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 Table of Contents
Title of the study...............................................................................................................................6
Abstract...............................................................................................................................................6
1. INTRODUCTION.........................................................................................................................7
1.1 Basic overview of topic........................................................................................................7
1.2 Background to study.............................................................................................................7
1.3 Define key concepts..............................................................................................................7
1.4 Problem statement.................................................................................................................8
1.5 Research Questions..............................................................................................................8
1.6 Research objectives..............................................................................................................8
2. LITERATURE REVIEW.................................................................................................................9
2.1 Introduction.............................................................................................................................9
2.2. Definition of conflict.............................................................................................................9
2.3 Indicators of conflict in the workplace............................................................................11
2.4 Causes of conflict in the workplace................................................................................14
2.5 Effects of conflict in the workplace.................................................................................17
3 RESEARCH METHODOLOGY...................................................................................................19
3.1 Introduction...........................................................................................................................19
3.2 Summary table......................................................................................................................19
3.3 Research methodology.......................................................................................................20
3.4 Reasoning..............................................................................................................................20
3.5 Research design...................................................................................................................20
3.6 Paradigm................................................................................................................................21
3.7 Population..............................................................................................................................22
3.8 Sampling method.................................................................................................................22
3.9 Sample size............................................................................................................................23
3.10 Data collection method.....................................................................................................23
3.11 Question type......................................................................................................................23
3.12 Data analysis.......................................................................................................................24
3.13 Quality of data.....................................................................................................................24
3.14 Use.........................................................................................................................................25
3.15 Limitations...........................................................................................................................25
3.16 Time frame...........................................................................................................................25
3.17 Budget..................................................................................................................................27

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4 ETHICAL CONSIDERATIONS....................................................................................................27
5 CONCLUSION...............................................................................................................................28
LIST OF REFERENCES..................................................................................................................29
Appendix A:.....................................................................................................................................33

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Title of the study
The perceived effects of workplace conflict on employees in South Africa

Abstract
This research proposal will present the insight relating to the perceived effects of
conflict in the workplace in South Africa to conflict as an analytical and
methodological framework that addresses the dynamic interactions between
conflicting parties. According to Sargent et al (2011) the insight approach, conflict is
functional and dysfunctional. Conflict arises because of parties' experience of what
insight theorists call “threat-to-cares,” which generates defend–attack patterns of
interaction between them. The research will use means of online questionnaire to
gather feedback from respondents.

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 1. INTRODUCTION
Vlok (2022) states that conflict is the act of physical or emotional harassment
frequently produce or precipitate workplace conflict, whether between employers and
employees or between employees themselves. Threats of violence or harm, gender-
based intimidation, bullying, and a lengthy list of other conflict situations that do not
belong in the workplace are all well-known instances.

This research paper will be conducting research on the perceived effects of

workplace conflict on employees in South Africa. There will be a research area,
problem statement and objectives, research questions, literature review, research
methodology and ethical considerations that will be used along the study. Mythology
means a collection of myths, especially one belonging to a particular religious or
cultural tradition, e.g., "tales from Greek mythology”.

1.1 Basic overview of topic

This research will be on the perceived effect of conflict on the employees in South
African workplace. The research with be on defining conflict identifying the types, the
indicators, causes and effects.

1.2 Background to study

According to Martin, & Bergmann (2016), conflict is a natural outcome of human
interaction. Most of the research looking at interpersonal conflict has focused on
conflict styles. However, little has been learned about the dynamics of those
responses when the conflict situation becomes protracted.

1.3 Define key concepts

Key 1: Employee – A person employed for wages or salary, especially at non-
executive level (Oxford Languages, 2022).

Key 2: Workplace - The place where one is employed or customarily does one's
work; one's office, laboratory (K Dictionaries Ltd, 2010).

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Key 3: Effect - Something that inevitably follows an antecedent, such as a cause or
agent (Merriam-Webster, 2022).

1.4 Problem statement

Workplace conflict is a major problem in today's economic world. Conflict in the
workplace is on the rise and will continue to rise, according to conflict management
research; nevertheless, many leaders and managers are unaware of the structures
and processes available to handle it (Katz & Flynn, 2013). There is a range of effects
that negatively impact the perceived effect of conflict on the employees in the South
African workplace. While there is ample literature that focuses on conflict in the
workplace, the findings may not apply to South African workplace.

