HRM's Role in Changing Organizational Conflicts into Learning Experience

The research proposal aims to explore the role of human resource management in changing organizational conflicts into learning experiences. The research questions focus on the responsibilities of human resource management, the impact of human resource role on organizational conflicts, and the factors that identify the role of human resource management in changing organizational conflicts into learning outcomes. The methodology involves a questionnaire survey with 60 employees who have experienced learning outcomes through organizational conflicts. SPSS is used for data analysis, and correlation is applied to test the hypothesis. The expected research outcomes will provide answers to the research questions and explain the roles and responsibilities of human resource management in changing organizational conflicts into learning experiences.

Running head: RESEARCH PROPOSAL
Research Proposal
Role of HRM in changing the organizational conflicts into learning outcomes

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Table of Contents
Executive Summary.........................................................................................................................2
Problem Statement...........................................................................................................................3
Literature Review............................................................................................................................3
Variables..........................................................................................................................................3
Hypotheses.......................................................................................................................................3
Research Questions..........................................................................................................................3
Methodology....................................................................................................................................3
1. Procedure of Data collection................................................................................................3
2. Tools of Data Analysis.........................................................................................................3
3. Sampling...............................................................................................................................3
Conclusion/ Recommendations.......................................................................................................3
References........................................................................................................................................3

RESEARCH PROPOSAL 2
Executive Summary
In this research proposal, the research is done on the role of human resource management in
changing the organizational conflicts into learning outcomes. The research is done through
questionnaire survey on sixty employees who had experienced the learning outcomes from
organizational conflicts. The data analysis is done through SPSS and Gantt chart is used to define
the milestones. After analyzing the data, correlation is applied to checking the acceptance or
rejection of the hypothesis. The closed-ended questions are used with convenient sampling. The
expected outcome is to find the answers to research questions for which the research is
conducted.

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Introduction
In this present paper, we will prepare a final research proposal on the topic ‘role of human
resource management in changing the conflicts into learning experiences’. The research helps to
analyze the role of human resource management in solving the conflicts which leads to learning
experience. The human resource is preset in every organization which helps to generate profits
from the capital introduced by the shareholders. The skills of employees help to generate revenue
and grow organization. The human resource management is process of recruiting employees,
provide training, give compensation, introduce new policies, and develop strategies for retaining
the employees. The role of human resource management is changing day by day and the
organizations are more focused on the needs of employees. Earlier the human resource
management is known for generating payrolls, company’s parties for employees, birthday
greetings and other but with the span of time the human resource management plays an
important role in motivating the employees, retain them, relationship management with
employees which helps to motivate the employees and generating higher revenue which enhance
the growth of an organization.
Literature Review
The five strategies for dealing with the conflicts are developed by Thomas and kilman (1972).
The conflicts are deal by every individual in a different manner which can be takeover under
pressure. It is the most productive style but it is not an easy task. The preferred conflict style is
the first step in solving the conflict which helps to learn the managing of different various from
various approaches. According to Drenth (1998) the key element of organizational climate is

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organizational communication. According to Jambrek (2008) the conflict management is defined
as the process of interaction socially in a social situation in which the objective of one person are
confront, disable by the interest and activities of another participants. In other words the conflicts
are emerged when the efforts of one party are prevented by another party deliberately which
leads to the frustration by partly who is deliberately prevented from achieving the organizational
goals. According to Rahim (2002) the organizational conflicts emerged due to the incompatible
on employees with the other collogues with in the network. Some researchers conclude that the
conflicts are interactive process which manifests incapability, dissonance and others within the
social groups. According to hener (2010) there are different kinds of conflicts such as vertical,
horizontal, line staff, role conflicts and others. The vertical conflicts is defined as the conflict
which occurs due to continues intervention by the employer which is also know an micro
manage although the employer should not interrupt between the management by employee. The
vertical conflict occurs in the organizations where the structure of a company has high degree of
formality. The conflicts which are arises within the employees with the same department are
known as horizontal conflicts these conflicts arises due to various reasons for example different
view and ideas which leads to the conflicts in different opinion in resource distribution. The
conflicts which are arise between the support staff and line employees within the same
department are known as line staff conflicts. The conflicts which arise due to incomplete
understanding of the task given to the employee at the particular period of time it is known as
role conflicts. According to petkovic (2008) the conflicts are broadly divided into two categories,
namely, organizational and personal conflicts. The personal conflicts arises due to various
reasons which are broadly divided into four categories, namely, errors in communication,
personal characteristics, poor estimation of a person and people having destruct with the

