Abstract:
Conflict has been observed to be in existence in all human organizations including the secondary school system. The objective of this study was to investigate the practices, sources and challenges of school leaders in managing conflict in secondary schools of Ilu Babor Zone. A descriptive survey design was employed for the study: both quantitative and qualitative data were gathered through questionnaire, and interviews. The study was carried out in eight secondary schools that were selected using simple random sampling technique.160 teachers were found in eight secondary schools. From these, 139 teachers were selected by using Simple random sampling; whereas 8 of they were principals of secondary school, while 4 were cluster supervisors and 4 were Woreda education office. The statistical tools used to analyze the quantitative data were; mean grand mean and independent sample t-test by using SPSS version 21. From the result of respondents for managing conflict, 88.6% were male teachers were as 100% of School leaders were male. The study revealed that both teachers and school leaders tried to adapt avoiding style most frequently to managing conflict in their school. It was also discovered that of all the challenges encountered in managing conflicts, avoidance, dirty fighting ,misanalysis, time and Venus and leadership style were considered the most striking challenge. The study concluded on that avoiding style was the most conflict management practices used by school leaders and the most influencing factor in managing conflict in organizations was organizational culture. The study recommended that school leaders should familiarize themselves with appropriate conflict management practices though training and workshop. Culture should be adjusted in away that would favor effective management of conflict such as encouraging some level of openness and cordiality among the workers and also organizations should organize training and educational programs for their members to enable them accommodate and deal effectively with the issue of individual differences rather than avoidance in the workplace.
