This paper spotlights several empirical thoughts on team development and conflict management in relation to the Nigerian healthcare setting. The subject of conflict is gaining more interest among stakeholders in all spheres of life. There’s been various perspectives owing to the roles often played by conflicts at the national and international levels. The focus of this work; however, is limited to conflicts within an organization – specifically the healthcare organization in Nigeria.
Team development has been studied and characterized by organizational theorists and administrators as it concerns organizational performance. In the healthcare setting, maintaining highly functional teams has been advocated for many reasons including (a) the prevention of avoidable adverse events partly due to inadequacy of communication channels among clinicians. (b) The avoidance of unnecessary waste and cost due to a lack of clarity in purpose. (c) Decreasing the risk of medical errors as a result of the incompetence among the team of healthcare professionals.
In the Nigerian context, experts have also identified some barriers to effective team development. The Nigerian healthcare sector has perennially suffered from the outcomes of conflicts among various stakeholders that make up the overall healthcare system. In view of these negative consequences of such conflicts (for example industrial action leading to termination of healthcare services every year); there’s been a rise in the phenomenon of medical tourism among certain privileged segments of the Nigerian society, leaving the majority of the population vulnerable.
Table of Contents
Defining Conflict
Theories of Conflict
Conflict Types
Etiology of Conflict
Consequences of Conflict
Positive Implications of Conflict
Negative Implications of Conflict
Risk Factors to Conflict
Phenomenon of Team
Leadership and Team Development
Deciphering the Role of Leadership in Leading team
Theoretical Models in Team Development
Leadership style and Stages of Team Development
Communication and Team Development
Healthcare System in Nigeria
Healthcare Workers and Nigeria Healthcare Institutions
Impact of Team Work in Healthcare Institution
Barriers to Team Development
Conflict and Nigeria Healthcare Sector
Conflict Management
Conflict Management Styles
Conclusion/Recommendation
Research Objectives and Core Themes
This work aims to analyze the nature and management of conflict within the Nigerian healthcare sector to foster better team development and improve patient care outcomes. By examining the structural and interpersonal factors driving conflict, the research seeks to propose strategies for effective resolution and sustainable organizational performance.
- Theoretical foundations of conflict and team development.
- Barriers to effective collaboration in healthcare institutions.
- The impact of leadership styles on conflict management.
- Strategies for resolving interpersonal and systemic conflicts in the Nigerian context.
Excerpt from the Book
Defining Conflict
Since time immemorial, conflict has been narrated as an ‘irrepressible and inevitable’ nature (Shapiro, 2003; Aminu and Marfo, 2010). As such, it is typically advanced as a ‘continuous, autonomous process’ within the construct of social interaction of humans linked to the pursuit of specific interests and goals by individuals or group of persons, often culminating in bitter rivalries, threats and violence (Nwaomah, 2009; Edinyang, 2012).
The social phenomenon – conflict, not only transcends every sphere of life; its occurrence appears ubiquituous as people socially interact with themselves (Benedict-Bunker et al., 1995; Morgan, 1997; Kolb, 2007; De Dreu and Gelfand, 2007; Spector, 2008).
The term ‘conflict’ has been used interchangeably in myriad of literature with others words like “quarrel”, “controversy”, “dispute”, “violence” (Almost, 2006). These words however do not aptly delineate the total concept of conflicts as argued by some scholars (Ahmed, 2015). In fact, the diversity of the forms of conflict from different perspectives and life interactions makes it difficult to absolutely provide a perfect definition of the phenomenon (De Dreu and Gelfand, 2007). For the purpose of this essay however, it is important to underscore a few definitions. For instance: Conflict has been described as “an interactive process which manifests as disagreement, incompatibility and discordance within or between individuals, groups and organizations” (Rahim, 2002; Dickson and Alu, 2012).
Summary of Chapters
Defining Conflict: Examines the various definitions and the ubiquitous nature of conflict within human social interactions and organizations.
Theories of Conflict: Explores fundamental theoretical frameworks, such as relative deprivation and human needs theories, to understand conflict origins.
Conflict Types: Categorizes conflict based on organizational structures, interaction levels, and sources, distinguishing between substantive and affective conflicts.
Etiology of Conflict: Investigates the root causes of conflict in professional environments, focusing on personality traits, stress, and structural factors.
Consequences of Conflict: Analyzes both the negative impacts, like burnout and medical errors, and the potential positive outcomes of managed conflict.
Phenomenon of Team: Discusses the nature of teams, their classification, and factors influencing their performance in healthcare settings.
Leadership and Team Development: Explores the role of leadership in fostering team cohesion and the various theories of effective management.
Healthcare System in Nigeria: Provides an overview of the Nigerian healthcare framework, its hierarchical structure, and the challenges of service delivery.
Conflict and Nigeria Healthcare Sector: Highlights the recurrent conflicts in the Nigerian medical sector and their impact on patient care and service sustainability.
Conflict Management: Discusses the necessity and methods of effective conflict management strategies, including the Thomas-Kilmann model.
Keywords
Conflict Management, Team Development, Nigerian Healthcare Sector, Organizational Conflict, Leadership Styles, Interprofessional Collaboration, Healthcare Administration, Industrial Action, Patient Care, Conflict Resolution, Team Cohesiveness, Professional Rivalry, Healthcare System, Conflict Theory, Communication.
Frequently Asked Questions
What is the primary focus of this study?
The study focuses on the dynamics of conflict and team development specifically within the Nigerian healthcare sector to address service delivery challenges.
What are the central themes of the work?
The core themes include organizational conflict, the importance of team cohesion, leadership roles in healthcare, and the impact of industrial actions on patient outcomes.
What is the main research objective?
The goal is to understand conflict in relation to the Nigerian healthcare setting and to seek solutions that ensure optimal patient care through improved management practices.
Which scientific methods are used to analyze the conflict?
The author reviews empirical literature, theoretical models like Tuckman's teamwork theory, and the Thomas-Kilmann conflict resolution instrument to analyze conflict dynamics.
What does the main body of the work address?
It covers the definition and etiology of conflict, the categorization of team phenomena, the specific challenges within the Nigerian healthcare system, and various conflict management styles.
Which keywords best characterize the work?
Key terms include Conflict Management, Team Development, Nigerian Healthcare Sector, and Interprofessional Collaboration.
Why is the Nigerian healthcare sector particularly prone to conflict?
The sector is prone to conflict due to its hierarchical nature, professional territoriality, resource shortages, and frequent industrial actions by labor unions.
How does the author define the 'Forming' and 'Storming' phases in the team development context?
The 'Forming' phase involves members identifying their roles, while 'Storming' is characterized by conflict as members challenge each other and negotiate their place within the team.
What role do leaders play in conflict management according to the book?
Leaders are crucial in maintaining decorum, defining goals, and utilizing management strategies like 'action-centred leadership' to influence team performance and resolve disputes.
- Arbeit zitieren
- Akinmayowa Adedoyin Shobo (Autor:in), 2021, Conflict Management and Team Development in the Healthcare Sector. Healthcare System in Nigeria, München, GRIN Verlag, https://www.grin.com/document/1014980
