An investigation into organizational conflict in the health institutions in the Northern Region of Ghana.
| dc.contributor.author | Ndita Atiah, David | |
| dc.date.accessioned | 2015-08-25T15:09:47Z | |
| dc.date.accessioned | 2023-04-20T10:19:51Z | |
| dc.date.available | 2015-08-25T15:09:47Z | |
| dc.date.available | 2023-04-20T10:19:51Z | |
| dc.date.issued | 2014-07-25 | |
| dc.description | A thesis submitted to the Graduate School of Business, Knust, Kumasi in partial fulfillment of the requirements for the award of a degree in MASTERS OF BUSINESS ADMINISTRATION (MBA) , HUMAN RESOURCES MANAGEMENT. | en_US |
| dc.description.abstract | The main aim of the study was to find out the nature of organizational conflicts in the Health Institutions in the North Region of Ghana. The study areas were Tamale Teaching Hospital and Tamale Central Hospital. As a result, the study reviewed the related literature on the concepts of organizational conflicts and how these affect the individuals and group members at the workplaces. The study adapted quantitative method, which was both descriptive and explanatory in nature. This involved the use of questionnaires, which was analysed using the Statistical Package for the Social Scientists (SPSS). A convenient sample of 140 was selected with a response rate of 135. The study revealed the causes of conflict to include issues such as limited resources, deficiencies in information flow, conflicting interest, overlapping tasks, interdependence, time pressure and collective decision-making. This they believed resulted in conflict between junior staff and senior staff in the Health Service. This study also revealed that conflict had negative effects on staff performance and institutional development in general. The findings are in support of Huczynski and Buchanan (2001) and Robbins (1997) assertions that conflicts that were not handled well impact negatively on the organizations as well as its members. According to them, dysfunctional conflict takes employees focus from work to be done and places it on the parties involved in the conflict. It breeds discontent, dissolves common ties, brings about fear and stress and eventually leads to destruction of groups. The study therefore, recommends that management as well as the staff should try to come to consensus in conflict situations and such misunderstandings should be taken in good faith and dealt with, for peaceful co-existence and healthy organizational climate | en_US |
| dc.description.sponsorship | KNUST | en_US |
| dc.identifier.uri | https://ir.knust.edu.gh/handle/123456789/7655 | |
| dc.language.iso | en | en_US |
| dc.title | An investigation into organizational conflict in the health institutions in the Northern Region of Ghana. | en_US |
| dc.type | Thesis | en_US |
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