1.5 Research Questions

Considering the above, the questions that will be focused on in this study are as
follows:

1.5.1 What is workplace conflict?

1.5.2 What are the indicators of workplace conflict?
1.5.3 What are the causes of workplace conflict?
1.5.4 What are the effects of workplace conflict?

1.6 Research objectives

Considering the identified research questions under paragraph 1.5, the research
objectives of this study include the following:

1.6.1 To assess what is workplace conflict.

1.6.2 To ascertain the indicators of workplace conflict.

1.6.3 To establish the causes of workplace conflict.

1.6.4 To determine the effects of workplace conflict.

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2. LITERATURE REVIEW
2.1 Introduction
The focus of this study is the perceived effects of conflict on the employees in the
South African workplace. In order to understand this topic better, attention will be
paid to what workplace conflict is, as well as the different type of workplace conflicts,
the indicators of conflict in the workplace, the causes of conflict in the workplace, as
well as the possible effects of conflict in the workplace.

2.2. Definition of conflict

There is no universally accepted definition of conflict. According to Grace (2022),
conflict is simply differing ideas or actions, often related to the selfish pursuit of
needs (known and unknown) that end in a state of unrest. Conflict is defined as an
incompatibility of 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, 2015). According to Rahim (2020), conflict is a natural outcome of
human interaction which begins when one individual perceives that his or her goals,
attitudes, values, or beliefs are incongruent with those of another individual. Abigail
(2017) also defines conflict as a problematic situation, differing perceptions and
desired outcomes, interdependence, potential which adversely affect the relationship
between individuals. Conflict, according to Harinck (2018), can also be viewed as a
process that begins when an individual or group perceives differences and
opposition between oneself and another individual or group about interests, beliefs
or values that matter to them. According to Folger (2020), conflict can range from
friendly competition to extreme violence. Therefore, conflict can be described as the
process which begins when one party recognises that another has frustrated, or is
about to frustrate, a can cause the parties they have a disagreement.

Types of workplace conflicts

According to Holmes (2018), these are the 5 types of conflict we find in the
workplace:

 Interdependence conflicts: A person's job depends on someone else's

cooperation, output, or input. For example, a salesperson is constantly late

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 inputting the monthly sales figures which causes the accountant to be late
with her reports.
 Differences in style: People's style for completing a job can differ. For
example, one person may just want to get the work done quickly (task
oriented), while another is more concerned about having it done a particular
way e.g., artistic or by including other people in the project.
 Differences in background/gender: Conflicts can result between people
because of differences in educational backgrounds, personal experiences,
ethnic heritage, gender, and political preferences.
 Differences in leadership: Leaders have different styles. Employees who
change from one supervisor to another can become confused, for example
one leader may be more open and inclusive whilst another may be more
directive.
 Personality Clashes: These types of conflict in the workplace are often
powered by emotion and perceptions about somebody else's motives and
character. For example, a team leader jumps on someone for being late
because she perceives the team member as being lazy and inconsiderate.
The team member sees the team leader as out to get him.

According to Ayoko (2020), there are three types of conflicts that occurs in a
workplace Subject/task conflicts, Process conflicts, Relational conflicts

 Subject/task conflicts: Ayoko (2020), these are the types of conflict based on
the subject matter of the conflict
o Factual: disputes over the facts of an event, investigator or fact finder
would be helpful to resolve.
o Technical: co-workers may disagree over the most efficient, fastest,
safest etc. way to do something, good to use mediator to help parties
communicate and develop the best process.
o Interpersonal: people do not get along or think that the other is being
unreasonable, useful to have an investigator see if the system is causing
the dispute, have an interest-based mediation, and maybe include the
boss in the agreement to see if a reallocation of tasks is appropriate.

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 o Legal: dispute over interpretation of contract or documents, often these
also involve factual or technical issues, early neutral evaluation or
arbitration might be necessary.
o Difference of Opinion: people sometimes just disagree; if it is one
difference then mediation will be helpful, if there are multiple differences of
opinion then it should be treated as an interpersonal dispute.

