-

FACULITY OF BUSINESS AND ECONOMICS

DEPARTMENT OF MANAGEMENT l

ASSESSMENT OF SOURCE OF CONFLICT AMONG CAMPUS

STUDENTS AND ITS RESOLUTION METHOD (IN CASE OF AMBO
UNIVERSITY MAIN CAMPUS).

A RESEARCH PAPER SUBMITED TO DEPARTMENT OF

MANAGEMENT IN PARTIAL FULFILMENT OF BACHELOR ART (BA)
DEGREE IN MANAGEMENT

Prepared by; ID NO.

Gudeta Dabela................ 03002/09

Guta Liki................... 00120/09

Ermias Benti .............. 00225/09

ADVISOR NAME; TOLESA. D (MBA)

JUNE, 2011

AMBO, ETHIOPIA

1
 -

ACKNOWLEGMENT
First and for most we would like to thanks the almighty God for helping us in every aspect of our
live. Next, we would like to express our appreciation to our advisor Mr, TOLESA .D (MBA) for
his unlimited support, critical comments and guidance from the inception to the success of the
research.
Moreover, we would like to thank all our family those stood with us in financial support. We are
also a great full thanks for Ambo university main campus which arrested us by supplying
different materials such as books and other information’s. Lastly, our appreciation to all our
friends for the support in doing this research paper.

Table of Contents pages

ACKNOWLEGMENT................................................................................................................................II
ABSTRACT.................................................................................................................................................VI
CHAPTER ONE..........................................................................................................................................1
1. INTRODUCTIONS.................................................................................................................................1
1.1 BACKGROUND OF THE STUDY..................................................................................................1
1. 2 Statement of the problem..................................................................................................................2

2
 -

1.3 Research Questions............................................................................................................................2

1.4 Objective of the study........................................................................................................................3
1.4.1 General Objective.......................................................................................................................3
1.4.2 Specific Objectives.....................................................................................................................3
1.5 Scope of the study..............................................................................................................................3
1.6 Definitions of terminologies..............................................................................................................3
1.7 Significance of the study...................................................................................................................3
1.8 Limitation of the study.................................................................................................................4
1.9 Organization of the Paper..................................................................................................................4
CHAPTER TWO.........................................................................................................................................5
2. REVIEW OF RELATED LITERATURE...............................................................................................5
2.1 DEFINITION OF CONFLICT..........................................................................................................5
2.2 Level of Conflict................................................................................................................................6
2.2.1 Inter personal conflict.................................................................................................................6
2.2.2 Intra-Personal Conflict................................................................................................................6
2.2.3 Inter-Group Conflict...................................................................................................................6
2.2.4 Intra-Group Conflict...................................................................................................................6
2.3 Consequence of Conflict....................................................................................................................6
2.3.1 Positive effect of conflict............................................................................................................6
2.3.2 Negative effects of conflict.........................................................................................................7
2.4 Source of conflict.........................................................................................................................7
2.5 Types of Conflict...............................................................................................................................7
2.5.1 Goal conflict...............................................................................................................................8
2.5.2, Cognitive conflict......................................................................................................................8
2.5.3, Affective conflict.......................................................................................................................8
2.5.4, Behavioral Conflict....................................................................................................................8
2.6, Conflict Management Methods/Techniques/....................................................................................8
2.6.1 Competition Method.................................................................................................................8
2.6.2 Collaboration Method..............................................................................................................9
2.6.3. Avoidance Method.....................................................................................................................9
2.6.4 Accommodation Method............................................................................................................9
2.6.5 Compromise Method.............................................................................................................10

3
 -

2.7 Handling inter-Group Conflict.........................................................................................................10

2.7.1 Negotiation...............................................................................................................................10
2.7.2 Mediation................................................................................................................................11
2.7.3 Arbitration................................................................................................................................11
CHAPTER THREE...................................................................................................................................12
3. RESEARCH METHODOLOGY...........................................................................................................12
3.1 RESEARCH DESIGN.........................................................................................................................12
3.2 Research Setting............................................................................................................................12
3.3. Data Source....................................................................................................................................13
3.3.1. Primary Date............................................................................................................................13
3.2.2. Secondary Data........................................................................................................................13
3.4. Data Collection Instruments...........................................................................................................13
3.5 Sample Size and Sampling Techniques...........................................................................................13
3.5.1. Sample Size.............................................................................................................................13
3.5.2. Sampling Technique................................................................................................................14
3.6 Data Analysis...................................................................................................................................14
CHAPTER FOUR.....................................................................................................................................15
4. DATA ANALYSIS AND INTERPRETATION...................................................................................15
4.1. INTRODUCTION..........................................................................................................................15
4.2 The nature/character/ of the sample.................................................................................................15
4.3 General characteristics of respondents.............................................................................................15
4.4 Questionnaire Analysis....................................................................................................................17
4.5 Interview analysis............................................................................................................................27
CHAPTER FIVE........................................................................................................................................28
SUMMARY, CONCLUSION AND RECOMMENDATION...................................................................28
5.1. INTRODUCTION..........................................................................................................................28
5.2 Summary of main finding................................................................................................................28
5.3. CONCLUSION..............................................................................................................................29
5.4. Recommendation............................................................................................................................30
REFERENCE................................................................................................................................................31
APPENDEX..............................................................................................................................................32

4
 -

List of table pages

Table 1 Age of respondent...........................................................................................

Table 2 Gender of respondent ....................................................................................

Table 3 Type of conflict..............................................................................................

Table 4 Occurence of conflict ....................................................................................

Table 5 Source of conflict .........................................................................................

Table 6 Satisfaction with current conflict resolution method .................................

Table 7 Methods used reduce source of conflict .....................................................

Table 8 Suggetion to when resolve conflict .............................................................

Table 9 Methods of conflict resolution ......................................................................

Table 10 Improper management of conflict ...............................................................

Table 11 Possibility to avoid conflict ...........................................................................

