THE IMPACT OF COMFLICT MANAGEMENT ON ORGANIZATIONAL COMMUNICATIONAL NETWORK.

I have a data analysis task. DATA PRESENTATION AND ANALYSIS 4.1 INTRODUCTION This chapter focuses on the analysis and interpretation of data from the sources designed to reveal the facts about the subject of this study in the impact of conflict management on organizational communication networks. For the analysis, the research questions raised and hypotheses formulated as contained in the administered questionnaires will be analyzed and tested. The researcher administered a total of twenty five (110) questionnaires to the staff of Voice of Nigeria , Lagos. However, most of the questionnaires of collected were not filled as most of the staff misplaced theirs as at the time of collection. This resulted in the collection or return of only hundred (100) out of the hundred and ten (110) that were distributed on the staff. As a result the analysis and interpretation will be based on the twenty (100) questionnaires returned. 4.2 ANALYSIS OF DATA ACCORDING TO RESPONDENTS BIO-DATA Table 1: Age Valid Frequency Percentage Below 30 years 45 45.0 31-45 years 30 30.0 46 and above 25 25.0 Total 100 100.0 Source: Field Survey, 2017 Figure 1: Table 2 shows that 45% of the respondents were within 21-30years, 30% were within 31-40years, while 25% were within 41-50years Table 2: Sex of respondents Valid Frequency Percentage Male 55 55.0 Female 45 45.0 Total 20 100 Source: Field Survey, 2017 Figure 2: Table 2 shows that out of hundred respondents interviewed 55% were male while 45% were female. This shows more male were interviewed than their female counterparts. Table 3: Marital status Valid Frequency Percentage Single 60 60.0 Married 30 30.0 Widowed 10 10.0 Divorced/Separated 10 10.0 Total 100 100.0 Source: Field Survey, 2017 Figure 3: The table above shows that 60% of the respondents were single while 30% were married , 10% are Widowed and 10% are Divorced/Separated This implies that majority of the respondents interviewed were single. . Table 4: Educational Qualification Valid Frequency Percentage Bsc 35 35.0 HND 25 25.0 Masters /PGD/PhD 40 40.0 Total 100 100 Source: Field Survey, 2017 Figure 4: The table above shows that 35% of the respondents had Bsc, 25% had HND as educational qualification and while 40% were Master/PGD/PhD Table 5: Work experience Valid Frequency Percentage Below 5years 49 49.0 6-10 years 31 31.0 above 10years 20 20.0 Total 100 100 Source: Field Survey, 2017 Figure 5: Table above shows that 49% of the respondents have been working with the organization within below 5years, 31% are within 6-10years while 20% have been working with the organization above 10 years. Table 6: Department of respondents Frequency Percentage Administration 20 20.0 Finance 30 30.0 Internal 15 15.0 Audit 10 10.0 ICT 15 15.0 Branch 10 10.0 Total 100 100 Source: Field Survey, 2017 Figure 6 The table above shows that 20% of the respondents belong to Administration , 30% belong to Finance , 15% belong to Internal , 10% belong to Audit ,15% belong to ICT , while 15% belong to Branch. 4.3 ANALYSIS OF DATA ACCORDING TO RESEARCH QUESTIONS S/NO RESEARCH QUESTION ONE What are the causes of conflicts in corporate organizations? SA A D SD 1 Non-payment of salaries as at when due. 40 34 10 7 2 Impositions of decision by Management on employees. 30 50 10 10 3 Denial of rights and privileges 60 50 0 0 4 Wide communication gap between students and the school authority 38 40 13 9 5 Inadequate facilities such as lecture rooms, laboratories and equipment. 50 40 5 5 Source: Field Survey, 2017 Item 1 in the table above shows that 40% of the respondents strongly agreed that Non-payment of salaries as at when due, 34% agreed ,10% disagreed , 7% strongly disagreed to the statement. Item 2 in the table shows that 30% of the respondents strongly agreed that Impositions of decision by Management on employees , 50% agreed while 10% disagreed , 10% strongly disagr