Causes, Effects And Remedies Of Organisation Conflicts In Teaching Hospital
(A Case Study Of University Of Nigeria Teaching Hospital (Unth) Enugu)
Organizational conflicts within a teaching hospital environment can be intricate and pervasive, stemming from a myriad of factors such as divergent goals, resource constraints, and interpersonal differences among staff. These conflicts can manifest in various forms, affecting both the efficiency of healthcare delivery and the overall workplace atmosphere. One notable cause is the misalignment of objectives between different departments, leading to competition rather than collaboration. This often results in inefficiencies, hindering the seamless provision of patient care. The effects are profound, encompassing compromised patient outcomes, increased stress levels among staff, and a decline in overall organizational performance. Consequently, these conflicts demand strategic remedies. Implementing effective communication channels, fostering a culture of transparency, and providing conflict resolution training can contribute to mitigating conflicts. Additionally, establishing clear protocols for resource allocation and promoting interdepartmental collaboration can create a harmonious work environment within the teaching hospital, ultimately enhancing the quality of healthcare services.
The impact of conflicts on Nigerian Organizations has come under focus in recent times. The teaching hospitals are not exceptions. Within the last few years, the predominance of conflict situations have manifested themselves in different forms-arbitration panels, industrial actions and associated management problems.
The aim of this study is to investigate the causes, effects and remedies of organization conflicts in Nigeria teaching hospital with a view to finding feasible solutions to these recurrent problems. The case study is the University of Nigeria Teaching Hospital (UNTH) Enugu. Both primary and secondary were used in the study primary data were collected through questionnaires and interview on a number of issues such as the causes, types and effects of conflict. Chi-square is the quantitative technique used for the data analysis, which was needed to test the formulated hypothesis. Consequently, the following finding were made from the research:
(1) Scarce resources, difference in individual goals and organizational goals, individual values, perception, culture and life-styles are the major causes of conflict in University of Nigeria Teaching Hospital(UNTH) Enugu.
(2) The most common type of conflict experienced in the UNTH are interpersonal and inter-group conflict.
(3) The attainment of post-conflict order or disorder depends on how the conflict itself is handled.
(4) Effective conflict management could lead to improved organization performance.
Based on the above findings, the following recommendations are made:-
(i) Anybody involved in the management of conflicts should understand the various sources of conflict so as to know how best to handle it.
(ii) Since conflict can sometimes lead to efficiency, management should know when and when not to promote it.
In conclusion, there is need for management to pay adequate attentions to conflict and it’s handling in their organizations for better efficiency.
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
List of tables
List of figures
CHAPTER ONE:
INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Purpose of study
1.4 Scope of the study
1.5 Research question
1.6 Research hypothesis
1.7 Significance of study
1.8 Definition of terms
1.9 Reference
CHAPTER TWO:
REVIEW OF RELATED LITERATURE
2.1 Types of conflict
2.2 Effect of conflict
2.3 Management of conflict
2.4 Conflict reduction method
2.5 Conflict handling modes
2.6 Conflicts and their management in UNTH
2.7 Summary of literature review
CHAPTER THREE:
RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Area of study
3.3 Population of the study
3.4 Sample and sampling
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument
3.8 Method of data collection
3.9 Method of data analysis
CHAPTER FOUR:
PRESENTATION AND DATA ANALYSIS
4.1 Presentation and data analysis
4.2 Testing of hypothesis
CHAPTER FIVE:
FINDINGS. CONCLUSION AND RECOMMENDATIONS
5.1 Discussion of result/findings
5.2 Conclusion
5.3 Implication(s) of the Research findings
5.4 Recommendation
5.5 Suggestions for further research
REFERENCE
BIBILOGRAPHY
APPENDIX
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The roles of efficient health management in human health and development cannot be over emphasized. Number of, R.E. (1982) has stressed the need to evolve good management practices care in health care delivery in Nigeria. The organizational conflicts existing in almost in Nigeria hospitals and health centers has erupted huge ineffectiveness. If the hospitals perform sub-optimally, our health, education and general welfare must be adversely affected. Infact the nations growth generally are affected. Findings was made to know that interpersonal/inter-group type conflict, also scarce resources and differences in individuals goals and organizational goals etc give rise to the organizational conflict in Nigeria teaching hospitals. This organization conflicts will be elaborated more as we go down to other chapters.
Effective conflict management could lead to improved organizational performance, the Federal, State and Local Government are all committed, at least its principles, to the goal for achieving good health for all the citizens by the years 2008.
