Resilient role of women in conflict management in an organisation

Abstract

The objective of this research is to verify whether the effect of resilience on conflict management is greater in women. In fact, for several years now, statistics have shown that the involvement of women in conflict resolution is still low on the continent. Women are not always involved in decision-making or even in the conflict management process. It is recognized in the literature that resilience plays a major role in the management of conflict at work. Women because of the many spheres of life where they are constantly challenged seem to be more resilient than men. This idea which is defended in the context of this study. To verify this assertion, we conducted a questionnaire survey of 127 workers working in NonGovernmental Organizations in the city of Yaoundé. Our real observation that resilience has an effect in the management of conflicts in an organization and men and women have the same capacity in the management of conflicts. The results of the descriptive analysis showed that these six forms of assessed work resilience are present among the interviewed workers. Perception of the future (mean = 3.08; SD = 0.62), followed by structured style (mean = 3.01; SD = 0.62), then Mean social competence = 2.96; SD = 0.56), then social resources (mean = 2.94; SD = 0.65), cohesion of the work team (mean = 2.91; SD = 0.66) and finally perception of self (mean = 2.90 SD = 0.57). Along the same lines, the indices of central tendency (mean) and dispersion (standard deviation) show that conflict management is effective in NGOs. Contrary to what was expected, the results of the hypothesis tests using the statistical response surface indicate that the effect of resilience on management on management is not greater for women. It seems that the effect of resilience on conflict management does not vary according to gender. This result clearly indicates that there should be no gender discrimination in the conflict management process since men and women seem to have the same ability to manage conflicts. Any decision regarding conflict management must involve women as well as men. The results also show that organizations must encourage or even help employees to strengthen their resilience in a Cameroonian socio-professional environment deemed to be difficult.