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    Coca Cola Case

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    Hifa het
    The document summarizes a study on the effect of conflict on employee performance at Coca-Cola Company Limited in Kumasi, Ghana. It found that relationship conflict negatively impacts employee performance while task and process conflicts positively influence it. Specifically, relationship conflict lowers employee output but task and process conflicts improve it. The findings suggest organizations should implement effective conflict resolution strategies to boost performance, as relationship conflict harms it. Diversity of ideas from task conflict benefits progress and should be encouraged. The positive link between process conflict and employee output was unexpected.

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    Coca Cola Case

    Uploaded by

    Hifa het
    48 views12 pages
    The document summarizes a study on the effect of conflict on employee performance at Coca-Cola Company Limited in Kumasi, Ghana. It found that relationship conflict negatively impacts employee performance while task and process conflicts positively influence it. Specifically, relationship conflict lowers employee output but task and process conflicts improve it. The findings suggest organizations should implement effective conflict resolution strategies to boost performance, as relationship conflict harms it. Diversity of ideas from task conflict benefits progress and should be encouraged. The positive link between process conflict and employee output was unexpected.

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    The document summarizes a study on the effect of conflict on employee performance at Coca-Cola Company Limited in Kumasi, Ghana. It found that relationship conflict negatively impacts employee performance while task and process conflicts positively influence it. Specifically, relationship conflict lowers employee output but task and process conflicts improve it. The findings suggest organizations should implement effective conflict resolution strategies to boost performance, as relationship conflict harms it. Diversity of ideas from task conflict benefits progress and should be encouraged. The positive link between process conflict and employee output was unexpected.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    48 views12 pages

    Coca Cola Case

    Uploaded by

    Hifa het
    The document summarizes a study on the effect of conflict on employee performance at Coca-Cola Company Limited in Kumasi, Ghana. It found that relationship conflict negatively impacts employee performance while task and process conflicts positively influence it. Specifically, relationship conflict lowers employee output but task and process conflicts improve it. The findings suggest organizations should implement effective conflict resolution strategies to boost performance, as relationship conflict harms it. Diversity of ideas from task conflict benefits progress and should be encouraged. The positive link between process conflict and employee output was unexpected.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12

    Effect of Conflict on

    Employees Performance
    A case on Coca-Cola Company Limited, Kumasi Branch, Ghana
    We are Team No 8

    MD. Farhad Jarif Newaz


    Hossain 202434104
    2024341021 0
    Syed Tahmid Iffat Jahan
    Najib Tusher
    2024341027 2024341041
    Maruf-Ul-
    Amin
    202434103
    0
    2
    History of the Company

    The Coca-Cola Company, American corporation founded in 1892 and today


    engaged primarily in the manufacture and sale of syrup and concentrate for Coca-
    Cola. With more than 2,800 products available in more than 200 countries, Coca-
    Cola is the largest beverage manufacturer and distributor in the world. The Coca-
    Cola Bottling Company of Ghana Limited (TCCBCGL) started operations on
    March 7, 1995 at the GNTC plant at Adjabeng. The Company produces and markets
    seven main brands, five carbonated soft drinks and two water brands. The
    carbonated soft drinks include; Coca Cola, Fanta, Sprite, Schweppes and Krest.
    Dasani and BonAqua are the two water brands.

    3
    Introduction
    In spite of the grim picture painted about conflict as an
    organizational tremor, this social action can also foster posterity for
    business ventures
    The Case
    .Though there are a colossal number of studies on the effect of organizational
    conflict on the performance of employees in many parts of the world, little is
    known of this area of research in the Ghanaian setting. The Coca-Cola
    Company branch in Kumasi, Ghana faced a problem when the employees were
    engaged in conflict in-between themselves, mainly in three bases: the
    relationship, task and process conflict. There were both interpersonal and
    intrapersonal conflicts in the organization. However, the company thought of a
    different strategy to mitigate the conflict and that is by going on with the
    conflict itself within the organization as they believed that conflict would bring
    out better performance from the employees working in various departments. 5
    “
    Procedure
    In this study, two
    estimation procedures
    were employed to get the
    results; the Pearson
    correlation and the log-it
    estimation method. All
    the employees in the
    organization were taken
    as sample

    6
    Questions to be Answered
    How relationship conflicts effect the performance of the employees?
    (Investigate the effect of relationship conflict on the performance of employees)

    How task conflicts effect the performance of the employees?


    (Probe into the effect of task conflict on performance of employees)

    How process conflicts effect the performance of the employees?


    (Examine the effect of process conflict on the performance of employees)

    7
    Pearson Correlation results
    Type of Organizational
    Employee’s Performance
    Conflict

    Relationship -0.23

    Task 0.25

    Process 0.4

    The evidence shows that like relationship conflict, there exist a weak correlation between both task and
    process conflict and performance of employees. Nevertheless the direction is not the same. Unlike
    relationship conflict, the results reveal that there is a positive correlation between task and process conflict
    and employee’s performance
    8
    log-it estimation method results

    Regressors Marginal Effect

    Relationship Conflict -0.4570***


    Above result shows that the probability
    Task Conflict 0.0887 of the F value is less than 0 implying
    that the explanatory variables used in
    Process Conflict 0.0203 the estimation are jointly statistically
    significant. Thus the results reveal that
    No. of Obs 128 performance of employees is influenced
    by the explanatory variables included in
    Y 0.5538 the model.

    Prob> F 0.0000

    9
    Solution/Conclusion

    It confirmed the assertion that relationship conflict has a negative effect on output of workers.
    The Pearson correlation also revealed that whilst relationship conflict adversely affects
    performance, both task and process conflicts have a positive influence on output of workers.
    The association between process conflict and performance was however unanticipated. Lastly,
    the Pearson correlation method brought to view that there is a very weak linkage between all
    the three types of organizational conflict and the performance of workers in Coca Cola
    Company Limited.

    10
    Cont..

    The revelation of a negative association between relationship conflict and performance of


    workers can serve as a guide to improve the latter. This result brings to light that
    policymakers and organizational management should set up efficient and effective conflict
    resolution schemes or strategies if they want to achieve rapid growth in the business
    ventures.
    Another characteristic of the findings is the positive correlation between task conflict and
    output of workers. This implies that diversity of idea among groups or teammates are vital
    for organizational progress and should therefore be encouraged.

    The last and unanticipated conclusion is the positive association between progress conflict
    and performance of employees.

    11
    Thanks! Any Questions?

    12

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