.
This study used a finite population since it was possible to
know the number of staff within an organization.
Employees from different departments and sections were
used to form the research population from which the sample
was drawn. The population of the study had a total of 150
staff which include ten (10) administrators, eight (08)
Environmental Health, and Safety workers, one hundred
fifteen (115) Operation’s Officers, ten (10) drivers, and
seven (07 cleaners.
From the targeted population, purposive and convenient
sampling techniques were employed to select the study
sample which consisted of 45 respondents which included 8
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Administrators, 8 Health and Safety Workers, 15
Operation’s Officers , 7 Drivers and 7 Cleaners. Data
necessary to address the research objectives were collected
using questionnaires, interview and observation.
The approach involved setting the questions on the topic or
group of topics to be answered by the respondents. The
researcher set structured and semi structured conversation
based on the topics of Contribution of Conflict Management
on Employees Performance to allow the respondents
provide answers and structured opinion. Another planned
tool for data collection was questionnaire which had a list
of questions printed in a sequence on a form that used for
obtaining specific information from respondents. Both
structured and semi-structured questions was set to enable
the researcher unfold information needed for the study. The
questionnaires were administered physically.
IV. DATA ANALYSIS AND FINDINGS
The analysis of data involved inspecting, cleaning,
transforming collected data with the goal of discovering
useful information, informing conclusions and supporting
decision-making (Burnard et al., 2008). The data were
summarized and coded to allow the researcher to analyze it
by using Statistical Package for Social Sciences (SPSS)
version 20 as well as qualitative analysis.
Tabulation and classification used as major methods,
followed by frequency distribution and percentages
description of the variables. The frequency distribution
enabled the researcher to squeeze the data, making it small
enough for the researcher to get a pretty good idea at glance
on how the scores are distributed. Burnard et al. (2008)
encourage organizing the data thematically to enhance ease
narration and description. The themes described by
verbatim quotes, then presented through description,
interpretation and explanation. In ensuring ethical conduct
in this study, the researcher briefed participants on the
purpose of the research, expectations from them and their
relevance in the research process as clarifications
concerning the study for their willingness to participate.
They were told that the data they provide will be treated
confidentially and for academic purposes only. This was
done to enable respondents to cooperate with minimum risk.
Privacy was maintained and anonymity of respondents was
assured.
The nature of communication flow prevalent at Dar es
Salaam Maritime Gateway Project
In the first objective of this study, the researcher aimed to
study the nature of communication flow prevalent at
DMGP. Respondents were asked to express their opinions
on a statement “I can freely express my opinions to my
supervisor”. When responded to the statement mentioned,
the results show that most of employees, about 52.4% agree
with the statement, while 16% strongly agree and is only
4.8% and 2.4 who did not agree with the statement.
Table 1: I can freely express my opinions to my supervisor
Frequency Percent
Variable
s
strongly disagree 2 4.8
Disagree 1 2.4
Neutral 1 2.4
Agree 22 52.4
Strongly agree 16 38.1
Total 42 100.0
Results in table 1 show that, conflict can be avoided when
people are given a chance to express their feelings or
opinions to supervisors or colleagues. Also, a researcher
asked the respondents on importance of communication in
working environment. The statement posed to respondents
was “communications amongst the members of the
organization enable me to develop my carrier and grow
professionally”, Results show that most of respondents
strongly agree with the statement. This proves that,
communication is a very important pillar in any institution
as it is the link between people in any institution.
Communication brings good results and builds good
relationships at work. It should be noted that many conflicts
everywhere result from poor communication amongst
people or between leaders and employees.
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Fig1: Communications amongst the members of the organization.
Figure 1 indicate that, most of employees agreed that good
communication at work between employees and their
leaders has been a catalyst and motivation in raising
efficiency in the project area so as employees are now aware
of the importance of good communication in the workplace
that bring the efficiency and effectiveness to the project for
the purpose of meeting the targets/ goals.
Conflict resolution approaches applicable to Resolve
Conflicts at Dar es Salaam Maritime Gateway Project
The study intended to find out whether administrators have
a good social relationship technique to solve conflict in
work place. The first set of analysis investigated the
technique used by DMGP management team in solving the
matter concern; the researcher posed a statement which
required respondent to be free to give out their opinions/
view about a statement, “the workers union in DMGP is
very effective in resolving interpersonal conflict”, the
results show that 21 respondents which is 50% strongly
agree with the statement mentioned, 20(47.6) of all
participants agree with the statement that the workers union
in DMGP is very effective in resolving interpersonal
conflicts.
When responding to the question “Do you have a trade
union at DMGP and how effective is it in solving conflict”,
one of administration officer explained and noted,
“Trade unions at our organization like others in country
play significant role and are cooperative in effective
communication between the workers and the management.