2. Process conflicts: According to Ayoko (2020), there are two processes that
define conflicts, i.e., task and relation. (a) Relational conflicts arise later in the
process when employees are having problems working together to get the task
done. (b) A task conflict arises when employees are given a task and there is
misperception, which often delays or precludes the task to be completed.

3. Relational conflicts: This seems to be the most known type of conflict.

Interpersonal and bullying are the two types of relation conflict. Ayoko (2020),
defines interpersonal conflicts as a tense working relationship. According to
Ayoko et al (2020), when an interpersonal conflict deteriorates into an abuse of
power inequality, it becomes bullying.

According to Robbins et al (2019), conflict can be constrictive whereby it can

positively be used to create a positive change, and it can be an opportunity for
growth and learning. Whereas destructive, whereby it negatively leads to division
and hurt feelings.

From the above, the research will note that the following types of conflict are the
most important ones in the workplace: Personality Clashes, Differences in Style,
Interdependence Conflict, Relational Conflict, Differences in
Background/Gender.

2.3 Indicators of conflict in the workplace

There are various indicators and signs of conflict in the workplace. They just need to
be correctly identified in order to be dealt with effectively. Flory (2014) states that
there are four major indicators of conflict in the workplace. They are:

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  Difficulty finding qualified applicants, rampant absenteeism, and decreased
employee morale.
 Difficulty finding qualified applicants in that people will not want to work for
the organization if it has a reputation of being a hostile or negative
environment.
 Rampant absenteeism in that people do not enjoy being in a conflicted
atmosphere and employees may respond to that by being absent from work.
 Decreased employee morale in that constant conflict affects our mood, our
emotional well-being, and ultimately our physical well-being leading to the
increase in employee healthcare utilization.

The National Centre for Diversity (2019) states that there are eleven early warning
signs of conflict. They are listed as follows:

 Body language: People's frustrated facial expressions and body language

reveal how they really feel.
 Behavioural changes: People withdrawing, not inputting, or remaining silent
when this is out of character.
 Cliques developing.
 Strange comments made: Comments that perplex you until you realize what is
going on and everything makes sense.
 The words people choose: Become increasingly emotive as the conflict
deepens.
 People taking sides or ganging up in the office, factory floor or in meetings.
 Sickness levels start to creep up:
 The spontaneous input that people once showed disappears, and people go
home on time.
 Negative feedback on staff surveys.
 A lack of tolerance.
 Complaints and disciplinary action start to rise.

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McPheat (2020) notes that there are several reasons why employees and team
members are at odds with each other, such as:

 Individuals have different objectives in that the team does not have a clear
objective and so they are not working towards the same goal.
 There is an unhealthy level of competition in that the employees become
consumed by the competition, so they end up being unproductive.
 Employee roles are not clearly defined so team members may feel that not
everyone is pulling their own weight, or some people are doing things that are
out of their job description,
 The workflow has been disrupted and there was a breakdown in
communication.

Another five ways to identify workplace conflict include the following

(Findcourses.com, 2020):
 Team members have different objectives: Different team members' goals lead
to communication disruptions and disagreements because everyone is
heading in their own direction.
 Unhealthy competition: When workers focus too much on outdoing each other
to the extent of jeopardizing collaboration and cooperation, the results can be
disastrous for the company.
 Dysfunctional meetings: If meetings meant for brainstorming ideas quickly
turn into sessions for airing grievances, then there are issues that need to be
resolved.
 High turn-over: People leave as soon as they join the company meaning that
there is a severe problem.
 Inappropriate communications: Improper communication can take the form of
rude emails or text messages filled with inappropriate language. The use of
abusive language and lack of tolerance for the opinions of other team
members indicate that conflicts can occur quickly.

Triplett (2016), on the other hand, notes that there are six indicators to recognize
when conflict is brewing. These indicators are as follows:

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  There is no agreement on what steps should be taken to deal with a particular
issue or matter
 There are reservations on an issue or action to be taken.
 There is resentment towards the current practice, decision, or actions to be
taken.
 People see their needs as being threatened more especially when they feel
that they must give up something of value to them.
 There is confusion because of lack of dialogue.
 There is stress and physical pain in the workplace.

Therefore, when conflict occurs there are numerous ways that conflict can be
project, this can be on an interpersonal level or intrapersonal level

2.4 Causes of conflict in the workplace

Conflict occurrence amongst employees in the workplace is a normal phenomenon
resulting from the differences in employees’ personalities, values, and cultural
backgrounds, just to outline a few. PST Training (PTY) LTD, 2017 article outlines
various causes of conflict found in the workplace.

