Critical analysis of the causes of conflict in organisations : a case of educators in Bojanala West Region in the North West Province

MBA, North-West University, Mafikeng CampusConflict in schools is a worrying factor in that not all the people in management positions have the necessary skills to manage conflict effectively. If left unattended or unresolved tensions become intensified. The main purpose of this study was to give a clear picture of the causes of conflict and to establish the effects that conflict has in the educational institutions of Bojanala West Regions in the North West Department of Education. According to the literature, many employers and employees have myths about conflict. They see it as something evil, something that pulls people away from one another. The study was targeted to educators from primary schools in Bojanala West Region. 150 educators who were randomly sampled took part in the study. The results of the research revealed that there is no way that conflict can be stopped, rather, means have to be made to manage it, and that it (conflict) cannot be associated to a particular gender. Furthermore, it has been shown in the results that if conflict is not addressed, it rolls and intensifies. The findings echo the same sentiments that have been suggested by literature used. Many respondents believe that conflict must be managed promptly and that subordinates must be given chance to take part in decision making in a bid to minimize causes of conflict. People have to develop an attitude of "our decision" and not" your decision". The study recommends the following: • Managers must ensure that there are healthy relationships among staff members in order to minimize conflicts in the workplace. • Managers must be prompt in dealing with problems that in many instances cause conflicts. • Management must bring on board their subordinates when making certain decisions that affect them (subordinates) to keep conflict and negativity to a minimal state. • When resolving conflict, emotions and anger should be set aside. This will assist the mediator to judge fairly so that the conflicting parties could ultimately be reconciled. It is up to the management in an institution to be able to identify the root causes of conflict and also devise some means and ways of effectively and constructively managing the conflict. Many respondents feel that management must be given some form of training for them to be in a better position to deal with conflict.Master