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organization. The organizational conflicts arises due to various reasons such as differentiation of
organizational units and incapability of organizational goals, limited resources sharing,
dependencies in working activities, neglect and indistinctness of organization and system of
compensation. According to Bahtijarevie (1993-57) the conflicts has positive and negative
effects. The positive effects includes the social changes which are necessary for the organization,
creative and innovative ideas are developed, describing important problems, re-engineering of
organization, creating quality decisions, creation of group cohesion and solidarity. The negative
impact include the cooperation because it leads to wasting the time due to which the crucial time
is wasted which can be used in a more productive manner. According to Pondy’s model the
conflict management includes five stages, namely, latent conflict stage, conflict perception stage,
personalization of conflict stage, manifest conflict stage and consequence stage.
According to purce (2004) the human resource management can resolve the conflicts of
organizations into learning experience with the help of conflict transformation theory. The theory
develops the harmony building strategy in an organization for example the fundamental sources
of conflict management are concentrated by conflict transformation. The negative impacts of
conflicts can be ignored by the employees by understanding the diversity of theory because the
conflicts are the only ingredient of the job place. According to jose chiappetta jabbur (2011) the
company is mainly depend on the procedures, plan and schemes of an organization which
impacts on the performance of employees and their attitude towards work. According to the
Lengnick-hall (2011) the correct use of channel with appropriate apparatus by human resource
management helps leads to the positive outcome and improvement in understanding of
employees. The conflict is managed by the human resource management through solving the
conflicts instead of reducing the conflicts. The macro organization strategy is required by the

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modern organization which enables the use of constructive dimensions which leads to the
organizational learning and success. The macro organizational approach is fully compatible with
conflict management process. The conflict management process involves diagnosis, intervention,
conflict, learning & effectiveness and feedback. The diagnosis involves the measurement and
analysis of conflict. The intervention includes leadership, culture and design. The conflict
involves amount of conflict and style of conflict. The learning & effectiveness involves the
learning by individual, group or organization which is the major objective of managing the
conflict. The learning enhances includes acquisition of knowledge, distribution of knowledge,
interpretation of information and organizational memory preservation. There must be a particular
structure which shows the transferring of learning from individual to the collective. Following
figure shows the conflict management.
Source: (Rahim et al., 2002)
According to the petkovic (2008), there are three strategies for solving the conflicts in an
organization, namely, strategies or negotiation, the strategy of superior goals and third party
intervention strategy. The strategy of negotiation is applied when the interest of both the parties
are partly same. It includes the tactics such as face to face, threat, deceitfulness, persuading, and
concession. The strategy of superior goals explains the superior goal of conflict due to which the

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conflict arises which is above then individual goals which help to solve the conflicts. The
strategy of the third conflict hires external management team for solving the conflict. According
to fox (2006) the conflict management has six styles, namely, obliging, integrating, dominating,
avoiding and compromising. The integration involves the assumption of confrontation of
attitudes, identification of problem jointly due to which the problem is not identified clearly. It is
accurate for complex problems. The obligation style assumed the deduction of differences and
giving focus on common interest. This style is not suitable for escalating problems. The
dominating style is suitable for the people who are highly focused for personal. The avoiding
style is a passive style which is used for hiding the problem by distracting from the problems.
The compromising style is used for balancing the common and personal interest. The attitude of
the participants must be changed through voting, negotiation, and others. The following figure
shows the styles of conflict management:
Source: (Munduate et al., 1997)

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Variables
There are two types of variables, namely, dependent and independent variables. The role of
human resource management is considered as the independent variable because it is not
dependent on other roles. The changing of organizational conflicts into learning outcomes is the
dependent variable because it depends upon the role of human resource management and the
strategies by adopted by them. The variables used in the research proposal are below:
Dependent variable (Y) = on changing organizational conflicts into learning experience
Independent variable (X) = Role of human resource management
Hypotheses
The hypothesis used in the research proposal is H1 and H2. The hypothesis H1 takes the
occurring of event and H2 takes the not occurring of event. The H1 is considered as a positive
aspect of the happening of the event and H2 is considers as the negative aspect of the not
happening of events.
H1: The changing of organizational conflicts into learning experience by the significant role of
human resource management
H2: The role of human resource management is not significant in changing the conflicts of
organizations into a learning experience.

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Research Questions
The research question is defined in the research proposal for identifying the answers through the
research study. Following are the research questions which are taken into account:
1. What are the responsibilities of human resource management?
2. How are the organizational conflicts impacted by the role of human resource
management?
3. The change in organizational conflicts into learning experience is identified the role of
human resource management by which factors?
4. For the changing of organizational conflicts into a learning experience which
recommended strategy is used by the human resource management?
Methodology
1. Procedure of Data collection
The method of data collection used in the research proposal is taken according to the
requirements of independent and dependent variables. The qualitative method is used to research
the role of human resource management in changing the organizational conflicts into the learning
experience. The closed-ended questions are used in this research proposal, and deductive
approach is used for testing the hypothesis in an appropriate manner. The aim of data collection
is to collect maximum information which is collected through the questionnaire survey. The type
of research is exploratory.

