• Chapters:5
  • Pages:75
  • Methodology:Regression Analysis
  • Reference:YES
  • Format:Microsoft Word
(Business Administration and Management)

        The aim of this study was to ascertain the causes and consequences of intra-organisational conflict. The research was aimed at achieving the following objectives:ascertain the perception of conflict by nurses and doctors, to ascertain the sources of conflict in healthcare, to ascertain the forms in which conflict manifests in healthcare, to ascertain how conflict is resolved and lastly to ascertain the role management plays in conflict. A structured questionnaire was used to collect data from 120 respondents. Regression analysis was used to analyse the data collected.
Conflict cannot be avoided as it is an inevitable part of organisational life. This study critically analyses the cause, types, forms and resolutions to conflict with respect to healthcare institutions. Conflict has both negative and positive results. Conflict might escalate and lead to non-productive outcome or could be beneficial and bring about quality performance. It is concluded that management of conflict enable’s the organisation to achieve its goals and objectives.  
Background to the study  
Statement of the research problem
Objective of the study
Research questions
Significance of the study
Scope of the study
Limitations of the study
Meaning of conflict
causes of conflict
consequences of conflict
Methods of conflict resolution
Research design
Population and sampling
Operationalization and measurement of variables
Research instrument
 Sources of  data
Methods of data analysis
Data analysis and interpretation
Discussion of findings
1.1     Background to the Study
            Conflict refers to discord, disagreement which arises between individuals or within groups.  In all organisations conflict is an everyday reality. It is natural and unavoidable. Conflict is an ever present process in human relation. That is why various organisations have changed their approaches to enable them manage their organisations effectively to reduce conflict at all costs. Conflict is a fact of life in any organisation as long as people compete for jobs, resources, power, recognition and security. Workers in the health sector share a concern for the well-being of their patients. Often times there exist some form of friction among the various professions, due to the way the various professional bodies view themselves.
             The human resource in an organisation occupies a very strategic position in the work place. They ensure that organisation goals and objectives are achieved; they contribute their expertise in the accomplishment of various organisation projects as well as the government economic programme. For the organisation to perform its roles without hindrance there must exist a cordial relationship between the various functional departments. Although, conflict is inevitable in an organisation, friction between employees must be reduced to the barest minimum to ensure smooth running of operation in the organisation. When beliefs or actions of one or more members of a group are either restricted by or unaccepted to one or more members of another group interpersonal discord and psychological tension can affect work relationship in the organisation. Conflict denotes the incompatibility of ideas, positions whether they are between individuals, group or societal positions. (Diez, 2006).
            Conflict management theory state that “a healthy conflict management system should be in place in any organisation. The conflict management system should be integrated into the system of the organisation and the integration should be at higher level of the organisation hierarchy rather than being interconnections, conflicts management is a human sub-system which is achieved through typical development process. The process starts with assessment and inquiry, addresses the design implementation and evaluation. (Ford, 2007).
              This indicates that every organisation should have a system of resolving conflicts. Managing conflicts is critical for sustaining organisation efficiency and effectiveness.
               Stone, Alvarez (1992), suggest that individuals from diverse background will be working together in organisations. An increase in diversity is often associated with an increase in conflict.