The causes are as follows:

 Poor communication - Poor communication in the workplace may lead to

miscommunication occurring. In instances where one employee has
miscomprehended what the other employee has said or has withheld
information from another employee, the former employee often will respond
with frustration or anger, and this will likely result in conflict between the two
parties. Due to South Africa having 11 official different languages, it is
common for conflict to arise due miscommunication as a result of language
barriers.

 Difference in Personalities - It has been established that there is existing

16 different types of personalities in the workplace. Due to different types of
personalities in the workplace, it is common to find that employees have
different traits, personal abilities, and skills, which may have an influence on
how interpersonal relations may be practiced within the workplace.

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 Authoritarianism leadership, employees’ aggressiveness, individual
supremacy, tolerance for ambiguity, all of these traits and more do contribute
to how an employee deals or attempts to resolve potential conflict. So, it is
common for conflict to arise as a result of difference in personalities.

 Employee bullying and Harassment - Employee bullying and Harassment

is identified as a cause of conflict within the workplace. Employee bullying and
harassment could be physical or verbal abuse and sexual, racial and gender
harassment. When an employee is bullied or harassed in the workplace, they
experience anger, frustration, and resentment towards the workplace
environment, and this will influence on how they deal with interpersonal
relations.

Shamlall (2013) conducted a research study about conflict management on a

trucking business in KwaZulu-Natal, she discovered various causes leading to
workplace conflict. She states them as follows:

 Dependence on common resource pool - Dependence on common

resource pool may result in conflict within the workplace. When employees
within the organization are exposed to limited resources, they are likely to get
into a competition for those limited resources as a result potential conflict is
almost unavoidable. Competition for limited resources results in one
employee benefitting from acquired resources while the other employee
doesn’t benefit due to the unavailability of certain resources within the
organization.

 Nature of work activities - there are situations where the employees’ daily
tasks are interdependent or requires them to collaborate more frequently to
accomplish a certain goal. This means that one of the employee’s daily tasks
in the company is dependent upon another employee’s work, in such
instances a potential conflict is likely to occur, as arguments, confrontations or
disagreements and even competition is bound to be experienced.

 Inequitable treatment - inequitable treatment within the workplace creates

an imbalance amongst employees which may result in conflict. How an

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 employee perceives unfair or unjust treatment in the workplace, such as in the
operation of personnel policies and practices, or in rewards and punishment
systems, may lead to conflict rising within the workplace. The perception of
inequality will motivate the employee to further initiate steps to restore equity.

 Environmental change – due to the ongoing developments or rapid

changes in the external environment of an organization, conflict can occur.
Such external developments may include introduction of new technology,
government interventions, increased competition, rapid changes in social
norms and values.

 Unclear job roles - Unclear job roles may lead to ineffective working
environment. Employees may feel as if they can abandon work activities
whenever they want as they are not solely responsible for. If such incidents
happen within a working place, it will lead to a toxic environment and a finger
pointing culture due to none of the employees owning up to the responsibility
of carrying out the completion of the task at hand.

 Violation of Territory - employees have an attachment towards their

working area in the workplace environment. She states that employees may
experience jealousy and resentment over other employees’ working areas
e.g., an employee with a bigger size of office, company perks offered and
allocation of a secretary- which may be acquired through access information
or group memberships.

According to Isa (2015) sources of workplace conflict include the following:

 Share and Respect opinions - employees may often feel frustrated and
neglected when they feel as if their opinions or inputs go unrecognized or
aren’t respected by fellow colleagues in the workplace. This often results in
low employee morale, and it might extend to adversely impacting their
professional and personal lives. It is of high importance for employees to
respect and recognize each other’s opinions, this will lead to high efficiency of
teamwork, well established communication channel and trust amongst the
employees.

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  Stress - Employees may feel overwhelmed and not capable of coping with
the amount of workload. Unless the stress is properly managed, it can lead to
intense arguments with fellow colleagues, resulting in conflict. High stress
level in the workplace disrupts communication channel and eventually conflict
rises. Not only does it affect employees’ relationship but also employee-
employer relationship.

