Thesis Abstract

Abstract
Conflict management in the educational sector is a critical area that requires attention due to the complex nature of educational institutions and the diverse range of stakeholders involved. This research project focuses on exploring the various strategies and techniques used in managing conflicts within educational settings, with the aim of improving the overall effectiveness of conflict resolution processes. The study investigates the root causes of conflicts in educational institutions, including issues related to communication breakdown, power struggles, resource allocation, and differing values and beliefs. By understanding the underlying factors that contribute to conflicts, school administrators and educators can develop proactive measures to prevent conflicts from escalating and negatively impacting the learning environment. Furthermore, the research examines the role of leadership in conflict management within educational institutions. Effective leadership plays a crucial role in setting the tone for how conflicts are addressed and resolved within a school or university. By fostering a culture of open communication, collaboration, and respect, leaders can create a positive environment that encourages constructive conflict resolution. In addition, the study explores the various conflict resolution strategies and techniques that can be employed in educational settings. These include negotiation, mediation, arbitration, and restorative practices. By providing training and professional development opportunities for staff members in these conflict resolution methods, educational institutions can build capacity for managing conflicts in a constructive and proactive manner. The research project also considers the impact of conflicts on student outcomes and overall school climate. Conflicts that are left unresolved or mismanaged can lead to increased stress and tension among students, teachers, and administrators, ultimately affecting academic performance and school culture. By addressing conflicts in a timely and effective manner, educational institutions can create a positive and supportive learning environment for all stakeholders. Overall, this research project aims to contribute to the existing literature on conflict management in the educational sector by providing insights into the root causes of conflicts, the role of leadership in conflict resolution, and the various strategies and techniques that can be used to address conflicts in educational settings. By enhancing the capacity of educational institutions to manage conflicts effectively, this research seeks to promote a culture of collaboration, communication, and respect within schools and universities.

Thesis Overview

INTRODUCTION

BACKGROUND OF THE STUDY

Conflict management in a education sector, the management of conflict in education sector using peaceful, non-violent methods has been around for a long time. In nearly all African societies there is a preference for the peaceful settlement of dispute along the line prescribed frowned at. In a few instance where it may be tolerated, the community rather than the individual has to be sanctioning authority, the sanctioning following due process. In all civilized parts of the world, there is growing resort to the peaceful settlement of dispute in an organization. The image of violence presented by the media is not as such a true reflection of the dominant method of settling conflict in an organizations. There is an enormous amount of dispute taking place at various levels and in many organizations communities, groups and international levels.

A wider range of non-violent method of managing conflict avails to the conflict transformation world. These methods are available at the individual, family, group, community and international levels.

Conflict management is the process of reducing the negative and destructive capacity of conflict through a number of measures and by working with through the parties involved in that conflict. This term is some times used synonymously with “conflict regulation”. It covers the entire area of handling conflict pristinely at different stages, including those efforts made to prevent conflict by being practice. It encompasses conflict limitation, containment and litigation. In the words of (John Barton), this may include “conflict prevention” (Barton 1990) a term he used to connote containment of conflict through steps introduced to promote conditions in which collaborative and valued relationships control the behavior of conflict parties. The term “conflict management” is perhaps an administration and admission of the reality that conflict is inevitable but that not all conflicts can always be resolved. Therefore what practitioners can do is to manage and regulate them.

Conflict resolution is seen by Miller (2003:8) as a variety of approaches aimed at terminating conflict from management or transformation through the constructive solving of problems, distinct from management of conflict. Miall et al (2005;21)indicated that by resolution, it is expected that the deep rooted sources of conflict are addressed and resolved and behavior is no longer violent, nor are attitudes hostile any longer while the structure of the conflict has been changed. Mitchell and bank (1996) use conflict resolution to refer to:

• An outcome in which the issue in an existing conflict are satisfactorily dealt with through a solution that is mutually acceptable to the parties, self-sustaining in the run and productive of a new, positive relationship between parties that were previously hostile adversaries and
• Any process or procedure