Evaluating the Challenges of Managing Interdepartmental Conflicts in Nigerian Health Institutions
CHAPTER ONE
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To ascertain the challenges of managing interdepartmental conflict in Nigeria health institution
- To ascertain the causes of the conflict in Nigeria health institution
- To also ascertain the remedies to the causes of conflict in Nigeria health institution
CHAPTER TWO
REVIEW OF RELATED LITERATURE
THE NATURE OF CONFLICT
Mention the term conflict and many people envision shouting and fighting. But as a manager, during a typical work day you will encourage more subtle, non-violent types of conflict: Opposition, criticism, arguments. Thus, a definition of conflict seems fairly mild: Conflict is a process on which one party perceives that its interest are being opposed or negatively affected by another party. (Williams and Kinicki; 2003).Conflict is simply disagreement, a perfectly normal state of affairs. Conf1ict is endemic to all social life. It is an inevitable part 0 f living because it is related to situations of scarce resources, divisions of functions power relations and role differentiations (Fearon, 1998). Because of its ubiquity and pervasive nature, the concept has acquired a multitude of meanings and connotations presenting us with nothing short of a semantic jungle. Like other terms, conflict generates considerable ambivalence and leaves many scholars and administrators quite uncertain about (1) its meaning and (2) How best to cope with it. The normative conception of conflict, strongly influenced by a preoccupation with stability and equilibrium in organization design, links conflict to violence, destruction, inefficiency and irrationality. This form of intellectual myopia was especially invidious in suggesting that administrators have the responsibility of avoiding, controlling or eliminating conflict (Wescott, 1998). Descriptive approaches challenge the whole basis and rationale of these assumptions. They permit us to depart from an outmoded parading by suggesting that any social interaction in which the parties (however they may be structured or defined) compete for scarce resources or values has potential for conflict (Williams & Kinicki, 2003). Using the term in a abroad sense, we suggest that conflict refers to all kinds of antagonistic interactions. More specifically it can be defined in which two or more parties have incompatible objectives and in which their perception and behaviour are commensurate with that incompatibility (Thompson, Aranda and Robinson’s, 2000). This definition is purposely broad. It suggests that conflict is a social phenomenon that is found in personal, group or organizational interaction. As such it comprises several dimensions. Fink (1968) distinguishes between (1) antagonistic – honour, whereas Pondy (1967) observes that conflict is made up of (1) antecedent conditions (2) affective condition (3) cognitive conditions and (4) behavioural conditions.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to evaluating the challenges of managing interdepartmental conflicts in Nigeria health institution
Sources of data collection
Data were collected from two main sources namely:
Primary source and Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain evaluating the challenges of managing interdepartmental conflicts in Nigerian Health institution. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of managing interdepartmental conflicts in Nigerian Health institution
Summary
This study was on evaluating the challenges of managing interdepartmental conflicts in Nigerian Health institution. Three objectives were raised which included: To ascertain the challenges of managing interdepartmental conflict in Nigeria health institution, to ascertain the causes of the conflict in Nigeria health institution, to also recommend the remedies to the causes of conflict in Nigeria health institution. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of ministry of Health, Abuja. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made doctors, nurses, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
Hospitals are committed not only to meeting the standards of the joint Commission, but also to changing the culture of the hospital to support improved outcomes. A culture of collaboration can be a key asset in addressing the future environment of care. By creating a more conflict enlightened work environment, the quality of care provided to patients may increase, and the cost of doing so may in fact decrease. 5.4
Recommendation
There is no conflict without resolution. Government of Nigeria should create a department that will look into any conflict in any ministry
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