 Inspire creativity - in some organizations, conflict is perceived as an

opportunity to find alternative creative solutions to resolve conundrums. This
is evident as conflict may lead to employees brainstorming ideas while
examining problems from various perspectives.

Therefore, it seems the most important causes of conflict are:

 Poor communication
 Dependence on common resources pool
 Inequitable treatment
 Difference in personalities
 Bullying/harassment in the workplace
 Interdependency in task completion
 Nature of the work
 Lack of respect
 Inability to cope with the workload

2.5 Effects of conflict in the workplace

As discussed earlier, Robbins et al (2019) classify conflict into two big groups, as
constructive conflict (also known as functional conflict) and destructive conflict (also
known as dysfunctional conflict).

Constructive conflict

Robbins et al (2019) suggests that conflict can be constructive for employees and
plays an important role in:

 improving the quality of decisions making,

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  stimulating creativity,
 encouraging interest and curiosity amongst group members,
 providing the medium through which problems can be expressed for the
purpose of coming up with solutions, and lastly,
 encouraging an environment of self-evaluation and change.

Conflict amongst employees in the workplace is also seen by Gligorea (2016) to

challenge the status quo and therefore furthers the creation of new ideas.

Destructive conflict

On the contrary, Robbins et al (2019) states that conflict can also cause malfunctions
in employee interactions. Picincu (2019) refers to dysfunctional conflict as
‘destructive conflict’ and provide the following examples:

 creates tension between employees

 increases stress levels
 affects the organizations productivity and performance.

Picincu (2019) mentions that an increase in tension and stress in the workplace
could potentially lead to errors, poor planning, and disagreements. Stress amongst
employees is also caused by low job satisfaction that subsequently creates an
unhealthy working environment (Ray, 2021).

Furthermore, Brookins (2019) suggests that destructive conflict can cause low
organisational commitment, low job satisfaction and increase turnover. Adding to
this, Hoboubi et al (2017) indicates that decreased levels of job satisfaction mean
that those employees:

 do not have positive emotions

 do not have pleasure in the working environment in which they work in.

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According to Mahony (2020), trust issues in work relationships could be the cause
for negative emotions involved in conflict. Mahony (2020) continues to mention that
trust amongst employees in the workplace would be affected in such a way that
employees may end up not having positive expectations about each other’s motives.

Therefore, conflict can have both a constructive and a destructive impact on

employee interactions and the organisation.

3 RESEARCH METHODOLOGY
3.1 Introduction
The purpose of the research is to study the perceived effects of conflict on the
employees in the workplace in South Africa. This assignment will address the
research methodology that will apply to this study.

3.2 Summary table

Aspects The Research Project
Research Methodology Qualitative research
Reasoning Inductive reasoning
Research Design Phenomenology
Paradigm Constructivism
Population Employees in South Africa
Sampling Method Non-probability (snowball and
judgement)
Sample Size One hundred respondents.
Data Collection Method Online questionnaires
Question type Open-ended and close-ended
Data analysis Thematic analysis
Quality of data Credibility, transferability, and
conformability
Use Either basic or applied research
Limitations Understanding the language,
employee’s ability to complete the

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 questionnaire
Time frame 5 months
Budget R500
Ethical considerations Informed consent, Deception,
Anonymity, Confidentiality, No Harm to
participants

3.3 Research methodology

The method that will be used in this research project is qualitative research.
Bhandari (2022) states that qualitative research collects and analyses non-numeric
data to understand concepts, opinions, or experiences. She suggests that qualitative
research could be used to gain deeper insights into the problem or generate
innovative ideas for further research. Therefore, qualitative research will be the best
suited method for this study, as this study deals with people's experiences, opinions,
and perceptions on conflict in the workplace.

3.4 Reasoning
Wagner, et al. (2012: 8-9) describe inductive reasoning as a scientific reasoning
method that explains a phenomenon by collecting information about a sample of
people and then generalizing the data to a similar, larger group. Doyle (2020) states
that this scientific reasoning method has a logical thinking approach which involves
making a generalisation established on specific details such as experiences,
observations, and facts. He further states that inductive reasoning helps the
researcher to easily recognize patterns in the information collected, make projections
about the data, and commit information to memory. Therefore, inductive reasoning is
the appropriate scientific method for this research. Inductive reasoning is suitable for
this study because it will explain the perception and opinions of the respondents in
terms of conflict in the workplace, which may then be generalised to other
workplaces in South Africa.