Table 12 Influence of conflict on the students performance .....................................

Table 13 Effect of conflict ..............................................................................................

ABSTRACT
What was given a considerable amount of focus throughout this study was of course, one of the
basic elements that affect the peace of any students, which are conflict and its management

5
 -

system. The objective of this study is to find better ways of conflict management and to improve
awareness of the students about conflict. The types and source of data used include both primary
and secondary data. The primary data was collected by questionnaire and interviews and the
secondary data have been gathered by referring books and documents. The data collected was
analyzed by using descriptive method. The sampling techniques was used in this case were
stratified sampling. The four important research questions were answered. The questions related
with, the major source of conflict, the current and future methods of conflict management and
frequently occurred conflict type in Ambo university main campus in general. The main key
points from the finding were summarized and conclusion was put by clearly. It summarized that
prominent source of conflict, effects of conflict and others were discussed obviously. Finally,
important recommendations were explained like rule and regulation for conflict, suitable
solutions method and others were recommended.

CHAPTER ONE

1. INTRODUCTIONS

1.1 BACKGROUND OF THE STUDY

Conflict can be defined as disagreement between two or more persons or work groups from
incompatibility of goals expectation, precipitous or values. Conflict occurs when one party
perceived that another party is frustrated to interaction groups since it can also occur within
groups and between individuals and organizations. It occurs when two groups are mutually
exclusive or not share goals and when their interactions are designed to defeat, suppress or
damage on other (fred Luthans, 10th edition).

6
 -

Again conflict can be defined as process in which one party perceived that its interest are being
opposed or negatively affected by another party.

It is also a natural issue that occurs among individuals or groups irrespective of culture, political,
economic, social as well as historical settling. Since, conflict is unavoidable from the world the
conflict management is essentially thing in order to solve conflict. Hence it is about how parties
can move from zero sum or destructive patterns of conflict to positive sum or constructive
outcome the aim to develop process of conflict resolution that appears to be acceptable to parties
in dispute and effective in reserving conflict (Hug ,mali, 1986).

Conflict management is also strategy for getting better issue keeping discussion open and
minimizing hurt feeling so as to that people can find a solution which feels good to very one involved
(Hug , mali1986).

Conflict management intervention that alters the level of conflict in ways that maximize its benefits and
minimize its dysfunctional Consequence (James,1989).

1. 2 Statement of the problem

Despite its various types, its level of impact and frequently of occurrence, conflict is common
phenomena of many organizations. That is, regardless of its size, geographical location every
organization face conflict in the same way or another way. The more heterogeneous members are
the less likely they are to work smoothly and cooperatively together. It has been found that
personal dissimilarities such as background, values, education, age and social patterns lower the
probability of interpersonal report between their respective of units (patrick., 1995).

Conflict arises among students in a university since there is heterogeneity of ethnic, religion,
personal and social patterns. Also shortage of resources such as books in library, chairs in
library, water shortage, problem of cafeteria and shortage of toilet. Furthermore, miss behavior
of some students is major source of conflict among the student Ambo University. When the
effect of conflict is destruction, it is said to be dysfunctional. It has a negative impact on the
student’s effectiveness something's needs. To be done therefore to bring the conflict it down to
an acceptable level. Therefore, to bring peace in the university the concerning body's use same
basic conflict management method. Avoiding strategy is success when the issue involved is
relating unimportant to people. Also if people have little or are in situation is very difficult to

7
 -

change avoiding may be the best choice, compromising method is to find mutual acceptable
around that partially satisfies both parties (Curtis W.phillip L, hunsker (2001).

Source of conflict is different from place to place, and time to time. Among some of these source
of conflict, poor communication, lack of compromise, need not meet, prejudice, intolerance, self-
interest, ignorance, desire for power, lack of empathy, making assumption. Incase these source of
conflict is different from place to place, and time to time the research done in the previous time
may not improve conflict of today. Alsoresearch done in other place may not solve conflict in
Ambo University. For above reason the researcher want to conduct this study by identifying type
of conflict, and identifying resolution techniques in Ambo University main campus.

1.3 Research Questions

Based on, the above problem the researchers going to address the following questions.

1. What type of conflict occurs frequently?

2. What type of conflict resolution methods are used to solve current conflict?

3. What type of conflict resolution method is suitable for the future?

4. What are the frequent source of conflict among campus student?

1.4 Objective of the study

1.4.1 General Objective

The general objective of this study would to assess source of conflict among campus students
and its resolution method in Ambo university main campus.

1.4.2 Specific Objectives

 To identify most frequent occurring conflict types.
 To assess currently existing conflict management.
 To suggest on the conflict resolution method that may be relevant for future to overcome
conflict in campus among students in Ambo University.
 To identify major frequent source of conflict among campus students.

8
 -

1.5 Scope of the study

Because of time and financial constraints, the researchers were focus only graduate regular
students in this year in faculty of business and economics in Ambo university main campus. In
addition, the study is conceptually delimited to assessment of source of conflict and its resolution
method.

1.6 Definitions of terminologies

Conflict: - is a process of in which one party perceive that its interest is being opposed or
negatively affected by another party (Fred Luthans, 10th edition).

Conflict resolution method: - is intervention that alters the level and form of conflict in way that
maximizes its benefits and minimizes its dysfunctional consequence (Fred Luthans, 10th edn).

1.7 Significance of the study

This study is significance at least on the ground that it proposes or recommends conflict
resolution method for various types of conflict that's may occurred among the students, by doing
so, it improves the performance of the students, it may help students to be aware the negative
effects of conflicts and develop the spirit, of tolerance and co -existence among them. It also
provides necessary suggestion for higher education institution the appropriate conflict resolution
method. Furthermore, it will be also used as reference for other study on related issue.

1.8 Limitation of the study

To conduct the study there are many problems among them the most are unwillingness of
respondents to give accurate and confidential data, lack of documented materials which is done
in related issue, there would be carelessness of the respondents to fill the questioners and the
study is only focus on Ambo university main campus students.

