CONFLICT MANAGEMENT
CONFLICT MANAGEMENT IN AN ORGANIZATION
(A CASE STUDY OF UNIBANK GHANA LIMITED-ADUM)
KWESI OPPONG-ADJEI
ELIZABETH ASAFU-ADJAYE
PRISCILLA ENYONAM KRAKAH
JACQUELINE BEAUTY NYAAKU
AMA KYEREWAA
AMA TWUMWAA ANTWI
A PROJECT WORK SUMITTED TO THE DEPARTMENT OFBUSINESS STUDIES IN
PARTIAL FULFILMENT OF THEREQUIREMENT FOR THE AWARD OF THE
BACHELOR OFBUSINESS ADMINISTRATION DEGREE(HUMAN RESOURCE
MANAGEMENT)
MAY, 2013
i
STATEMENT OF AUTHENTICITY
We Have Read The University Regulations Relating To Plagiarism And Certify That This
Report Is All Our Own Work And Does Not Contain Any Unacknowledged Work From Any
Other Source. We Also Declare That We Have Been Under Supervision For This Report Herein
Submitted.
Name
Index Number
Signature
Date
Kwesi Oppong-Adjei
10135195
………………
………………
Elizabeth Asafu-Adjaye
10136246
………………
………………
Priscilla Enyonam Krakah
10140963
……………...
.………………
Jacqueline Beauty Nyaaku
10140840
………………
.………………
Ama Kyerewaa
10135091
………………
…..……………
Ama Twumwaa Antwi
10135153
………………
..………………
Supervisor’s Declaration
I hereby declare that the Preparation and Presentation of the Dissertation Were Supervised In
Accordance With the Guidelines on Supervision Laid down by Christian Service University
College.
Supervisor’s Name
Isaac Ampong
………………………
….…………………..
Head of Department’s Name
Kwaku Ahenkorah (Dr.)
……………………….
ii
….…………………..
ABSTRACT
Conflicts arise naturally in every arena of our daily life. Every organization encounters conflict on a daily basis.The aim of the study was to know how conflict is being managed in an organization. Case study approach with quantitative and qualitative methods was chosen because the study strategy involves a systematic investigation into Unibank as an organization.
The study was also carried out through questionnaires and interviews of management and staff of
Unibank-Adum Kumasi. A sample size of 20 employees were selected out of 50 populations in
Unibank using simple random sampling technique
(A CASE STUDY OF UNIBANK GHANA LIMITED-ADUM)
KWESI OPPONG-ADJEI
ELIZABETH ASAFU-ADJAYE
PRISCILLA ENYONAM KRAKAH
JACQUELINE BEAUTY NYAAKU
AMA KYEREWAA
AMA TWUMWAA ANTWI
A PROJECT WORK SUMITTED TO THE DEPARTMENT OFBUSINESS STUDIES IN
PARTIAL FULFILMENT OF THEREQUIREMENT FOR THE AWARD OF THE
BACHELOR OFBUSINESS ADMINISTRATION DEGREE(HUMAN RESOURCE
MANAGEMENT)
MAY, 2013
i
STATEMENT OF AUTHENTICITY
We Have Read The University Regulations Relating To Plagiarism And Certify That This
Report Is All Our Own Work And Does Not Contain Any Unacknowledged Work From Any
Other Source. We Also Declare That We Have Been Under Supervision For This Report Herein
Submitted.
Name
Index Number
Signature
Date
Kwesi Oppong-Adjei
10135195
………………
………………
Elizabeth Asafu-Adjaye
10136246
………………
………………
Priscilla Enyonam Krakah
10140963
……………...
.………………
Jacqueline Beauty Nyaaku
10140840
………………
.………………
Ama Kyerewaa
10135091
………………
…..……………
Ama Twumwaa Antwi
10135153
………………
..………………
Supervisor’s Declaration
I hereby declare that the Preparation and Presentation of the Dissertation Were Supervised In
Accordance With the Guidelines on Supervision Laid down by Christian Service University
College.
Supervisor’s Name
Isaac Ampong
………………………
….…………………..
Head of Department’s Name
Kwaku Ahenkorah (Dr.)
……………………….
ii
….…………………..
ABSTRACT
Conflicts arise naturally in every arena of our daily life. Every organization encounters conflict on a daily basis.The aim of the study was to know how conflict is being managed in an organization. Case study approach with quantitative and qualitative methods was chosen because the study strategy involves a systematic investigation into Unibank as an organization.
The study was also carried out through questionnaires and interviews of management and staff of
Unibank-Adum Kumasi. A sample size of 20 employees were selected out of 50 populations in
Unibank using simple random sampling technique
References: bad. However, the manner in which conflict is handled determines whether it is constructive or destructive (Deutsch and Coleman, 2000) goals or values between two or more parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other (Fisher, 1990) of human conflict. Conflict has the potential for either a great deal of destruction or much creativity and positive social change (Kriesberg, 1998) incompatibility between themselves and the groups that interact with each other in some ways (Putnam and Poole, 1987) for this research project, we choose to define Conflict as a