Causes and effects of conflict at social security institution: a case study of National Pension Scheme Authority (NAPSA) in Zambia.

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Chisanga, Chrispin
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The University of Zambia
The purpose of this study is to investigate the Causes and Effects of Conflict at National Pension Scheme Authority in Zambia. The study employed descriptive research design and used questionnaire to collect data from sampling frame of 200 of which 20 respondents participated in this research in at NAPSA in Lusaka District. The research revealed that limited resources was the major cause of conflict and that conflicts had both negative and positive effects on institution when managed properly, the positive effects could be used to encourage organizational innovativeness and build cooperation among the employees. It also revealed that Management could also set standards that were specific, measurable, achievable, and realistic and should indeed have time limit as Strategies. The findings revealed that the way committee handle conflicts was effective in organization at NAPSA and that all issues of grievance were reviewed and resolve by the committee, by convening a meeting with affected parties and a mediator to preside, by interviewing employees involved and come up with a solution. Disputes were submitted to the committee and the aggrieved parties submitted their case and holding negotiable meetings. Conflict was an inseparable aspect of people as well as organizations' life. The result also show that conflicts occurred because of competition for supremacy, leadership style and scarcity of common resources. If a conflict was not well and timely managed, it could lead to low productivity or service delivery. The results show that conflict could sometimes produce positive results, if well managed. Thus, not all conflict situations were bad. Efforts should always be made to ensure that the causes of conflicts were addressed as soon as they were noticed. The research concluded that early recognition and paying attention to the conflicting parties and negotiation between parties involved in the conflict should be adopted in resolving conflicts while force or intimidation should never be used to resolve conflicting parties. Force and intimidation could only be counterproductive.
Causes and Effects of Conflict. , Conflict management. , Conflict resolution. , Social security.