CONFLICT MANAGEMENT STYLES AND EMPLOYEE PERFORMANCE IN HOSPITALS.

Abstract

Purpose: Mobile technologies provide an affordable and easily accessible technology that lecturers can use effectively to assist students with their studies. The general objective of the study was to evaluate conflict management styles and employee performance in hospitals \nMethodology: The paper used a desk study review methodology where relevant empirical literature was reviewed to identify main themes and to extract knowledge gaps. \nFindings: From the study findings, it is concluded that the compromising, avoiding and dominating styles are the most commonly used styles among the Public hospitals, the doctors, nurses and the clinical officers. This is because the compromising style encourages participation of all the parties, the style is partially assertive and cooperative and the style leads to temporal solutions when being used. The avoiding style is preferred because it involves withdrawing from the conflict at hand whereas the dominating style is preferred because the style is used in case of an emergency and involves speedy decision making. With all this in place, conflicts are managed which leads to temporal and fair solutions which satisfy all the parties. Therefore, the styles when used leads to increase in employee performance in the work place. \nRecommendations: The study recommended that the management of public hospitals should ensure that conflicts are cut down basing on how employee performance is important. The management should be able to encourage the employees to perform through participation in the decision making process, ensure they are performing their job roles and duties responsibly and also evaluate employees annually to know understand why they are performing the way they are