Authors:
R. Jasmine, M. A. Krishnamurthy
Addresses:
Department of Commerce, Shanmuga Industries Arts and Science College, Affiliated to Thiruvalluvar University, Tiruvannamalai, Tamil Nadu, India.
Abstract:
Employee Conflict Management is a proactive approach within an organization to identify, address, and resolve workplace conflicts through open communication, collaboration, negotiation, and mediation, thereby creating a productive, respectful, and harmonious work environment. Effective conflict management reduces interpersonal conflicts, improves teamwork and encourages positive relationships between employees and management, leading to better organizational performance. This research paper examines the importance of conflict management and work-life balance in shaping employee performance in the garment sector. A total of 472 employees from reputable garment companies participated in the study, and the researchers selected respondents using a simple random sampling technique to ensure equal representation. The researchers used a structured questionnaire to collect primary data and analyzed it using statistical methods to examine relationships among the study variables. Through cooperation, mutual trust, and open communication between employers and employees, good conflict management creates a stress-free workplace. The study also indicated that work-life balance promotes mental health, job satisfaction, motivation, and organizational commitment. Employees who feel supported by company rules and have a healthy work-life balance are more productive, efficient, and effective. The study found that conflict management and work-life balance are interrelated organizational factors that improve employee satisfaction, reduce workplace stress, strengthen organizational relationships, and maximise employee performance, resulting in sustainable productivity, organizational effectiveness, and long-term business success in the garment industry.
Keywords: Conflict Management; Garment Industry; Sustainable Productivity; Organizational Effectiveness; Mutual Trust; Open Communication; Job Satisfaction; Work-Life Balance.
Received on: 17/12/2024, Revised on: 12/02/2025, Accepted on: 23/05/2025, Published on: 05/06/2026
DOI: 10.64091/ATIML.2026.000337
AVE Trends in Intelligent Management Letters, 2026 Vol. 2 No. 2 , Pages: 70-79