They deliver the assistance and support to ensure that the
differences of opinion do not turn into major conflicts. The
essential purpose of a trade union is to advocate people at
work.
In the interview, 8 administrators commented that, Trade
Union is a union of workers that endorses and shields the
interests of its members in issues such as wages and
working conditions, especially through negotiations with
employers. One of administrators when responding to the
question he narrated that;
“TASIHU is our Trade Union, It is difficult for non-
members to see its importance, but for workers they know
its importance and it becomes their refuge, you know if you
have nothing you will not know its importance until you get
in trouble, in fact the trade union here is a very important
link between employers and employees because the ideas of
the employees reach us very well and we offer great
cooperation.”
Fig.2: the effective of workers Union
Source: Survey Data, 2021.
1
20
0.8
-10
0
10
20
30
0 1 2 3 4
The effective workers union at DMGP
Response
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Figure 2 proved that Trade union at DMGP is very effective
in resolving interpersonal conflicts. In computing the
findings 90% of employees responds to the question by
agreed that Trade Union play a great role in resolving
workers conflicts.
Furthermore, another statement was posed, “DMGP prefer
more settling their issues with their immediate supervisor
than the third part”. In responding to the statement 23 (54.8)
respondents strongly agree with the statement, 18 (42.9)
Agreed and only 1 (2.4) was neutral (see Table 3).
Table 2: DMGP prefer more settling their issues with
their immediate supervisor than third parties
Table 2: DMGP prefer setting their issues with their supervisor
Variables Frequency Percent Valid Percent Cumulative Percent
Neutral 1 2.4 2.4 2.4
Agree 18 42.9 42.9 45.2
Strongly agree 23 54.8 54.8 100.0
Total 42 100.0 100.0
Table 2 legitimate that, DMGP prefer more settling their
issues with their immediate supervisor than third parties. In
its lightness the employee insisted all conflicts are handled
internally and despite the individual differences at DMGP,
there is a culture of sharing ideas, opinions and perception
that promote individual’s belongingness to the project as the
results below verified.
Moreover, another statement was set as,” there is a culture
of sharing ideas, opinions and perception that promote
individual’s belongingness to the project”. The results
below verified.
Fig.3: Culture of sharing ideas
Source: Survey Data, 2021.
Figure 3 show that, 17 respondents which make 40.5%, 17
respondents also who make 40.5% agreed that at DMGP
there is a culture of sharing ideas, opinions and perception
that promote individual belongingness to the project. The
employees live as brothers and exchange ideas without
discrimination, when asked by the researcher one of Human
Resource member explained;
“Through meetings, day to day supervision, employees who
are involved in decision-making feel their contribution is
valued, and the process of sharing opinions and discussion
work matters itself can foster a sense of teamwork and
improve relationship between workers themselves…”
Another administration officer when asked about the matter
concern, he replied that,
“It is an indisputable fact that in the workplace there are all
kinds of people, behaviors may not be the same, there are
all kinds of behaviors and differences of opinion but I have
witnessed for more than five years workers living as
Disagree
Neutral
Agree
Strongly agree
2 6
17
17
There is a culture of sharing ideas
There is a culture of sharing ideas
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brothers, exchanging ideas, helping each other through
hardships and pleasures. This is a culture that we have built
here from the rulers to the working class, we respect each
other as human beings and this is the reputation of DMGP”
These confirm corroborates previous findings in the
literature review by Einarsen et al, (2018),
Burgess,(2000),Katz &Fynn,(2013). These values correlate
well with Jost (2000) and further support the idea of Himes,
J. S. (2008). Conflict and conflict management.
The association between practiced conflict resolution
approaches and employees’ performance in Dar es salaam
Maritime Gateway Project (DPGP).
Based on objective three the study intended to outlook the
associated conflict resolution approaches on employees’
performance at Dar salaam Marine Gateway Project. It was
investigated out by the researcher that, DMGP is a place that
contributes significantly to knowledge creation. When
responding to the question “Is DMGP the place that
contributes to knowledge creation?” The employees
replayed by agree 83% and 17% strongly agree that the
training and development offered at DMGP are contributing
significantly to the performance of employees in different
departments. The relationship that exists between
employees and employer makes employees feel like a sense
of ownership of the project in DMGP hence highly
productive is the outcome.
Fig.4. DMGP is a place that contributes knowledge creation.
Fig.5: Financial benefits given by DMGP
Source; Survey Data, 2021.
