Abstract

This study is on the challenges of managing interdepartmental conflicts in Nigerian Health institution. 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

 CHAPTER ONE

INTRODUCTION

• Background of the study

Conflict is an inevitable consequence of human interaction which can be described as behaviour (by organization or team members) that is expended in opposition to other members, the process which starts when one party perceives that the other has frustrated or is about to frustrate some concern of his/her or merely when incompatible activities occur. “It may also be described as a social situation where two parties struggle with one another due to incompatibilities in perspectives, beliefs, goals, or values; this struggle impedes the achievement of predetermined goals or objectives. Conflict between the knowledge and values of the professionals or hierarchical authority is apparent in many organizations, which appears most critical in health sector. The health institution is an organization that mobilizes and uses the skills and expertise of a number of widely varied groups of professionals, semiprofessionals and non-professionals to provide highly personalized care to patients. Therefore, a health institution requires effective performance by many professional and semiprofessional personnel with highly specialized knowledge and skills that should ultimately serve to promote patient care and satisfaction of family members and health care providers. The functions and duties of health care workers within a hospital however are not performed in isolation; it is understandable that there are potential sources of conflict between the various professionals in the hospital. The achievement of set goals depends on effective and efficient management of all resources, which includes the maintenance of an enabling environment for constructive interaction among the workforce of the organization. Conflicts may occur between various players in health care settings; nurses-family conflicts; resident physician-attending physician conflicts; physician-patient/family members’ conflict and nurse-physician conflict. For this reason, it is extremely important that the nature of conflict be understood and managed properly. Researchers have extensively compared positive against negative effects of conflicts. The occurrence and effects of conflicts within workplace environments of healthcare institutions have been documented to a greater extent the setbacks to delivery of optimal care delivery and patient outcomes. Nevertheless, despite a greater consensus on the detrimental effects over constructive effects of conflicts in workplace, it is established that positive effects of conflicts exists and if managed properly can result in better understanding and adoption of effective teamwork. In other circumstances that are characterized by cooperation and joint resolutions, conflict can enable a diverse environment that nurtures growth and improves relationships. For instance, conflicts over decision-making and lack of role definition for nurses were observed to contribute significantly to stress and subsequent burnout amongst health care professionals in a neonatal intensive care unit, whilst in other peculiar circumstances, professional groups may in fact become antagonistic or estranged in extreme conditions, neither of which is beneficial or conducive to good patient care

• STATEMENT OF THE PROBLEM

The functions and duties of health care workers within a hospital however are not performed in isolation; it is understandable that there are potential sources of conflict between the various professionals in the hospital. The achievement of set goals depends on effective and efficient management of all resources, which includes the maintenance of an enabling environment for constructive interaction among the workforce of the organization. On this background the researcher wants to investigate the challenges of managing interdepartmental conflicts in Nigeria health institution

• OBJECTIVE OF THE STUDY

The objectives of the study are;

1. To ascertain the challenges of managing interdepartmental conflict in Nigeria health institution
2. To ascertain the causes of the conflict in Nigeria health institution
3. To also ascertain the remedies to the causes of conflict in Nigeria health institution
   • RESEARCH HYPOTHESES

The following have been put forward for testing

H0:  there are no challenges of managing interdepartmental conflict in Nigeria health institution

H1:  there are challenges of managing interdepartmental conflict in Nigeria health institution

 H0:   there are no causes of the conflict in Nigeria health institution

H1:   there are causes of the conflict in Nigeria health institution

• SIGNIFICANCE OF THE STUDY

The study will be significant to students, health sector and the general public. The study will give a clear insight on the challenges of managing interdepartmental conflicts in Nigeria health institutions. The study will also serve as a reference to other researcher that will embark on this topic

• SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers the challenges of managing interdepartmental conflicts in Nigerian health institution. The researcher encounters some constrain which limited the scope of the study;

1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.