In Nigeria health sector, different categories of hospitals exist. There are the referred hospitals, the general hospitals, the federal medical centers, special hospitals, teaching hospitals and other medical institutions like non-government or private hospitals. Currently there are teaching hospitals in almost every state of the federation. The activities of these teaching hospitals can broadly be classified into three: training, services, and research. In other to carry out these three activities, teaching hospitals work in close collaboration with the federal ministry of health, the hospital board and the teaching hospital. Four main categories of staff are usually available and these are medical staff/doctors, the paramedical staff, the scientists and the support staff, that is those who are concerned with providing the basic facilities such as space, administrative support, engineering, and maintenance workers ensure continuous and effective delivery of hospital services.
Inspite of the organizational structure, poor management has been identified as one of the major problems militating against efficient health services in Nigeria (Abuja Health Summit) (1995). This is also the case in other countries of the world where hospitals administration are usually faced with management problems. (Stoner and Wankol 1986). Because of this conflict management is an important aspect of health policy management in Nigeria (UNTH Anuual Bulletin, 1997).
1.2 STATEMENT OF PROBLEM
One of the basic management problems in hospitals has been external or/and internal conflict. Thus, the enduring challenge for hospitals management is how to carry out effective administration in this special environment so as to maximize efficiency and minimize waste. The incidence of conflict in hospitals necessities a proper investigation into the organizational framework and function of the Nigerian hospital system.
Here, the teaching hospitals are points of focus. The pertinent questions are:-
a. Which is the common cause of conflict in UNTH?
b. What type of conflicts is experienced in UNTH?
c. Which type of conflict gives the highest functional or dysfunctional result?
d. What is the impact of conflict on the efficiency of UNTH?
e. What appropriate methods or means can be used to manage conflict in UNTH?
1.3 PURPOSE OF STUDY
The purpose of study is as follows:-
(i) To examine the nature of organizational conflict in the University of Nigeria Teaching Hospital (UNTH) Enugu in order to determine their causes.
(ii) To examine the types of conflict that exists in University of Nigeria Teaching Hospital (UNTH) Enugu with a view to determining its impact on efficiency of the hospital.
(iii) To identify how conflict is managed or handled in University of Nigeria Teaching Hospital (UNTH) Enugu and the extent to which it’s dysfunctional effects are contained.
(iv) To make recommendations based on the above findings.
1.4 SCOPE OF STUDY
The organizational conflict in Nigeria teaching hospitals is examined. The scope of work covers the causes types effects and solution of conflicts within an organization.
Because of the time and financial constraints, the research could not cover the other areas of conflict like the trade union conflicts and conflict management models.
1.5 SIGNIFICANCE OF STUDY
The study shall benefit the following:-
a. The student research in finding real materials.
b. Nigerian teaching hospitals especially the University of Nigeria Teaching Hospital Enugu in accessing the fooling of the people.
c. Various Health Institutions in examining the types, nature causes of organizational conflicts with a view to determining its impact on efficiency.
d. The management, heads of departments and it’s units union leaders and some level of senior staff in understanding the appropriate methods or measures than can be used to manage conflict.
1.6 RESEARCH QUESTIONS
(i) Does your organization experience conflicts?
(ii) What is the nature of the conflict?
(iii) Who resolves conflict in your organization?
(iv) How do you evaluate the ways in which conflicts are resolved in organization?
(v) What is/are the usual approach to conflict resolution in your organization?
1.7 STATEMENT OF HYPOTHESIS
The researcher formulated the following null hypothesis:-
(1) Ho: UNTH Enugu do not encounter incident of conflict in their
Administrations.
Hi: UNTH Enugu encounters incidents of conflict in their administrations.
(2) Ho: UNTH Enugu do not clash between individuals goals and
organizational goals.
Hi: UNTH Enugu clashes between individuals goals and
organizational goals.
(3) Ho: UNTH Enugu do not witness limited amount or scarcity of
resources.
Hi: UNTH Enugu witness limited amount or scarcity of resources.
(4) Ho: UNTH Enugu do not have differences in individual values and perceptions.
Hi: UNTH Enugu has differences in individual values and perceptions.
(5) Ho: UNTH Enugu do not partake in negative effect of conflict
resolution method which exceeds its positive effect on the organizational performance.
Hi: UNTH Enugu partake in negative effect of conflict resolution method which exceeds its positive effect on the organizational performance.
(6) Ho: UNTH Enugu do not operate organizational ambiguity.
Ho: UNTH Enugu operate organizational/role ambiguity.
1.8 LIMITATIONS OF STUDY
This research study was militated by a lot of constraints that made the researcher to skip certain vital and relevant area. These constraint are as follows:-
(i) INTERVIEW PROBLEM:- Some of the higher executives officers and assistant executives officers of the UNTH Enugu Management Board whom the researcher was unable to interview to either “too busy” to be interview for just “not on seat”.