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3.5 Research design
According to Qutoshi (2018), phenomenology study provides theoretical pathway for
researchers to subjectively comprehend a phenomenon. The phenomenological
study will help the researcher to focus more thoroughly on comprehending
phenomena insert within the views and perspectives of the research population.
Qutoshi (2018) further states that when a researcher conducts a phenomenology
study, it is advisable to adapt interviews, observations and focus groups as tools to
gather data within a phenomenological method of inquiry. Wagner, et al. (2012) says
that the objective of phenomenology study is to describe what an experience entails
for the person who had encountered that experience and can provide a clear,
comprehensive description of it. After the respondents have provided their opinions
and experiences on conflict in the workplace, the researcher can generally or
universally derive the meaning from the information provided. Wagner, et al. (2012)
further state that in phenomenological studies, “analysis typically begins with an in-
depth study of the one of the individual’s experiences, then expands to include
others’ experiences”. Wagner, et al. (2012) further state that right after the analysis,
the researcher should assert an interpretation of the underlying meaning and the
structure of the phenomenon. It is also advisable that data collection and meaning
making in phenomenological studies should be implemented simultaneously.
Reason to this is to ensure the researcher enlightens the specific experience to
identify the phenome that is perceived by the participant in a particular situation,
(Qutoshi, 2018). Therefore, the appropriate research design for this study is
phenomenology.

3.6 Paradigm
Adom, et al (2016) describe constructivism as an approach, which suggests that
individuals create their own personal understanding and knowledge of the world or
society solely based on the experiences they have encountered and taking time to
reflect on those experiences. According to Wagner, et al (2012), constructivist state
that knowledge is occasionally subjective because it is socially constructed and mind
dependent. What is perceived as the truth lies within the human experience with the
influence of cultural bounds, historically and context dependent. Social inquiry is
value-bound and value laden in the context of this research, constructivism paradigm

P a g e | 21
will be used to fully understand the respondent’s opinions and experiences on
conflict in the workplace. The information or data that will be recorded regarding the
positive or negative effects of conflict on employees will derive from the experiences
that the employees have encountered when they have found themselves indulging in
a conflict situation or distantly experiencing one. Therefore, the appropriate paradigm
for this study is constructivism paradigm because it will help build new knowledge
from the given responses. Constructivism paradigm will use the experiences and
opinions of respondents on conflict in the workplace to build new knowledge.

3.7 Population
Adam (2006) states population is a precise group of people or objects that
possesses the characteristic that is questioned in a study. Population is also known
as a large collection of individuals and objects that is the main of a scientific query.
Moreover, Sekaran (2006) defines the term ‘population’ as an entire group of people,
events, or things of interest that the researcher wishes to investigate.

In this study, the population will be the employees in South African workplaces. In
other words, anybody who is currently employed in a South African workplace.

3.8 Sampling method

Probability sampling involves random selection, allowing you to make strong
statistical inferences about the whole group. Non-probability sampling involves non-
random selection based on convenience or other criteria, allowing you to easily
collect data" (McCombes, 2022). In this study, the following non-probability sampling
techniques will be used:

 Snowball
Snowball Sampling is a non-probability technique that is used to identify potential
subjects in studies where subjects are hard to locate (Adam, 2006). Therefore,
snowball is the method to be used for this study because the online questionnaire
will be sent to employees, who will then forward it to their colleagues and
employed friends thus, creating a domino effect.

 Judgemental

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 According to Adam (2006), judgemental sampling is a non-probability sampling
method where a researcher selects a sample based on their knowledge and
expertise. Therefore, resulting in the study being judgemental because it is
targeted to a specific type of individuals. Moreover, the study will only focus on
individuals that are currently employed in a South African workplace.

3.9 Sample size

The sample size in research refers to the number of respondents included in a study
that will give statistically significant results and run the research study successfully
(Institute for Work & Health, 2008). Based on the chosen population size, data will be
collected from employees who are currently employed in the South African
workplaces.

A number of 100 online questionnaires will be send out to establish the effects of
conflict on the employees in the workplace.