1.9 Organization of the Paper

The research paper contains five chapters. The first chapter deals with background of the study,
statement of the problem, research questions, objective of the study, scope of the study,
significance of the study and limitation of the study. The second chapter deals with review of
related literature. The third chapter deals with research methodology. The fourth chapter deals

9
 -

with data analysis and interpretation. The fifth chapter deals with summary, conclusion and
recommendation.

CHAPTER TWO

2. REVIEW OF RELATED LITERATURE

2.1 DEFINITION OF CONFLICT

Conflict is a disagreement between two or more parties who perceive that they have
incompatible concern. It may be between individuals, groups, department organization or
countries (Curtis.W Phillip L.Humsker, 2001).It is also a process in which one party perceives
that its interest are being opposed or negatively affected by another party conflict can
escalate/strength/or deescalate/weaken/over time. It is an ever present process in human relation
(Robert,Get wood 1998).

It is generated by political behavior or competition over limited resource. In particular it

frequently occurs when a person or a group believes that its attempts to achieve its goal are being
blocked by another person or group (Grarth,G,Jones 1985).

It is also defined as a disagreement between two or more person or work group resulting from
incomparability of goals, resource, expectation, perception or value. It can rise over multiple of
organization experience such as incompatible goals, difference in the interpretation of facts,
negative failing, difference of values and philosophic or disputes over shard resource (Curtis
W.Phillip L.Humsker 2001).

Conflict is inevitable among humans it is always which us in our everyday life, ever where we go
and in everything we do. It is also integral part of our every day or organization life( Robert ,Get
wood 1998).

10
 -

Generally conflict in the organization context can thus be defined as a disagreement between two
or more organization members or groups arising from the fact that they have different status,
goals value and perception /Robert,Get wood 1998/.

2.2 Level of Conflict

2.2.1 Inter personal conflict

Inter-personal conflict is relating to conflict between two or more individuals and is probably the
most common and recognized form of conflict. Inter personal conflict is caused due to dis
agreement over goals and objectives of the organization. Inter personal conflict involves two or
more individuals why perceive themselves as being in opposition to each other over preferred out
comes and attitude value or behavior inter personal conflict is everywhere (Patrick 1995).

Many inter personal conflict involves what are commonly called personality clashes that is when
one person’s style of behavior routinely battles the other person/Patrick 1995/.

2.2.2 Intra-Personal Conflict

Intra personal conflict occurring within an individual’s often some form of goal or cognitive
conflict it involves inter play of positive outcome, negative outcome or both (Kasille W,Rue
1992).

2.2.3 Inter-Group Conflict

Inter –group conflict is a conflict which occurs between groups, sections and departments.
Inter group conflict exists between one groups which interacts with another group because one
group has different interest, goal, and value or need with another groups (Keslie W,Rue 1992).

2.2.4 Intra-Group Conflict

Intra group conflict refers to clashes among some or all of the group’s members which often
affects the group process and output. Intra –group conflict relates to values, status and roles
played by an individual in the group and the group norms. The task social and emotional process
within the group influences the cause or resolution of inter group conflict/Kaslie W,Rue 1992/.

11
 -

2.3 Consequence of Conflict

2.3.1 Positive effect of conflict

Conflict always perceived as it has a negative effect. Most people have a tendency of focusing on
the negative effects of conflict a result they go easily up set and frustrated when they face
conflict on their relationship. Even though conflict has a negative effect, it has also a positive
effect. Positive outcome of conflict includes expand understanding of the issue, mobilization of
party resources and energies clarification of competing solution and creative search for
alternative and enhanced ability in the future/Brown M.1983/.

2.3.2 Negative effects of conflict

In fact, conflict is also destructive, dangerous and indicates of underlying social pathologies.
Hence too much conflict produce the energy coupled with antagonistic attitudes restricted and
distorted flow of information. Low quality decision based on poor commitment and continuing
pensions that under culture future relations among the parties (Brown M.1983).

2.4 Source of conflict

There are many different generating factors of conflict. Some of these are, Different in value and
perceptions, the value system a perception of each individual differ from those of other. These
differences can lead to conflict groups as well as individuals may have conflicting values and
perceptions (James. 1989).

Conflict arises when people are competing for scarce resources because resources are limited the
competition for those resources as well as they are not fairly distributed (James 1989). Conflicts
arise when people beliefs clash religious and ideological views are particularly sensitive, because
people often depend on these for sense of identity and belongings. Breaking down in
communications may communication selfdom perfect and imperfect communication may result
in perception and miss understanding because of the receiver is not listening actively, the
receiver may simply be misunderstanding the sender intention (Patrick, 1995).

12
 -

2.5 Types of Conflict

Conflict refers to any situation in which there are compatible goals cognitions or emotions
among individuals or groups that lead to opposition. This definition recognizes four basic types
of conflict.

2.5.1 Goal conflict

Goal conflict occurs when one person or group desires a different outcome than other do. This is a
situation in which desired end States or petered outcomes appear to be incompatible. This is disagreement
over whose goals are going to be pursued (David B,Andrrez 1997).

2.5.2, Cognitive conflict

Cognitive conflict can result when person or group holds ideas or options that are inconsistent
with those of others. Cognitive conflict is a situation in which ideas or thoughts are perceived
incompatible (David B,Andrrez1997).

2.5.3, Affective conflict

This type of conflict emerged when individuals or groups feeling or emotions are incompatible
with those of others. Affective conflict is a situation in which feeling or emotions are
incompatible that is, people literally become angry with one another (David B,Andrrez 1997).

2.5.4, Behavioral Conflict

Behavioral conflict exists when one person or group does something, which is unacceptable to
other/DavidB,Andrerz 1997/.

2.6, Conflict Management Methods/Techniques/

Conflict resolution refers to a process which has its objective the ending of the conflict between
the disagreeing parties. It includes five (5) approaches, which are: - (1) competition, (2)
collaborative, (3) avoidance, (4) accommodation, and (5) compromise /David BansrzeyH, 1997).

