POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

CONFLICT MANAGEMENT AND LEADERSHIP EFFECTIVENESS:

CORRELATIONAL STUDIES

Statement of the Problem

Generally, this study seeks to correlate the conflict management and

leadership effectiveness in an organization or company.

Specifically, this study aims to answer the following research questions.

1. What is the demographic profile of the respondents in terms of:

1.1. Age

1.2. Gender

1.3. Educational Attainment

1.4. Civil status

1.5. Years of Service?

2. How do the respondents assess on conflict management in terms of:

2.1. Competing

2.2. Avoidance

2.3. Accommodating

2.4. Collaborating
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

2.5. Compromising?

3. How do the respondents assess on the leadership effectiveness in terms of:

3.1. Democratic

3.2. Autocratic

3.3. Laissez-Faire

3.4. Transformational

3.5. Transactional

3.6. Servant leadership?

4. Is there a significant difference between the conflict management and leadership

effectiveness?

5.

6. At the end of the study, what intervention plan can be proposed?

 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

August___, 2022

_______________________
PRESIDENT/CEO
Regus Service Centre, Philippines B.V.
_______________(Address)

IN RE: REQUEST LETTER

Sir/Madame,

Greetings!

I am Kesiah Andrea N. Abella taking up Master of Business Administration in

Polytechnic University of the Philippines, currently conducting a study entitled

“Conflict Management and Leadership Effectiveness: Correlational Studies” in

lieu thereof, I humbly ask your permission in allowing me to conduct my study

before this prominent company. I am hopeful to conduct my study with the

“supervisors” who exercised leadership to the management. Notably, I will conduct

to approximately __ supervisors who are under your supervision. Verily, the direct

participation of the supervisors will provide accurate results and answer the

research problems of the study.

To further reiterate the ceramics of the study, when they write their name in

this survey questionnaire, this signify that they allowed the researcher to record and
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

tally the data thereof. The said participation of the study is completely voluntary.

There is no extra force and intimidation on their mutual consent, thus, no vitiated

consent takes place. The survey will approximately take 5 minutes to answer

completely. Literally, all information’s obtain is strictly confidential, only the

researcher, adviser, professor and statistician will have the direct access of the data

as it is only used only for statistical purposes.

Your consideration is highly regarded and highly appreciated!

To God Be the Glory.

Respectfully yours,

Kesiah Andrea N. Abella

Researcher
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

SURVEY QUESTIONNAIRE

Part I. Demographic Profile

Directions: Kindly supply the necessary information as asked by writing on the

spaces provided by putting a check mark in the appropriate underlined.

(Optional) Name: _______________________________________

Sex:

Age:

25 years old to 30 years old ____

31 years old to 40 years old ____
40 years old to 50 years old ____
50 years old and above ____

Educational Attainment:

College Graduate ____

Master’s Degree Holder____
Post-Graduate ____
Civil Status:

Single _____
Married _____
Widow/Widower _____
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

Legally Separated _____

Years of Service:

6 years to 10 years ___

11 years to 15 years ___
16 years to 20 years ___
21 years and above ___

PART II. ASSESSMENT ON CONFLICT MANAGEMENT

ITEMS 4 3 2 1
COMPETING
Designate the qualified employee to an appropriate position
or job designation.
Assess the workloads and division of work.
Show appreciation to employees who accomplished the
work legibly and accurately.
AVOIDANCE
There is a diagnostic over the conflict involving employees
within the company.
There areis boundaries or barriers between the leader and
employees.
The leader respectsed differences and diversities diversity
among employees.
ACCOMMODATING
There is silent resolution of the conflict between employees
or between the leader and employee.
The resolution of conflict is resolved timely so as not to
injure other party in interest.
The leader ddoesid not tolerate unethical issues emerginge
in the herein company or organization.
COLLABORATING
There is no threatening environment in the workplace in
order for tthe employees to work without any fear or
pressure that affected their work performance thereto.
The leader listens to suggested opinion in exploring
alternative solution of the conflict.
There is an honest discussion over the conflict or issues
involving employees or third parties on the conflict.
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

COMPROMISING
Parties in conflict made concessions over the issues
debated or argued.
There is discovery on the needs of the opponent and satisfy
both parties over the conflict.
There is transparent intentions on compromise of both
parties and make multiple suggestions on how the conflict
be compromised.

PART III. ASSESSMENT ON LEADERSHIP EFFECTIVENESS

ITEMS 4 3 2 1
DEMOCRATIC
The leader asked the employees before rendering
decisions revolving onto certain issues.
There is presentation of the problem then, the leader asked
suggestions from the employees in resolving the same.
The leader exerted efforts in working together with the
employees to meet the goals of the company.
AUTOCRATIC
The leader established a clear visions on meeting the end
goals and devised ways on achieving it.
There is determination of rules, procedures, direction and
policies in the company to be followed by employees.
The leader solely focusfocuses on the welfare of the
company and the results to every business dealings and
the like.
LAISSEZ-FAIRE
The leader reposed trust and confidence to the employees’
job or work.
There is an assumption of decision making process
bestowed on the employees than render decision alone
without the concurrence of the employees.
The leader empowered the employee in an organization or
company where the leader exercised minimal supervision
to the employee in creating a good decision that brings
welfare to the company or organization.
TRANSFORMATIONAL
The leader motivated the employee to and get out from
 POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

their comfort zone andto venture things that will develop

theirre well-being.
The leader focused on the main vision of the company and
set expectation to meet the desired ends and goals.
The leader has innate abilities to of adaptchange, stimulate
intellect of the employees, inspire the presence of the
employees, and encourage the employee to participate any
activities held in the company.
TRANSACTIONAL
The leader employs athe reward and recognition system to
the employees in order for the employees to be is
appreciated thereby, it boosting self-esteem and self-
confidence.
In any case, the leader grants monetary used as a means
of motivating the employees to enhance his or her work
performance.
The leader helps and assisted the employees in
accomplishing their duties and responsibilities in the
company and fulfill their obligations as what they accord to
them.
SERVANT
The leader share shares the decision making process to
the employees or his or her team member.
There is high respect bestowed upon the employees
because, the leader personally cares about the employees
welfare and well beingwell-being in the workplace.
The leader thinkthinks of appropriate ways in how to inspire
and motivate their team members or the employees to
follow their path or pathways.

Thank you so much for your cooperation!

Respectfully yours,

Kesiah Andrea N. Abella

Researcher
POLYTECHNIC UNIVERSITY OF THE PHILIPPINES