3.10 Data collection method

In this study, an online questionnaire will be used to collect data. According to
Debois (2022), a questionnaire is the process of obtaining information in a wide
variety of data collection methods and continues to discuss an online questionnaire
as an instrument for collecting data which involves asking a given subject to give
response to a set of written or oral questions.

Debois (2022) further suggests that using online questionnaires is a practical way to
gather data with the purpose of gathering information from a large audience (such as
employees in South Africa) that will respond to the online questionnaire and maintain
anonymity. McLeod (2018) also mentions that online questionnaire effectively
measures the behaviour, attitudes, preference, opinions, and intentions of the
respondents. Therefore, in this study, the online questionnaire will be used to collect
data on the perceived effects of workplace conflict on employees in South Africa.
These questionnaires will be containing open-ended and closed-ended questions.
Online platforms such as WhatsApp, LinkedIn, Twitter, Facebook, Instagram will be
utilised.

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3.11 Question type
This study will make use of an online questionnaire, which will contain open-ended
and closed-ended questions. Wagner, et al., (2012) state that open-ended questions
allow respondents to give any answer, in their own words. An example of an open-
ended question could be: “How do you experience your current workplace
environment?” They are used to collect qualitative data. An example of a closed
questions, which restrict responses to a list of given options, could be “Are you
currently employed?” Majid et al (2017) state that using open-ended questions
create an atmosphere where the respondents are encouraged to think aloud and
express their opinions. In this study it is important to include open-ended questions
to allow the respondents to share their views and experiences. Open-ended
questions will also be used to clarify and explain the answers provided in close-
ended questions.

3.12 Data analysis

The collected data will be analysed using thematic analysis in this study. The
researcher will label each response with a theme that explains the response and
compare each new response to the previously coded themes, applying new themes
when new ones cannot adequately describe the new data unit (Wagner, et al., 2012).
Different coloured highlighters will be used to represent a common response which
will categorised to a certain theme.

3.13 Quality of data

According to Wagner, et al (2012), trustworthiness of data is the following:

 Credibility- the term used to address activities that make it more credible that the
findings were derived from the data.
 Transferability – the basis for making similarity judgements, it is achieved by
maintaining all versions of the data in their original forms and by maintaining all
versions of the data in their original forms and by presentation of thick
description.

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 Confirmability – ensuring that the findings are grounded in the data gauging the
degree of biases present to demonstrate that the data and findings were derived
from events rather than being solely from researchers’ construction.

To be accepted as trustworthy, the research is qualitative and will demonstrate that

data analysis has been conducted in a precise, consistent, and exhaustive manner
through recording, systematizing, and disclosing the methods of analysis with
enough detail to enable the reader to determine whether the process is credible
(Nowell et al, 2017).

3.14 Use
According to Wagner et al (2012), basic research generates knowledge that is not
directly applicable to the social world but expands knowledge. This study considers
the perceived effects of workplace conflict on employees in South Africa, and
therefore seeks to create a better understanding of the topic in South Africa.

3.15 Limitations
Limitations in research are restrictions and constraints which have been put on your
methodology of study and exploration process in general (Christiansen (2021):

Possible limitations in this study includes:

 Understanding the Language - the questions will be kept basic.

 Employees ability to complete - the questionnaires will not be too long, and
the questions interesting.
 Using an online questionnaire in a qualitative study - You will formulate
the questions in such a way, that you will be able to get an in-depth
understanding of the topic,

3.16 Time frame

This study will be cross-sectional research, because researchers are able to look at
numerous characteristics at once. place (Simkus, 2021).

Table 1 - Time frame of research project.

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Months of the March April May June July Aug. Sept. Oct. Nov. Dec.
year 2022 2022 2022 2022 2022 2022 2022 2022 2022 2022

Group
selection &
Finalising
the topic
Assignment 1
Assignment 2

1st draft
proposal

2nd draft
Proposal
Submitting
final draft
proposal
Submitting
Ethical
Clearance
Data
collection
Data analysis
Writing report
Submission
of final report
Presentation
of final report

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3.17 Budget
EXPENSES COSTS

1. Other Costs 500

1.1. Telecommunication 250
1.1.1. Data 150
1.1.2. Airtime 100

TOTAL R500

4 ETHICAL CONSIDERATIONS
Bhasin (2022) states that ethical considerations are a collection of principles and
values that should be followed while doing human affairs. The ethical considerations
make sure that no-one acts in such a way that is harmful to society or an individual.
It refrains people and organizations from indulging in vicious conduct. In this study,
the following ethical considerations are important:

• Informed consent - This means that respondents must agree to participate in the
study and not feel compelled to do so; they must also be informed about the study's
goal, duration, and methodology.