2.6.1 Competition Method

Competition occurs when one party negotiates to minimize its results as the expense of the other
party’s needs. Competition leads to one party gaining the advantage over the other and one party
wins while Competition occurs when one party negotiates to minimize its results as the expense
of the other party loses. Although it is quick and can be used as counter against another person,

13
 -

this option usually produces win-loss result. The major objective of this approaches getting the
way themselves to solve conflict. It use when quick decision is vital on important issue where
unpopular actions need implementing on issue vital to an organizations welfare when you know
you are right and against people who take advantage of noncompetitive behavior (David
B,Arderzej H.1997).

2.6.2 Collaboration Method

Collaboration occurs when people corporate to produce a solution satisfactory to both that means
it seeks a win-win solution for the parties. Collaborating involves an attempt to work with the
other person to find solutions that would be satisfying to both parties. This approach is
characterized by genuine attempt to find solutions that satisfy all of the need for all parties. This
intention of parties is to solve the conflict by clarifying difference (Patrick: 1995).

This approach used when to find an integrative solution when both sets of concerns are to merge
in sight from people with different perspective to gain commitment by incorporation concerns in
to a consensus to work through felling that have interfered with a relationship. The major
objective is solving the problem or conflict together/David B.Anderzej H 1997/.

2.6.3. Avoidance Method

This approach calls or helps for manager to draw or ignore the conflict letting the participant
resolve it themselves. This method involves a general disregard for the causes of the conflict and
the person might diplomatically sidestep a conflicting issue, postpone addressing it till later, or
withdraw physically or psychologically from a treating situation. Avoiding is used when the
individual is both unassertive and uncooperative-that is, the person has a very low concern for
his own and his opponents needs and it gives lose-lose solution for the parties. The problem is
not solve, it is only postponed, but the short run this technique may work it is appropriate when
an issues is travel or more important issue are pressing you perceive no chance of satisfying your
concerns, potential disruption out weight the benefits of resolution to let people cool down and
regain perspective gathering information suppressed immediate seem tangential of symptomatic
of other issue (David B.Andrezej H.1997).

14
 -

2.6.4 Accommodation Method

Accommodation is a negotiation style when one party is willing to obligation or adapt to meet
the needs of other party. Where one party accommodates losses and the other party wins. This
approach is on assertive, cooperation one may also give in some people give in the overall time.
The win- lose situation must have the loser sometimes one must accommodate other people
(Patrick; 1995).

This approaches is appropriate when you find you are wrong to allow a better position to be
heard to learn and to show you are reasonableness issues are more important to others than
yourself to satisfy others and maintain cooperation to build social credits for later issue to
minimize loss when you are out matched and losing harmony are stability are especially
important and to allow subordinates to develop by learning from mistakes (David B.Andrezej
H.1997).

2.6.5 Compromise Method

Compromise is the settlement of differences through concessions of one or both parties. In
compromising, the party tries to find some expedient, mutually solutions with acceptable
solutions with partially satisfies both parties though neither is fully satisfied. It gives lose-lose
solution. Compromise involves “splitting the difference ″, exchanging concession and seeking
quick middle-ground solutions. Moderate assertive or moderate cooperative it is bargain power
each party is to give up some time of value involve getting another thing each party makes a
middle ground. There is no clear winner or loser (Robert,kreizener 1998).

It is appropriate the situation, when goals are important, but not worth the effort of potential
disruption of more asserts model, opponent with equal power are committed to mutually
exclusive goals to achieve temporary segment to complex issue, to move expedient solution
under time pressure and as a backup when collaboration or competition is unsuccessful (David
Bhelcon, Andrezej H, 1997).

2.7 Handling inter-Group Conflict

Management prefers that groups of rate and work toward the accomplishment or organization
and individual goals. However, conflict often develops among groups (James, 1995).

15
 -

2.7.1 Negotiation
Negotiation is a give or take process between conflict interdependent parts. Negotiation skill are
important than today and distributive bargaining is negotiation situation in which a fixed sum of
resources is dived up, it leads to a win loss between the parties. Integrative bargaining is a
negotiation situation that seeks to increase the total amount of resources. It create a win win
situation between the parties no the third person need (David B.Andrezej H.1997).

2.7.2 Mediation
Mediation is a process in which neutral third party to the conflict assists in achievement of
negotiated solution using reason, pervasion and the presentation of alternative. These techniques
include asking each parties to state the problem to state others view of the problem, and ask them
to confirm the accuracy of the others eruption (David B.Andrezej H.1997).

2.7.3 Arbitration
Arbitration refers to the process where the decision is made by a third party. The arbitrator hears
the case as presented by the parties in conflict or dispute and makes a decision or award in the
same way as a judge (David B.Andrezej H.1997 ).

CHAPTER THREE

3. RESEARCH METHODOLOGY

3.1 RESEARCH DESIGN

Descriptive research design would be conduct in this research, because it helps to describe facts.
Besides, to achieve out the objective of the study the researchers would use case study method
by employing qualitative and quantitative methodologies. The researchers select this
methodology since data analysis in qualitative are done early in the collection process and
continued throughout the study period. Qualitative method invites researchers’ dugout qualitative
information through interview. Quantitative data is generate using questionnaires for analysis
percentage mean frequency and the like.

16
 -

3.2 Research Setting

The researchers conduct this research on Ambo university main campus, the data would gather
from graduate regular students in this year in faculty of business and economics.

3.3. Data Source

3.3.1. Primary Date

The primary data is gathered from the selected respondents through data gathering tools that like
questionnaire and interviews. The questionnaire is constituting both open and close ended
questions. The interview is a formal meeting at which someone is asks questions in order to find
out if they are suitable for area of study.

3.2.2. Secondary Data

Secondary data is gather from different materials such as manual, journal, books published and
unpublished materials which are believe to be valuable to the study.

