GUIDELINES FOR EFFECTIVE CONFLICT MANAGEMENT IN THE WORKPLACE: A CASE STUDY OF ABC COMPANY LOCATED IN LAEM CHABANG, CHONBURI

Abstract

Conflict in the workplace is inevitable: everyone commonly experiences conflict in the workplace. However, it is not just individuals themselves who need to face and overcome conflict within the workplace, but it also depends on how the organization manages these conflicts.The Big-Five personality traits, which are openness, conscientiousness, extraversion, agreeableness, and neuroticism, affect how conflict occurs for each individual and also how they manage these conflicts. Generations can also play a factor in conflict in the workplace when there are multiple generations working together in the same workforce. Different generations tend to have different behaviors and preferences, and sometimes having different generations working together can lead to both advantages and disadvantages. The model of conflict resolution developed by Kenneth Thomas and Ralph Kilmann in 1974 will be utilized in this research paper. The Thomas-Kilmann Conflict Mode Instrument (TKI) is a tool that is widely used in today's workforce to describe the five major styles of conflict management, which are competing, collaborating, compromising, avoiding, and accommodating, to help understand the different ways individuals deal with and manage conflict and create more productive outcomes.

The purpose of this research was to analyze and define the different types of personalities and generations and their conflict management style at ABC Company in Laem Chabang, Chonburi, as well as to define the conflict management solution and style that is most suitable for the employees and employers when it comes to handling conflict in the organization according to the factors of personality traits and generation differences. The data received for this research study came from a total of 126 participants who are currently employed at ABC Company, in Laem Chabang, Chonburi, with the use of nonprobability sampling method of convenience sampling. The data was collected with the use of a closed-ended questionnaire. The results of the study suggest that there is a significant difference between some dimensions of the Big-Five personality traits and conflict management style. Also, the relationship between some dimensions of the Big-Five personality traits and conflict management style do differ in strength for both Generation X and Generation Y. Hence the research will encourage employees and the organization to be more mindful of individual differences and their preferred method of conflict management style, and how conflict should be managed when taken personality traits and generation differences into consideration.

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