(ii) FINANCIAL AND TIME CONSTRAINT:– Due to lack of finance and time which is not all at the researchers disposal, this research work was limited to only UNTH Enugu.
(iii) UNCOOPERATIVE ATTITUDE OF THE RESPONDENT:-Some of the respondents refused bluntly to be interviewed while others returned their questionnaire blank. May be they thought their response would reprimourd then without being mindful of the earlier assurance that their responses would be treated with the strictest confidence.
(iv) UNAVAILABILITY OF COMPREHENSIVE LITERATURE:- Due to the scarcity of related literatures, it was not very easy for the researcher to lay hands on enough information that are relevant to this study.
(v) ILLITRACY:- A good number of the UNTH Enugu (mostly artisans watch nights and duplicating machines operators) could not answer oral questions. They expressed themselves of being ignorant of the management of the hospital. Much explanation was involved for them to answer. In the explanation, the researchers took care not to influence their response.
SHARE PROJECT MATERIALS ON:
Causes, Effects And Remedies Of Organisation Conflicts In Teaching Hospital:
Organizational conflicts in teaching hospitals can arise from various sources, and they can have significant effects on the hospital’s functioning and the well-being of its staff and patients. Understanding the causes, effects, and potential remedies for organizational conflicts in teaching hospitals is crucial for maintaining a productive and healthy work environment. Here’s an overview of these aspects:
Causes of Organizational Conflicts in Teaching Hospitals:
Resource Allocation: Conflicts often arise due to limited resources, including budget constraints, staff shortages, and equipment availability. Departments may compete for resources, leading to disputes.
Interdepartmental Rivalries: Different departments within the hospital, such as surgery, radiology, and nursing, may have conflicting priorities and interests, resulting in interdepartmental conflicts.
Communication Issues: Poor communication or miscommunication among staff members, departments, and administration can lead to misunderstandings, disputes, and mistrust.
Leadership and Management Problems: Inadequate leadership, lack of clear direction, or ineffective management practices can contribute to conflicts among hospital staff.
Professional Differences: Healthcare professionals, including physicians, nurses, and administrative staff, may have different perspectives, goals, and priorities that can lead to conflicts.
Patient Care Disputes: Disagreements over patient care decisions, treatment protocols, and medical ethics can trigger conflicts among healthcare providers.
Effects of Organizational Conflicts in Teaching Hospitals:
Reduced Employee Morale: Prolonged conflicts can lower morale among hospital staff, leading to decreased job satisfaction and engagement.
Decreased Productivity: Conflicts can disrupt daily operations, resulting in decreased productivity, which may affect patient care and outcomes.
Patient Safety Concerns: Ongoing conflicts can compromise patient safety as healthcare providers may be distracted or stressed, potentially leading to medical errors.
High Turnover: Persistent conflicts can cause talented healthcare professionals to leave the organization, leading to high turnover rates.
Negative Impact on Reputation: Organizational conflicts can damage the hospital’s reputation and erode trust among patients, their families, and the community.
Legal and Regulatory Issues: Conflicts can escalate to legal and regulatory problems, which may result in lawsuits, fines, or sanctions.
Remedies for Organizational Conflicts in Teaching Hospitals:
Conflict Resolution Training: Provide conflict resolution training to hospital staff to help them better understand and manage conflicts effectively.
Clear Communication: Encourage open and transparent communication among staff, departments, and administration to prevent misunderstandings.
Leadership Development: Invest in leadership development programs to improve the skills of managers and leaders in conflict resolution and team building.
Mediation Services: Implement a mediation program or hire external mediators to facilitate resolution of conflicts when necessary.
Establish Protocols: Develop clear protocols and procedures for addressing common sources of conflicts, such as resource allocation and patient care disputes.
Regular Feedback: Conduct regular feedback sessions and performance evaluations to address issues before they escalate.
Team Building Activities: Organize team-building activities and workshops to improve collaboration and mutual understanding among hospital staff.
Promote a Positive Culture: Foster a positive and supportive organizational culture that values teamwork, diversity, and inclusion.
Conflict Management Committees: Establish committees or task forces dedicated to identifying and resolving conflicts within the organization.
External Consultation: Seek the expertise of external consultants or experts in conflict resolution to assess and address underlying issues.
Addressing organizational conflicts in teaching hospitals requires a multifaceted approach that combines proactive measures, training, and ongoing efforts to create a harmonious and productive work environment while maintaining the highest standards of patient care.