3.4. Data Collection Instruments

The researchers are use different data collection instruments and techniques like interviews and
questionnaires. When going that researchers use an English language to collect data because
most of the respondents are literate. They understood selected language, but if there would be
unclear the researchers were interpreting it.

3.5 Sample Size and Sampling Techniques

3.5.1. Sample Size

From the total number of target population (588) the researchers uses 85 respondents as a sample
size, so in order to determine the sample size the researchers used yemane(1967) sample size
formula by taking 90% level of confidence and 10% of sampling error because, the sample error
has taken by the researchers since the same percentage has taken by similar area of research
topics.

n= N/1+N(e)2 588/1+588(0.1)2 =85(yemane)

n =sample size

N =total population
17
 -

e =sample error

3.5.2. Sampling Technique

The researchers use stratified sampling technique because of heterogeneity of the population and
lack of financial costs and other constraints. Under this method the population was divided in to
various classes or sub population. How many populations would select from each stratum or how
to allocate the sample size of each stratum? To illustrate it, let us suppose that we want a sample
size n=85 to draw from the population size of N=588 which is divided in to three (3) strata.

Table 1 the following table show how stratified sampling is formed

Department number of students in strata Number of students in

sample

Management 225 85(225/588)=33

Accounting and finance 218 85(218/588)=32

Economics 145 85(145/588)=20

Total 588 85

3.6 Data Analysis

Data analysis is a process of converting raw data in to information which is useful for decision
making by users or researchers. Once data collected it is necessary to analysed the data in order
to gain useful information. After the data collection, that was systematically, processed and
tabulated based on similarities. In this study, descriptive analysis would employ to analyse the
given data which make more understandable and interpreted by using table and percentage.

18
 -

CHAPTER FOUR

4. DATA ANALYSIS AND INTERPRETATION

4.1. INTRODUCTION
This section deals with the finding and discussion part of the collected data on the assessment of the
source of conflict among campus students and resolution method in case of Ambo university main
campus .In this chapter the researchers tried to discuss and analyzed the primary and secondary data by
using both qualitative and quantitative data analysis method.

4.2 The nature/character/ of the sample

From total number of sample size (85) all of them questionnaires were distributed. From total
questionnaire 75 (88.23%) are returned, due to different factors 10(11.77%) of questionnaires not
collected and analyzed. Totally the response of open and closed ended response and interviews
from administrative staff are analyzed and interpreted. In addition to this, the paper represents
the information collected from different sex of Ambo university main campus.

19
 -

4.3 General characteristics of respondents

To start with response from the above mentioned questionnaire the data on the background of the
respondent were gathered to have clear information about the respondent.

Table 4.1 Age of respondent

No Age No of respondents Percentage (%)

1 18-25 55 73.33

2 26-35 15 20

3 36-50 5 6.67

4 Above 50 - -

Total 75 100

Source: -questionnaire (2011/2019)

The above table shows age of respondents, as observed 55(73.33%) of the respondents are between 18-25
years’ age,15 (20%) of them are between 26-35 age range, and 5(6.67%) of them are between 36-50 age
range. Therefore, majority of the students in Ambo University are very young.

Table 4.2 Gender of respondent

No Item/Gender No of respondent Percentage (%)

1 Male 42 56

2 Female 33 44

Total 75 100

Source: -questionnaire (2011/2019)

The above table shows gender of respondents, as observed 42(56%) of the respondents are males
and the remaining 33 (44%) are female.This shows that most of the respondents are males.

4.4 Questionnaire Analysis

Table 4.3 Types of conflict emerged among students frequently and action to be minimize
it.

20
 -

No Item No of respondent Percentage (%)

1 What type of conflict emerged among

student frequently?

Goal conflict 18 24

Cognitive conflict 12 16

Affective conflict 15 20

Behavioral conflict 30 40

Total 75 100

2 How can you/university/ minimize conflict

occurrence among the students?

By creating awareness about the effect of 29 38.67

conflict

By teaching misbehavior student 35 46.67

By distributing fairly scarce resource 11 14.67

Total 75 100

Sources, questionnaire (2011/2019)

Table 4.3 item “1” shows that of conflict emerged among the students is goal conflict 18 (24%),
cognitive conflict12 (16%), affective conflict is15 (20 %) and the remaining of them30 (40%)
are replied that conflict emerged among the students is behavioral conflict that means the most
frequently happening type of conflict among the student is behavioral conflict. Also this implies
that most of the time conflict emerged among the student in the campus is behavioral conflict.

As we seen clearly in the same table 4.3 item two (2)35(46.67%) (Majority or half) of the
respondent replied that can minimize conflict among the students by teaching misbehavior
students, 11 (14.67 %) of the respondents replied that can minimize by distribution of scarce
resources fairly and the remaining 29(38.67%) that it can be minimized by creation awareness
about effective of conflict. This implies that creating awareness about the effect of conflict and

21
 -

teaching misbehavior students can minimize emergence of conflict among the student most of
the time.

Table 4.4 Occurrence of conflict

No Item No of respondents Percentage (%)

1 How often does conflict occur with

student?

Daily 30 40

Weekly 15 20

Monthly 17 22.67

Yearly 13 17.33

Total 75 100

Source: -questionnaire (2011/2019)

Table 4.4 show that 13(17.33%) respondents replied that conflict occur among the students
yearly, 17(22.67%) of them responded that it occurs among student monthly15(20 %) of the
them replied that it occurs weakly. The remaining 30(40 %) of the respondents said that it occurs
day to day among the student. This information simply assured conflict in inevitable among
humans. It is always with as in our everyday life, everywhere we go and everything we do.
Therefore, conflict is inevitable among the students in everyday life, when they study, eat, play
and speak.