Baron 1990 notes some common elements of conflicts:
•    There must be a belief by each side that the other one is acting or will act against them.
•    Conflict is a process, having developed from past interactions.
•    There are recognised opposing interests between parties in a zero- sum situation.
•    This belief is likely to be justified by actions taken.
         Fisher et al [2004] defined conflict as a relationship between two or more parties [individuals or groups] who have or think they have incompatible goals.
Types of conflict include:
  1 Intrapersonal conflict: Conflict within a person, psychological conflict. Though this conflict may play a part in social conflict, they are not a subject matter of conflict in the work place but more of a concern of therapy.
  2 Intergroup conflict: This form of conflict is due to factors inherent in the organisational structure. Functional groups may be in conflict with each other because of their specific objectives.
   3 Intragroup conflict: This occurs when two or more people do not get along or it arises in groups because of the scarcity of resources, freedom or struggle for position.
         Unresolved conflict in the workplace usually leads to missed deadlines, disruption of work flow, increased stress among employees, and refusal to corporate, confusion and decreased customer satisfaction. In resolving conflict management decide on various was of handling it either proactive or reactive forms may be deployed. The first form of resolving conflict is avoidance; here management will attempt to ignore the disagreement. The second option is accommodation; here management tries to end the conflict by giving in to the wishes of the aggrieved party. The third style is compromise in this case management attempt to resolve conflict by finding a middle ground.
             The reasons for engagement in conflict may stem from a number of issues that are related to their hospital style. These issues could include frustration with the health care system that is directed at health care workers. (Halpern, 2007).
            Conflict in Nigerian health sector has become perennial and disturbing so much that it impedes the growth of the health industry in Nigeria. The Nigerian Medical Association embarked on a strike action on the 1st of July 2014, which left many Nigerians without health care. The importance of efficient health and human health development cannot be stressed enough. In the Nigeria health sector, the inter-group conflict existing in most hospitals have erupted huge ineffectiveness. When hospitals performance is sub-optimal, our health, education and also the general welfare is adversely affected. This study is an attempt to ascertain what type of inter-group conflict exists in the organisation, also the differences between group goals that give rise to organisational conflict in Nigeria hospitals.
         Numberof, (1982) has stressed the need for good management health care practise and delivery in Nigeria. Effective management of conflict within the organisation leads to improved organisational performance. The federal, state and local government are all committed at least its policies to the goal for achieving good health care for all citizens. In Nigeria there are various types of hospitals that exist. There are referred hospitals, the general hospitals, the federal medical canters, special hospitals, teaching hospitals and other medical parastatals like non-government or private hospitals. Currently there are basically teaching hospitals in almost all states of the federation. Teaching hospitals activities can be classified into the following: training, services and research. For the teaching hospitals to effectively carry out their duties they work in close collaboration with the federal ministry of health, the hospital board and the teaching hospitals. These workers ensure continuous and effective delivery of hospital service.
1.2   Statement of the Research Problem
          Management in health care have to recognise the need to deal with the challenges facing clinical and health services in Nigeria. One of the issues facing clinical administration is how to carryout effective management in special environment so as to maximise efficiency and minimise waste. Some of these issues have perennial standing, but what is on-going is the fast changing organisation of health care delivery, especially with the growth of health plans and integrated systems of delivering health care. The incidences of conflict in hospitals necessitate a rigorous investigation into the following:
•    The common causes of conflict in the health sector.
•    The impact of inter-group conflict on performance
The key points to note
1.    Conflict is a general problem in every organisation.
2.    Conflict within healthcare is of a greater concern.
3.    Little or no studies exist about conflict in Nigerian health care.
      According to Omeruan et al (2007), the major challenge of Nigeria health care system has  been largely due to the planed consequences of societal policy.
1.3   Objectives of the Study
         This study aims to ascertain the impact of inter-group conflict on the performance of the organisation. The aim of the study of inter-group conflict in health organisation is to:
1.    To examine the perception of conflict held by nurses and doctors in healthcare institutions.
2.    To identify the sources of conflict between doctors and nurses in healthcare institutions.
3.    To examine the forms in which conflict between doctors and nurses manifest in healthcare institutions.
4.    To identify how conflict is resolved between doctors and nurses in healthcare institutions.
5.    To examine the role of management in resolving conflict within healthcare organisation.
1.4    Research Questions
         This study seeks to identify the various questions:
1.    How is conflict perceived by doctors and nurses in health care institutions?
2.    What type of conflict occurs between doctors and nurses in health care institutions?
3.    What forms do conflict take between doctors and nurses in healthcare institutions?
4.    How is conflict resolved between doctors and nurses in healthcare?
5.    How would you evaluate management role in conflict resolution?
1.5    Significance of the study                                                                                            
           The study of conflict in health organisation will give a deeper and better understanding of conflict that exists within groups in the health sector. To examine and identify how conflict is managed in Nigeria health sector. Management would be in a better position to resolve conflicts properly in their organisation for the sake of performance and the achievement of goals. If conflict is managed properly by adopting the best action, the organisation would increase its performance in terms of utilisation of resources and achieving the organisation objective.                                                                                                                                                                                                                                      
    1.6   Scope of the Study
             The basic premise, on which this study is based, is on inter-group conflict in health. The scope covers the causes, types and effects of conflict within an organisation. The target group is the staff of the University of Benin teaching hospital, two major health practitioners will be used for this study and they consist of the nurses and the doctors. Organisations can achieve full potential in terms of performance by curbing conflict in its infancy stage
1.7    Limitations of the Study
            In the causes of this study, certain constraints were encountered that made the research skip certain areas. These constraints include:
•    Time: The study was restricted to a few professional bodies due to time factor
•    Cost: Difficulty in obtaining relevant information due to the financial requirement of the study.
•    Instrument:  It was not very easy to gather enough information on the study due to the scarcity of related literature.
•    Uncooperative attitude of respondents: Some respondents refused to fill the questionnaire or be asked any question relating to this study. Others expressed themselves as being ignorant of conflict in the management of hospitals.
              Much explanation was needed for respondents to be able to express themselves. The researcher took care not to influence their response.

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Project Details

Department Business Administration and Management
Project ID BAM0710
Price ₦3,000 ($9)
Chapters 5 Chapters
No of Pages 75 Pages
Methodology Regression Analysis
Reference YES
Format Microsoft Word

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    Project Details

    Department Business Administration and Management
    Project ID BAM0710
    Price ₦3,000 ($9)
    Chapters 5 Chapters
    No of Pages 75 Pages
    Methodology Regression Analysis
    Reference YES
    Format Microsoft Word

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