CHAPTER ONE
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 inNigeria. The organizational conflicts existing in almost inNigeriahospitals 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.
InNigeriahealth 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 inNigeria(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 inNigeria(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:-
1.3 PURPOSE OF STUDY
The purpose of study are as follows:-
(i) To examine the nature of organizational conflict in the University of Nigeria Teaching Hospital (UNTH)Enuguin order to determine their causes.
(ii) To examine the types of conflict that exists in University of Nigeria Teaching Hospital (UNTH)Enuguwith 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)Enuguand 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 inNigeriateaching 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:-
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 organisation?
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: UNTHEnuguencounters incidents of conflict in their administrations.
(2) Ho: UNTH Enugu do not clash between individuals goals and
organizational goals.
Hi: UNTHEnuguclashes between individuals goals and
organizational goals.
(3) Ho: UNTH Enugu do not witness limited amount or scarcity of
resources.
Hi: UNTHEnuguwitness limited amount or scarcity of resources.
(4) Ho: UNTH Enugu do not have differences in individual values and perceptions.
Hi: UNTHEnuguhas 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: UNTHEnugupartake 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: UNTHEnuguoperate 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 UNTHEnugu 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.
REFERENCES
NUMBEROF, R.C. (1982)
The Practice of Management for Health Care Professional American Management Association.
ABUJAHEALTHSUMMIT, (1995)
STONER AND WANKEL (1986)
Management:New JerseyEnglewoodCliff.
UNTH ANNUAL BULLETIN, (1990).