Table 4.5. Source of conflict

No Item No of respondent Percentage

1 What is the source of conflict among

students in most of time

Competition in scarce resource 8 10.67

Difference in objective 12 16

22
 -

Breakdown in communication 8 10.67

Misbehavior of students 21 28

Lack of resource allocation 15 20

During water queue and café queue 11 14.67

Total 75 100

Source: -questionnaire (2011/2019)

Table 4.5 shows that from total respondents 8(10.67 %) respondents said that conflict is caused
by competition on scarce resource, 12(16%) replied that it is caused by difference in objectives,
8(10.67%) of responded that it caused by breakdown in communication,21(28 %) respondents
that conflict is caused by misbehavior,15(20%) respondents that conflict is caused by lack of
scarce resources and11(14.67%) are replied that conflict is caused by during water queue and
cafe queue. This indicates that majority of the problem, inviting to conflict in the campus is
misbehaving of the student and lack/shortage/of the resources most frequently. Therefore,
management of the organization should focus on mechanism to modify the behavior of the
students and fairly to distribute scarce resources among the student.

Table 4.6 Satisfaction with current conflict resolution methods

No Item No of respondent Percentage(%)

1 Are you satisfied with current level of

conflict management methods

Yes 33 44

No 42 56

Total 75 100

2 What kind of conflict management method

you are apply currently in resolving conflict
among the students?

Collaboration 29 38.67

23
 -

Compromising 18 24

Avoidance 12 16

Computing 9 12

Accommodation 7 9.33

Total 75 100

Source: questionnaire (2011/2019)

According to above table 4.6 item one (1) shows 33(44%) of the respondents are satisfied with
the current method of conflict resolution and 42(56%) of respondent said that they are not
satisfied with the current methods of conflict resolution. Therefore, majority of respondents are
not satisfied with the current method of conflict resolution.

According to above table 4.6 item two (2) shows 7(9.33 %) of respondent responded that
accommodation is one of conflict resolution methods among the students, 9(12 %) of replied that
computing another method, avoidance and compromising are also another method used to
resolve conflict among the students as 12(16 %) and 18(24 %) respectively. The remaining
29(38.67 %) of the respondent replied that collaboration is the most use method. This clearly
indicates that most of time Woldia university main campus by collaboration method to solve
frequently occurred, type of conflict among the student currently. Because collaboration promote
that bargain each party by giving up something value involve rating another thing. So this
method to satisfy the need to both party by bringing each party a middle ground.

Table 4.7 methods that should be used to reduce the major source of conflict that occurs by
campus students.

No Item No of respondent Percentage (%)

1 What is the best or suitable measurement that

should be used reduces conflict that occurs in
café during queue?

Open on time the café service 24 32

24
 -

Take punishment to students who involve 27 36

conflict

Deliver equal service to all students 17 22.67

Open additional cafeteria(café) 7 9.33

Total 75 100

2 What are the possible solutions to conflict that

occurs among campus students during water
queue?

By advising all students to use properly 19 25.33

having water pump

By educating misbehavior students to fetch 18 24

water keep queue

By opening water pump every time 17 22.67

By delivering additional water to students by 21 28

using big water butt

Total 75 100

Source: questionnaire (2011/2019)

According to above table 4.7 item “1” it is clearly indicate /shows 7(9.33 %) of respondent
responded that open additional cafeteria (café) is one of the method that should be reduce
conflict that occurs among campus students during cafe queue, as17(22.67%) of respondent
replied that deliver equal resources to all students is another method and 24 (32 %) of the
respondent replied open on time the café service is also another solution. The remaining 27(36%)
of the respondents replied take punishment to students who involve conflict is also the best (most
useful) method.

According to above table 4.7 item “2”it clearly shows 17(22.67 % )respondent replied that
conflict occurs among campus students during water queue by opening water pump every time is

25
 -

possible solution to reduce conflict,18(24 % )of respondent replied that by educating

misbehavior students to fetch water keep queue is another method ,by advising all students to
use properly having water pump and by delivering additional water to students by using big
water butt are also the best another method used to reduce conflict among that occurs campus
students during water queue as 19(25.33%) and 21(28 % )respectively.

Table 4.8 Suggestion to when resolve conflict

No Item No of respondent Percentage(

1 When do you think that conflict should be

resolved? Why?

Immediately 41 54.67

After sometimes 34 45.33

Total 75 100

Source: questionnaire (2011/2019)

Almost 41(54.67 %) of the respondent said that whatever the conflict level and whoever it is
necessary to set the disagreement immediately. The rest 34 (45.33%) of the respondents have
said that it is necessary to settle conflicts after some times. The former one reason out saying if it
is not immediately resolved the level of conflicts, may become more interest from time to time
and may end up with the level of confident that will not be resolved so the sum total effects delay
in resolution will highly affect the student, the later one reasoned out saying if it is not analyzed
by taking enough time it may create another problem while trying to resolve so it is better to take
sometimes. The implication is that what type of conflicts should be resolved now or later is
depend on the nature of conflicts that means certain conflicts might be resolved immediately and
the other may be resolved after some times.

Table 4.9 Methods of conflict resolution

No Item No of respondent Percentage (%)

26
 -

1 How do you resolve conflict among the

students?

Mediation 23 30.67

Arbitration 22 29.33

Negotiation 30 40

Total 75 100

Source: -questionnaire (2011/2019)

As it is clearly indicating in table 4.9, 22(29.33%) of the respondent replied that arbitration is
possible to solve a conflict,23 (30.67%) of the respondent replied that a method of conflict
resolution is possible to use by mediation method and the remaining 30(40 %) of the respondent
replied that use negotiation conflict resolution method among the student as possible or it is the
best way to take solution.

Table 4.10 Improper management of conflict

No Item No of respondent Percentage (%)

1 Improper management of conflict makes

conflict destructive or dysfunctional?

Yes 50 66.67

No 25 33.33

Total 75 100

Source: -questionnaire (2011/2019)

As it is clearly indicating in table 4.10, 50(66.67%) of respondents replied that improper

management of conflicts makes the effects destructive and only 25(33.33%) of them are replied
it does not make destruction. This implies that improper management of conflict hinders the
university from achieving its goal. Because it reduces moral of the student and it may lead other

27
 -

services conflict. Therefore, the campus management should give great care when resolving
conflicts among the campus students.

