Causes, Effects And Remedies Of Organization Conflicts In Teaching Hospital
(A Case Study Of University Of Nigeria Teaching Hospital (Unth) Enugu)
Organizational conflicts in teaching hospitals can arise due to various factors such as differences in professional ideologies, power struggles among medical staff, resource allocation disputes, and communication breakdowns between departments. These conflicts can lead to decreased morale among employees, compromised patient care, increased staff turnover, and hindered organizational effectiveness. To remedy these conflicts, teaching hospitals can implement strategies such as establishing clear communication channels, promoting collaborative decision-making processes, providing conflict resolution training for staff, fostering a culture of mutual respect and understanding, and ensuring equitable distribution of resources and responsibilities. By addressing these issues proactively, teaching hospitals can mitigate conflicts and foster a conducive environment for delivering high-quality 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.
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Causes, Effects And Remedies Of Organization Conflicts In Teaching Hospital:
Organization conflicts in teaching hospitals, like conflicts in any other organizational setting, can have various causes, effects, and potential remedies. Teaching hospitals are complex organizations where multiple stakeholders, including healthcare professionals, administrators, and patients, interact. Here’s an overview of causes, effects, and remedies related to conflicts in teaching hospitals:
Causes of Organization Conflicts in Teaching Hospitals:
- Resource Allocation: Limited resources, such as funding, staff, and equipment, can lead to conflicts over how these resources are distributed among departments or units within the hospital.
- Differing Goals: Various stakeholders in a teaching hospital may have different goals. For instance, clinicians may prioritize patient care, while administrators may focus on financial stability. These differing goals can create conflicts.
- Communication Issues: Ineffective communication between healthcare professionals, administrative staff, and support teams can lead to misunderstandings, which may escalate into conflicts.
- Role Ambiguity: Unclear job descriptions and responsibilities can result in conflicts as individuals may encroach on each other’s roles or feel that their contributions are undervalued.
- Hierarchy and Power Dynamics: Conflicts can arise from power struggles, where individuals or departments feel that they are not given due authority or respect.
Effects of Organization Conflicts in Teaching Hospitals:
- Decreased Morale: Frequent conflicts can lead to decreased morale among employees, impacting their job satisfaction and potentially affecting patient care quality.
- Reduced Productivity: Conflict can divert time and energy away from productive work, leading to reduced efficiency and effectiveness in hospital operations.
- Patient Care Compromises: If conflicts escalate and disrupt collaboration among healthcare professionals, patient care can be compromised, potentially leading to medical errors and adverse outcomes.
- Increased Turnover: Prolonged conflicts can cause talented staff to leave the organization in search of a more harmonious work environment, resulting in high turnover rates.
- Reputation Damage: Repeated conflicts can damage the hospital’s reputation, affecting patient trust and potentially leading to decreased referrals.
Remedies for Organization Conflicts in Teaching Hospitals:
- Conflict Resolution Training: Offer conflict resolution training to staff at all levels to enhance communication and problem-solving skills.
- Clear Policies and Procedures: Develop and communicate clear policies and procedures regarding resource allocation, roles, and responsibilities to minimize ambiguity.
- Mediation and Counseling: Utilize professional mediators or counselors to facilitate conversations and negotiations between conflicting parties.
- Leadership Involvement: Hospital leaders should actively address conflicts, foster a culture of open communication, and lead by example in resolving disputes.
- Collaborative Decision-Making: Encourage collaborative decision-making processes that involve all relevant stakeholders to ensure that everyone’s perspectives are considered.
- Feedback Mechanisms: Implement feedback mechanisms where employees can anonymously report conflicts or concerns, allowing for early intervention.
- Conflict Resolution Committees: Establish committees or teams responsible for addressing and resolving conflicts within the organization.
- Performance Evaluation: Include conflict resolution and teamwork skills as part of performance evaluations and reward systems.
- Conflict Prevention: Focus on preventing conflicts through regular team building, communication training, and fostering a culture of respect and collaboration.
It’s important for teaching hospitals to recognize that conflicts are inevitable in complex healthcare settings but can be managed and even transformed into opportunities for growth and improvement when handled effectively.