Figure 5 show that, employees are not satisfied with the
finance given by DMGP. When responding to the statement
“Financial benefits given by DMGP are contributing
significantly to the performance of individuals”, responding
to the above statement most of employees strongly disagree
with the statement. When asked by the researcher for
justification, one of employee said;
“In fact, our exclamation here is low wages that are not in
line with the work we do, we have nowhere to go because
employment is a challenge and it means they give us wages
that do not meet social needs due to rising living conditions,
and when we complain, we are told to choose jobs or
quitting so how should we do? we are working hard to
uphold the motto of our beloved former president, John
Magufuli, that we should be patriotic.”
Agree
83%
Strongly
agree
17%
DMGP is a place that contributes knowledge
creation
27%
27%
25%
19%
2%
Financial benefit
Strongly disagree Disagree Neutral Agree Strongly agree
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Another employee recommended on things that should done
to enhance the performance of employees at DMGP, one of
employee put a mark that,
“very low salaries in fact, and it is paid for not looking at
the profession, that is, a sweeper and a professional we are
paid the same 325,000 to 300,000 is very small in fact and
you find a man hanging on a pole at sea while risking his
life, no extra is paid if you complain to leaders you are
transferred to the unit and then they fired you later, in fact
the payment of allowances is very small compared to the
great suffering we get”
They also refused to agree if financial benefits given by
DMGP are contributing significantly to the performance of
individuals due to unsatisfied salaries given by DMGP as
figure 6 proved.
Without the opportunity to grow, employees can start to feel
stagnant. Prioritizing expert enlargement is such a good
investment for any organization. Equipping employees with
the resources they require to do their job well, invest in their
future, and strengthen their skills like training offered at
DMGP are contributing to morale of work to employees
even though workers believe much on big salaries as the
best way for increasing they working morale.
Perpendicular to this, the researcher aimed to find out how
conflict management accelerates to individuals’
performance. A researcher posed a statement “A positive
relationship between employees and employers is a secret
of the success and development of the DMGP”.
It also revealed that a positive relationship between
employees and employers is a secret beyond the success of
DMGP as well as an allowance, promotion, and training
given to some extent.
Last but not least, DMGP management has the arbitrary to
give feedback on tasks accomplished, hence making
employees learn from their mistakes and rectify errors
before they harm the organization.
Fig.6. There is a sound relationship between departments.
Source: Survey Data, 2021.
Figure 6 show that the majority of employees strongly agree
that, at DMGP there is a sound relationship between
departments and hence accelerates work performance to the
project. There was a significant positive relationship in
these findings with those of Adomi OziomaAnie (2006),
Kazimoto (2013), Delerue (2005), Kehinde,(2011), just to
mention a few, who proved that in many organizations
intergroup conflicts are common.
Table 3: Conflict Management in Organization
Variables Frequency Percent
Cumulative
Percent
Neutral 11 26.2 26.2
Agree 20 47.6 73.8
Strongly agree 11 26.2 100.0
Total 42 100.0
Disagree Neutral Agree
Strongly
agree
Column1 4.3 2.5 3.5 4.5
0
1
2
3
4
5
Axis
Title
Axis Title
There is a sound relatioship between
departments
Column1
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Table 3 shows that 20 respondents (47.6%) said conflicts
are easily managed due to the approachable way of handling
conflicts. In Cameroon, there is a saying that says that
“there are no shortcuts to the top of the palm tree” This
means that to achieve any success you have to go through
thorny paths and every problem, when conflicts are resolved
then success will be achieved here at DMGP in fact leaders
are very helpful in resolving conflicts in different ways. In
finding the valid information a researcher asked one of the
administrators and responded that;
“We have a very good process here at DMGP to sit with the
workers at least once every two or three months and
exchange ideas. Most importantly in any institution, all
disputes are dealt with in partnership and negotiation.”
V. CONCLUSION AND RECOMMENDATIONS
The present findings might help to suggest several courses
of action to solve this problem. It was observed that the
basic requirements of human beings are both physical and
psychological needs. Food, shelter, and other basic material
necessities are needed for physical survival. Love, affection,
security, and self-esteem satisfy psychological needs. Lack
of these physical and psychological conditions of human
beings are responsible for the stage of conflicts.
In parallel to that, Professional HR Capability is crucial if
an organization has a culture of conflict. An organization
accepting good conflict resolution management can be a
purposeful way to highlight and solve problems in the
workplace. Precious time, energy, and wasted cost can be
saved if the conflict can be resolved quickly and effectively.
Additionally, it revealed that everybody has a way of
dealing with conflict that is unique to them. An organization
has a "culture" of dealing with conflict that often has
nothing to do with the policies and values of the company.
It is very influential for the association to understand how
they can use different styles of conflict resolution in
different situations to get a win/win result.
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