• Deception - any form is prohibited; the research will not deceive the respondents in
any way. Respondents will be informed what the purpose of the study is and why the
study and their participation will be important.

• Anonymity and confidentiality - the researcher will not ask for any personal
information from respondents, personal information won’t be asked, the
questionnaire will be based on experience and the research site will not be revealed.

• Do not cause harm to participants - researchers will report data accurately and
avoid using deceptive materials or omitting information.

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5 CONCLUSION
It is therefore evident that the research methodology provides the footprint of the
research project, by clarifying the design, paradigm, and population gathered, to
paint a clear of the perceived effects of conflict in the workplace. The use of this
research will be to gain knowledge on findings. As the research will be unfolding, we
will be being to understand the perceived effects of conflict in the.

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Appendix A:
Draft questions for online questionnaire

By completing this questionnaire, you are giving consent for the research team to
use the information provided by you in the final research report.

Types of conflict
1. Does your workplace relate to the interdependence Conflict? (Interdependence
means that a person’s job depends on someone’s else’s cooperation.)
Yes/No
2. Which of these types of conflicts do you experience most in the workplace?
 Relational conflict
 Differences in background or gender
 Personality clashes between employees
3. Would you please explain what the situation is form the above relatable conflict?

Type

4. According to the study, Relational conflict is the most common type of conflict in
workplaces.
Type
5. Relational conflict is when employees are having problems working together to
get tasks done.
10.1.Have you experienced it?
/Never/Hardly ever/ always/ sometimes

Indicators

6. Has amount of conflict in the workplace ever affected your decision about staying
and working for a certain company?
Type
7. Has conflict in the workplace caused you to have any type of illness?
Yes No
8. Have you ever used illness as an excuse to avoid or get away from conflict in the
workplace?

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 Yes No
9. How does the forming of cliques in the workplace because of conflict make you
feel?
Type
10. Has unhealthy competition caused conflict in your workplace?
Yes No
15.1. Based on your previous answer, how has it affected you?
11. How has individuals having different objectives while working for a team affected
conflict on
12. your workplace?
13. Are employee roles clearly defined in your workplace?
Yes No
14. How has that contributed to the conflict in the workplace?

Causes

15. Has ineffective or poor communication in your workplace ever resulted in conflict
occurring?
Yes/No
16. Based on your perception, Which statement best describes a situation where
poor communication can cause conflict?
 withholding important information from other employees
 not respecting or accommodating other employees’ opinions and shared
views
 Failure to communicate
17. Are you aware that limited resources in the workplace may result in conflict
amongst employees?
Yes/No
18. From the previous answer. Please provide a brief overview based on your views,
how limited resources in the workplace may result in conflict occurring?
Type
19. Do you think difference in personalities can cause conflict?
Yes/No
20. Have you faced inequitable treatment such as harassment, bullying, unfair
labour practices?

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 20.1. If so, elaborate how
Type
21. From unfair or low salary, rewards and punishment systems can cause conflict
within the workplace. Please provide a brief summary on any form of inequitable
treatment that may result in conflict amongst employees.
Type

Effects

22. Which of the following effects of conflict have you experienced in your
workplace?
 Improved quality of decision making
 Challenged status quo
 Creation of new ideas
 None of the above
 Low organizational commitment
 Low job satisfaction
 Lack of positive emotions
23. After experiencing conflict in the workplace, is there more or less interest and
curiosity to interact amongst you and your co-workers?
 Yes
 No
24. Do you experience tension and stress during conflict in the workplace? If yes,
please give a brief description of how tension and stress affect the working
environment at your workplace.
 Yes/no
24.1. From the chosen answer explain why
25. Conflict is also caused by trust violations and the involvement of negative
emotions, if you agree with this statement give a brief explanation of how conflict
has affected the level of trust amongst you and your co-workers.
Type

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