An analysis of leadership styles and their implications on conflict resolution in today’s workplace: A gender and personality perspective.
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Date
2019-11
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Faculty of Arts, Adeleke University. Nigeria
Abstract
Leadership is defined as the process of acquisition of relevant skills an individual or organization requires to lead, guide, direct, coordinate, oversee or mentor other individuals, teams or entire organizations with a view to effecting a change for the better. While it is clearly one of the inherent traits of human nature, leadership can also be consciously cultured. Scholarly research in the Social Sciences has led to the identification of several leadership styles including autocratic or authoritarian leadership, participative or democratic leadership, laissez faire, transformational or transactional leadership. In organizations, conflict is regarded as the presence of discord that occurs when the goals, interests or values of different individuals or groups are incompatible and disrupts each other's attempt to achieve objectives. There are different views surrounding the origin of conflict in organizations and institutions. Since time immemorial, mankind has been presented with conflict. Conflict itself appears to be inevitable; it is a natural consequence of human interaction. In today's workplace, as a result of increased education and enlightenment, it has become more common to have women occupying the higher echelons of management positions: a place formerly reserved for men. Historical research's both past and current which is a form of qualitative research method was utilized with a focus on primary and secondary data obtained through the use of content analysis. The theoretical base for this study analyzes the concept of social role and role congruency theory as well as other frameworks such as conflict style approach by Thomas (1976) and Thomas and Kilmann (2002). This paper likewise seeks to critique the significant difference in how gender and personality differences affect how leaders resolve conflict in the workplace. The study concludes that gender should not be a major consideration in conflict resolution when the major goal is to accomplish fulfillment of organizational objectives.
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Keywords
Leadership, Leadership Styles, Gender, Personality, Conflict resolution styles.
Citation
Dunmade, A.O., Ajiboye, O.O. & Awe, O.D. (2019). An analysis of leadership styles and their implications on conflict resolution in today’s workplace: A gender and personality perspective. Ijinle, 3(1), 288-306. Published by the Faculty of Arts, Adeleke University, Ede. Nigeria