Employee perceptions towards conflict resolution system at Harare international airport in the Civil Aviation Authority of Zimbabwe (CAAZ)

Abstract

The research has been necessitated with the desire to assess employee perception towards internal conflict resolution systems at Harare International Airport in the Civil Aviation Authority of Zimbabwe. The desire to understand the influence of perceptions in organizations inspired the researcher so as to provide recommendations to the management worldwide in light of the findings. The prevailing disturbing trend between employee perceptions towards conflict resolution systems and externalisation of cases to the labour court with high monetary costs involved to organizations some operating below capacity others disintegrating inspired the researcher. Structured interviews were employed to twelve participants. The research is qualitative in nature while using phenomenological research design and non-probability sampling technique as the exact number of participants was not accurately known. Quota sampling was employed since the researcher grouped the population into departments crisscrossed with ranks. Themes were administered and advanced into sub-themes from which further proof was elaborated. Descriptive statistics was also employed since tables are identified in the research. Perceptions leading to externalization of cases are lack of knowledge, favouritism, ignorance, lack of trust. Determinants of perceptions discovered are as time, culture, and prior knowledge, lack of awareness, motivation, leadership style and so forth. Strategies adopted for eradicating negative perceptions are as respect, identifying the problem, training, participation, communication, and ergonomics. Some of recommendations raised are training, induction, effective communication, win-win approach, ergonomics and management