Table 4.11 Possibility to avoid conflict

No Item No of respondent Percentage (%)

1 Is it possible to avoid conflict completely

among the student by managing conflict?

Yes 30 40

No 45 60

Total 75 100

Source: -questionnaire (2011/2019)

As it is clearly indicating in table 4.11, 30 (40%) of the respondent replied that complete
removing or avoiding conflicts among students is possible. The remaining 45 (60%) of the
respondent replied that completely removing or avoiding conflicts among students is impossible.
The respondent suggests that because of scarce resource, difference in objective, perception,
values, interest, behavior, religion, ethnic, and conflicts emergence inevitable among the
students. It cannot avoidable completely rather than minimize.

Table 4.12. Influences of conflicts on performance of the students.

No Item No of respondent Percentage ((%)

1 How does conflict affects the

performance of students?

Increase performance 29 38.67

28
 -

Decrease performance 32 42.67

Do not affect 14 18.67

Total 75 100

Source; questionnaire (2011/2019)

As it is indicating in table 4.12, 32(42.67%) of respondent replied that conflict down play
performance of the students, 29(38.67%) of them replied that conflict increase performance of
students and the remaining 14 (18.67 %) replied that conflict does not affect the performance of
the student. This finding shows that the attitude of student toward conflict is negative. They
perceive it as negative because they conceived that conflict is it severs it result in resentment,
tension and anxiety. These feeling appear to result students away from their objectives. This
leads to decrease in their performance.

Table 4.13. Effects of conflict.

No Item No of respondent Percentage (%)

1 Does conflict among the students have

effects like promoting awareness and
enhance personal development and
encourage psychological development?

Yes 35 46.67

No 40 53.33

Total 75 100

2 What kind of effects do you think that

conflict has?

Positive 16 21.33

Negative 32 42.67

Both 27 36

Total 75 100

29
 -

Source: -questionnaire (2011/2019)

According to table, 4.13 Item one (1) 40(53.33%) of the respondent replied conflicts among the
student does not promote awareness, enhance personal development and encourage
psychological development. The rest 35(46.67%) agreed that it promote awareness enhance
personal and encourage psychological development. This implies that most of the time conflict
among the student has destructive effects like causing frustration poor self-confidence and loss
of work motivation. Therefore, we can say conflict among the student is dysfunctional.

According to above 4.13. Item “2” shows 16(21.33%) of respondents responded that conflict has
positive effects,32 (42.67 %) of replied that conflict has negative effects and the remaining 27(36
%)of the respondent replied conflict has both positive and negative effects. These clearly indicate
that almost conflict has negative effect and both the effects of positive and negative. Because it is
not totally positive and on the other hand it is not totally negative rather it has both effects.

4.5 Interview analysis

1 What type of conflict resolution method currently apply in the campus?

The interview was forwarded for administrative staff of the campus. The response present as follows.
Currently woldia university main campus practice collaboration type of conflict resolution method to
solve frequently occurred, type of conflict among the students currently. Because it promote that bargain
each party by giving up something value involve rating another thing.
2 What problems are occur while you are resolving conflict among students ?
The response of interview stated that the major problems are the cause of conflict among students are
very wide and change as a time changes restrict us to develop effective resolving technique to handle such
variety of problem .
The other major problem is lack of time to resolve those conflict in proper manner ,since conflict among
students occur frequently so,it takes much time to analyse the cause of conflict and recommend best
solution .

3 The conflict management/resolution/methods that is relevant for future in university among students in
Woldia main campus.

Also the interview was forwarded both students as well as administrative staff. The response
present as fellows. Actually there is no universally accepted conflict resolution method is
depending up on the situation, so it is preferable it by taking discussion with party using
mediation techniques. Other suggests that major objectives of the student in the campus is

30
 -

learning so, the conflict management is preferable that creating awareness about destructiveness
of the conflict. There it should be mediation and negotiation, also the other said that it should be
in the way promoting tolerance and there should be clear defined rule and regulation should be
by depending on the situation.

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.1. INTRODUCTION
In this part of research, the summary, conclusion and recommendation are put side by side where even
necessary to recommend on from the summary and conclusion, hoping that doing provider immediate
answer for anyone having a glance at study.

5.2 Summary of main finding

To summarize the main parts of this paper the part deals with assessment of conflict that affects
students’ performance in Ambo university main campus.

 more than half of the respondents believed that the prominent source of conflict is:-
 Competition on scarce resource
 Misbehavior of students.

31
 -

 The 41(55 %) of respondents assured that the type of conflict should be resolved now or
later is depends up on the nature of conflict, that means certain conflict might be resolved
immediately and the other 34(45 %) may be resolved after some time.
 From the finding 30(40%) of respondents assured that conflict could take place among
students in every day, every place, and every time. Because it cannot be remove from
students is a day to day activity.
 From the finding 40 (53.33%) of respondent assured that the destructive conflict has
negative effects like:-
 Reduce awareness, personal development and psychological
development.
 Increase instability, emotional problem, fatigue, individualism, stress
and frustration of digression.

5.3. Conclusion
Based on the analysis the following conclusion has drawn.

• Majority of respondents assured that most of the time conflict emerged among the student was
misbehavior of students and competition on scarce resources.

• Among the different kind of conflict, mostly occurred type of conflict is behavioral conflicts.

• Conflict among the student is not promote awareness, enhance personal development and
encourage psychological development there it effect is destructive we can say dysfunctional
conflicts fairly.

• Improper management of the conflict among the student has dysfunctional effects.

• From the finding conflict is inevitable among the students in everyday life, when they study,
eat, play and speak.

• Most of the time woldia university main campus by collaboration method to solve frequently
occurred type of conflict among the student currently.

