A Dissertation Submitted in Partial Fulfilment of the Requirements for Award
of the Degree of Master of Business Administration of Mzumbe University
This study examined the conflicts in the Local Government Authorities (LGAs) in
Tanzania based on employees’ perspectives at Kisarawe District Council. It was
guided by three specific objectives namely; to determine the types of employees’
conflicts, to examine the sources of employees’ conflicts, and to find out possible
remedies of employees’ conflicts.
The target population comprised 2052 employees and the sample size of 95
employees was determined using the Taro Yamane formula. Both judgmental and
convenience sampling methods were used to select a total of 95 employees. The data
obtained using questionnaires were analyzed quantitatively with the aid of
descriptive statistics and presented using frequency tables. The data obtained using
interviews were analyzed qualitatively and presented through logical comparisons
and explanations.
The study established that the types of employees’ conflicts at Kisarawe District
Council were mainly, procedural conflicts, goal conflicts, and cognitive conflicts. It
was established further that the sources of these conflicts included overlapping of
responsibilities, competitions for resources, and task interdependence. Based on the
study, the possible remedies which could reduce or prevent these conflicts included
ensuring clearly defined roles and responsibilities of individuals, groups, and
departments; smoothen the flow of work, and involve employees in decision making.
This study concludes that employees’ conflicts at Kisarawe District Council were of
different types and emerged from different sources which mean that various
remedies could apply to reduce or prevent employees’ conflicts at Kisarawe District
Council. For the organization to reduce or prevent employees’ conflicts and enhance
the cooperation among employees and improves its performances, the management
should ensure that there are clearly defined roles and responsibilities, smoothen the
flow of work, and ensuring adequate involvement of employees in decision making.