The Effect of Disputes and Conflict Resolution on Organizational Performance: In South Sudan

: The study investigated the effect of disputes with a particular reference to C state in South Sudan. The objectives of the study were to; examine the Relationship between the effect of dispute and conflict resolution in South Sudan, assess the indicators of effect of disputes in South Sudan and to examine the relationship between conflict resolution and organization performance in south Sudan. The descriptive design using a case study of Jonglei state and both qualitative and quantitative approaches were used. The study population was 182. Sampling technique was purposive and simple random. The Sample size was 55 respondents from the employees and beneficiaries of Equatorial State in South Sudan and Data was analyzed using descriptive analysis option of SPSS version (20.0). The major findings of the study were that there is a significant positive correlation between; effect of disputes and organization performance (r = 0.632, P-value < 0.01), conflict resolution and organizational performances (r = 0.512, P-value < 0.01) and the attributes explained 59% of the variance of effect of disputes (R Square =.518) as the level to which they can predict the level of organization performance in Jonglei State of South Sudan. Such that unit change in effect disputes processeswill contribute to a change in the possibility of organization by (.581) while a one unit change in Conflict resolution and effect of disputes will contribute to a change in the organization performance sinjonglei State and other states of South Sudan (343). The study recommends that the State and Country leaders should develop foreign relations with other international communities that aim at empowering people with education values and promoting an electoral process that serves the purpose of national renewal and peace commitment, need to make more use of an integrated application of litigation, alternative dispute resolution mechanisms and traditional justice systems in the management of natural resource conflicts and alternative Dispute Resolution mechanisms such as negotiation, fact finding facilitation and mediation should be adopted since they have the potential to enhance environmental justice since they allow parties to enjoy autonomy over the process and outcome; they are expeditious, cost-effective, flexible and employ non-complex procedures. The results of the study indicated that 11.6% had been in service with the office for <1 year, 41.9% had been in service with the county for 1-3 years, 46.5% had been in service with the county for 4-9 years. This implied that most of the respondents had a high working experience of 4-9 years an indication that data obtained was from right people, an indication for lack of biasness in the data collection process.