Conflict is known to be inseparable in all human interactions. In any organization, role differentiation acquires the different uses of conflict handling styles. Work direction, reward, supervision, discipline and performance review also involve the use of conflict handling styles. Organizational change and control is also viewed from a conflict perspective. In attempts to explain the nature or dynamics of a particular organizational phenomenon, conflict may be incorporated as a causal factor (Brown and Peterson, 1993).
Our society is concerned with the issue on how the skills of leaders can be enriched so as to enable them to act with greater proficiency when their contributions are from dealing with and through people especially their subordinates. One way of looking into this issue is from the conflict perspectives. The attention to interpersonal relationships is due to our belief that sound leader-subordinate relationships are important and consistent with humanistic and cooperative work environment sought by contemporary leaders. It is also believed that positive interpersonal relationship at workplace is able to increase subordinates’ satisfaction with leader and subordinates with high levels of satisfaction are more likely to be committed to the organization (Brown and Peterson, 1993).
Differences in the perception of conflict possess implication in its own right. This is due to leaders uses of conflict styles may be reinforced by subordinates’ responses or the leader may anticipate subordinates’ reaction to the use of conflict styles. It is worthwhile for the leader to be aware of the existence of multiple sources of conflict in work situations and how it promote subordinates’ job satisfaction since dissatisfaction itself could lead to many organizational dysfunctions such as decline in work performances, dissatisfaction, absenteeism, high turnover, and job stress (Churchill, Ford and Walker, 1976; Fisher and Gittelson, 1983; Van Sell, Brief and Schuler, 1981; Rahim and Buntzman, 1989).
1.1 Purpose and Significance of the Study
This research analyzes in general the distribution of conflict handling styles and its consequences in terms of subordinates’ satisfaction from leadership and leaders effectiveness in Pakistani organizations. There is hardly any study done to investigate the consequences of leader styles of handling conflicts in the Pakistani settings with the same objective. Achieving greater understanding of the styles of handling conflict and adopting the appropriate one will enable the leaders to better achieve their objective in maintaining organizational harmony and good unity. This research is inevitably conducted in Pakistani cultural setting with its diverse social and organizational culture. It will be interesting to look at how Pakistani workforce responds to different conflict handling styles as social behavior is normally implanted and entrenched in the given society. Another reason for...