• Completely removing or avoiding conflicts among the students is impossible because of there
is scarce resources, difference in objectives, perception, valves, interest, behavior, religion,

32
 -

ethnic and conflict emergence inevitable among the students. It cannot avoidable completely
rather than minimize it.

• Generally, from the many finding everybody can understand that the conflict is not totally
negative as well as it is also not totally positive to the student, rather conflict have both
effects.I.e. Negative (destructive) effects and positive (constructive) effects.

5.4. Recommendation
 Management of the organization is better to supposed to manage conflict effectively so
as to attain a moderate functional level of conflict in inevitable in any organization.
 The management of the organization is better to apply appropriate means of conflict
resolution methods to solve frequent occuring conflict.
 The campus is better to make clear/transparent/the rule and regulation when managing
conflicts all parties.
 The management of the organization is advisable to under take proper discussion among
all parties before giving at decision.
 The management of the organization is better to focus on mechanism to distribute scarce
resources fairly among the students.
 It is advisable to management of the organization to give great care when resolving
conflict among students, because improper management of conflict hinders the university
as well as the student from achieving its goal.
 The management of the organization is better to give great concerns for creation
awareness for misbehavior students and fair distribution of scarce resources.

33
 -

REFERENCE
 Brown m(1983).contrasts in conflict management, rected Irunin.
 Curtis W.Philip Munseker (2001) management old organization behavior 3rd McGrqw- Hull.
 David Andres Huczynski (1997) organization behavior 3rd edition. Prentice Hull (UK).
 Fred Luthans, conflict management practice 10th edition.
 Garth G. Jones(1985) organization theory weakly publishing company, Inc.
 Hugh Mail, (cotemporary conflict resolution).
 James H. Higgins (1998), the management: challenge and introduction to management,
Macmillan testing software.
 Kesile W. Rue, Lioyd L. Byars (1992).Management skills and applications, 6th ed. Richard
Irwin, Inc, USA.
 Patrick, right (1995), management of organization, Richard, Irwin.
 Robert, Get wood (1998), management of comprehension, analysis and applications Richard D
Irwin, inc in joint venture with Austere press.
 Robert, Kreizener (1998), organizational behavior, 4th edition McGraw-Hill companies Inc.

34
 -

APPENDEX
AMBO UNIVERSITY

FACULITY OF BUSINESS AND ECONOMICS

DEPARTMENT OF MANAGEMENT
QUESTIONNAIRES: - questionnaires to be filled by students of Ambo University in graduate regular
students in this year in faculty of business and economics.

Dear respondents: -This questionnaire is prepared in order to conduct the researchers in partial fulfillment
for the requirement of the bachelor degree in management. Its aim is to collect relevant information
regarding to the assessment of source of conflict among campus students and its resolution methods in
Ambo university main campus. So you are kindly requested to give the right answer you think as possible
since it contribute a lot for the success of and reliability of this research.

 INSTRUCTIONS: -
 For some no need of writing your name
 "Encircle" the letter of your choose from provided close ended questions and fill
the blank space provided for open ended questions.

"Thank you in advance for your cooperation".

PART ONE: -GENERAL BACKGROUND.

1. sex A ,Male B ,Female

2. age A , 18-26 B , 26-35 C , 36-50 D , above 50

PART TWO: - INFORMATION NEEDED FOR PRESENTATION AND DATA ANALYSIS.

1, What type of conflict emerged among the students frequently?

A ,Goal conflict B, Affective conflict C ,Cognitive conflict D Behavioral conflict

2, How can you minimize conflict occurrence among the students

A ,By creating awareness about the effect of conflict

B ,By distributing fairly scarce resources
C ,By teaching misbehavior students

35
 -

If there are any other specify____________________________________________________________

3, How often does conflict occur among the students?

A,Daily B ,Weekly C ,monthly D ,yearly

4, What is the frequent source of conflict among campus students?

A ,Competing on scarce resources D, Breakdown in communication

B ,Difference in objective E , Lack of resource allocation
C ,Misbehavior of students F , During water queue and cafe queue

5, What kind of conflict resolution methods are used/applied/ currently in resolving conflict among
students?

A ,Collaborations
B , Avoidance
C ,Computing
D, Compromising
E ,Accommodation

6, What is the best /suitable/ measurement that should be used reduce conflict that occurs campus students
in cafe during queue?

A ,Open on time the cafe service

B , Deliver equal service to all students
C, Take punishment to students who involve conflict
D ,Open additional cafe (cafeteria)

7, some times higher educational students create conflict by themselves during water queue. Woldia
university main campus students was also involving conflict during water queue. What is the possible
solution to this problem?

A ,By advising all students to use properly having water pump.

B ,By educating misbehavior students to fetch water keep queue.
C ,By opening water pump ever time.
D ,By delivering additional water to students by using big water butt.

8, Are you satisfy with current level of conflict management methods?

A, Yes B, No

36
 -

9, If you answer for question “8“is yes or no by which method?

Please specify___________________________________________________________________

10, When do you think conflict should be resolved? Why?

A ,Immediately

Why? Please specify_______________________________________________________________

B ,After sometimes

Why? Please specify___________________________________________________________________

11, How do you resolve conflict among the students? Through: -

A, Mediation B ,Arbitration C , Negotiation

12, Improper management of conflict makes conflict destructive or dysfunctional?

A, Yes B, No

13, Is it possible to avoid completely conflict among the students by managing conflict?

A, Yes B, No

14, If your answer for question"14"is yes or no,

Give your suggestion _____________________________________________________________

15, How rate the impact of conflict on the performance of students?

A, Increase performance B, decrease performance C, does not affect

16, what kind of effect do you think that conflict has?

A, Positive B, Negative C , Both

17, Does conflict among the students have effect like promoting awareness, enhance personal
development and encourage psychological development?

A , Yes B ,No

PART THREE INTERVIEW QUESTION

37
 -

1 ,What type of conflict resolution method apply in your organization currently ?

2 ,What problems are occur while you are resolving conflict among students ?

3 , What type of conflict resolution method use in the future in the campus?

38