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2. Tools of Data Analysis
After collecting the data through the analysis of data is done through SPSS which helps to
analyze the data through data managements and helps to identify the data in a most appropriate
manner. The SPSS is chosen for analyzing the data because it takes a large amount of statistical
data through data separation. The minimum errors are acceptable because the test of reliability is
taken before for checking the analysis of data. After analyzing the data through SPSS, the
correlation is applied for checking the acceptation or rejection of the hypothesis.
3. Sampling
The sample taken for the survey is questionnaire survey which takes closed-ended questions to
collect the data for predicting the answers to research questions. The data collected through the
survey for the answers are measured through Likert scale. The total number of respondent taken
for the survey is sixty employees who had taken the learning experience from organizational
conflicts. The convenient sampling is done through non-probabilistic method.
Gantt chart
The following table shows the research projects with the duration:
Task Name Duration Start Finish Predecessors
Research Project 38 days Mon 17-10-16 Wed 07-12-16
Research Question
Proposal
3 days Mon 17-10-16 Wed 19-10-16
Literature Review 7 days Thu 20-10-16 Fri 28-10-16 2
Data Collection 7 days Mon 31-10-16 Tue 08-11-16 3

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Data Analysis 7 days Wed 09-11-16 Thu 17-11-16 4
Data Interpretation 7 days Fri 18-11-16 Mon 28-11-16 5
Results Discussion 7 days Tue 29-11-16 Wed 07-12-16 6
Final Submission 1 day Mon 17-10-16 Mon 17-10-16
Research process
The research is done through questionnaire survey which is done on the sixty employees that are
taken as the respondents because they are experienced the learning outcome through
organizational conflicts. The convenient sampling is done for doing the survey. The
questionnaire is distributed among the sixty employees according to the convenience then after
filling the questionnaire by the respondents, the response is measured through Likert scale. Then
after collecting the data, the data is analyzed through using SPSS which helps to analyze the
large statistical data with fewer errors. After analyzing the data, correlation is done for accepting
or rejecting the hypothesis. Then the data is presented through Gantt chart.

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Expected research outcomes
The expected outcomes will provide the answers to research questions for which the research is
being done, and the purpose of research must be fulfilled. The research outcome will explain the
roles and responsibilities of human resource management. The outcome will help to identify the
impact of human resource role on changing the organizational conflicts into learning outcomes.
The factors which identify the role of human resource management in changing the
organizational conflicts into learning outcomes will be identified by the expected research. The
recommended strategy used by the human resource management for changing the organizational
conflicts into organizational conflicts will be identified.
Ethics Checklist
Following are the checklist of ethics considered in the preparation of research proposal:
1. The sensitive information is not used in the research proposal.
2. The repetitive testing is done in the research proposal.
3. The research does not involve the data without initial consent from the participants.
4. The research does not copy information from any resources.
5. The respondents are above the age of sixteen years, and able are able to inform consent.

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References
Bahtijarević Šiber F., (1993): Zadaci menadžera u upravljanju konfliktima u
poduzećima, Računovodstvo i financije, br. 2, pp. 55-65.
Drenth, P. J .D., Thierry, H., De Wolff, C. J., (1998), Handbook of Work
and Organizational Psychology (2nd Edition), East Sussex, Psychology
Press Ltd.
Fox, R., (2006): Poslovna komunikacija, Hrvatska sveučilišna naklada,
Pučko otvoreno učilište Zagreb
Hener, G., (2010): Communication and conflict management in local public
organizations, Transylvanian Review of Administrative Sciences, No
30E/2010, pp. 132-141.
Jambrek, I., Penić I., (2008): Upravljanje ljudskim potencijalima u
poduzećima – ljudski faktor, motivacija zaposlenika, kao najbitniji
čimbenici uspješnosti poslovanja poduzeća, Zbornik Pravnog fakulteta
Sveučilišta u Rijeci, 29 (2), pp. 1181-1206.
Munduate, L., Luque, P., Baron, M., (1997): Styles of handling
interpersonal conflict: an observational study, Psicothema, 9 (1), pp. 145–

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153.
Petković, M., (2008): Organizaciono ponašanje, Ekonomski fakultet
Beograd, Beograd
Petković, M., Janićijević, N., Bogićević-Milikić, B., (2008): Organizacija,
Ekonomski fakultet Beograd, Beograd
Rahim, A, (2002): Toward theory of managing organizational conflict, The
International Journal of Conflict Management, 13 (3), pp. 206-235.
Richmond, V. P., McCroskey J. C., McCroskey L. L., (2005),
Organizational Communication for Survival: Making Work, Work, Allyn
and Bacon, Needham Heights MA
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., (2011). Developing a capacity for
organizational resilience through strategic human resource management. Human Resource
Management Review, 21(3), pp.243-255.
Purce, J., (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Jose Chiappetta Jabbour, C., (2011). How green are HRM practices, organizational culture,
learning and teamwork? A Brazilian study. Industrial and Commercial Training, 43(2),
pp.98-105.