From my tenure in Ghanaian banks, conflict often arises from governance issues, as highlighted in BoG’s Corporate Governance Directive 2018, which mandates harmonious structures. Practical examples include inter-departmental clashes during the 2017 cleanup. Responses focus on preventive and resolution strategies for ethical operations.

A. Explanation of Conflict in Organization and Five Typical Symptoms
Organizational conflict is the discord arising from incompatible goals, interests, or perceptions among individuals, groups, or departments, often stemming from resource scarcity or power imbalances. In banks, it can be functional (stimulating innovation) or dysfunctional (hindering performance), per BoG’s emphasis on internal controls.

Five typical symptoms:

1. Decreased Productivity: Delays in tasks due to disputes, e.g., slowed loan approvals in conflicting teams.
2. High Turnover and Absenteeism: Staff disengagement, mirroring morale drops in post-DDEP banks.
3. Poor Communication: Misunderstandings or withheld information, leading to errors in compliance reporting.
4. Increased Complaints or Grievances: Formal disputes rise, as seen in union-management tensions.
5. Visible Hostility: Arguments or cliques form, disrupting team cohesion and customer service.

B. Five Causes of Organizational Conflict and Five Strategies to Manage Conflict Between Management and Supervisors
Causes:

1. Resource Competition: Limited budgets spark rivalry, e.g., departments vying for IT funds.
2. Role Ambiguity: Unclear responsibilities lead to overlaps, common in hierarchical banks.
3. Differing Goals: Management focuses on profits, supervisors on operations, causing misalignment.
4. Communication Barriers: Poor channels exacerbate misunderstandings.
5. Power Struggles: Authority disputes between levels.

Strategies for management-supervisor conflict in banks, aligned with BoG directives:

1. Promote Open Dialogue: Regular meetings to air issues, fostering trust like in Ecobank’s feedback sessions.
2. Clarify Roles and Expectations: Define duties via job descriptions and performance contracts.
3. Implement Mediation Processes: Use neutral HR facilitators for resolutions, per grievance procedures.
4. Provide Training on Conflict Resolution: Workshops on negotiation skills to build competencies.
5. Align Incentives and Goals: Link rewards to shared objectives, ensuring compliance and harmony