The Role of Organization Conflict Management on Job Satisfaction A Field Applied Study on the Governmental Institutions in Iraq Kurdistan

The Study examined the role of organizational conflict on job satisfaction and the main ideas, in design the most important productive system input represented by the human element, which is to be considered the most influential power in implementation the work of governmental institutions. the object of this study to know the role of organizational conflict management in shaping the future of the government institutions in Iraqi Kurdistan and to provide the necessary services to the community Kurdish region, the purpose of this study was to investigate the role of organizational conflict management on job satisfaction in government institutions through the analysis of the main important dimensions in formation job satisfaction among the government institutions employees in Iraqi Kurdistan, research includes staff community working in government institutions sample , that’s up to 10 institutions in all provinces in the region , the number of employees to 2685 employees and employee , and as a result of the breadth of research community , it has been selected government institutions located in the provinces of the Kurdistan region of Iraq , as a miniature society and number of employees a( 618) employee which represents 23% of the original community, and after excluding personnel support services through a official working hours portfolio , the number of the employees in these institutions became 508 employee , it has been selected a stratified random sample of 50% bringing the total number of respondents 254 employees distributed on three categories of staffs according to the proportion of each of these categories which are (heads of departments – managers of departments –administrators ) Through our study we came to a diagnosis of multiple causes of the conflict in the regulatory government institutions to the Kurdistan region of Iraq, including: interdependence between organizational units, independence in the performance of tasks. And overload specialization in the division of labor , lack of technical enough for the procedure, participating in the resources are limited , varying criteria for evaluating the work , bonuses exchange and following the pattern of participation to decision – making as a key technique , heterogeneity among the members , the different job positions, lack job satisfaction , and poor communications. We suggested after the conclusions , the ways which can be followed to deal with conflicts and managing it an effective management , which evolved , resorting to supreme objectives to organize institutions , and reduce the interdependence between units , and increase contacts and meetings between working staff and employees working in the institutions , and the unification of systems evaluation and rewards between similar units and concerning of financial aspects of the staff and improve work conditions in all respects , and integration off conflicting units , resorting to the use of official authority and take the necessary actions against dissidents . But conflicts excitability may be possible to pass through a mysterious messages, and create different units and experiences, and increase the number of units and diversification, which encourages competition among them