Conflict Resolution and Services Delivery in Health Department Kitgum Local Government Northern Uganda

ABSTRACT The study assessed the effect of conflict resolution and service delivery on the local government staffs of Kitgum District health department and was based on four specific objectives to determine the demographic profile of respondents in terms of gender, age, marital status, level of education, kind of employment and working experience, to determine the level of conflict resolution in Kitgum health department local government Northern Uganda, to determine The level of Service delivery in Kitgum health department kitgum local government Northern Uganda, to establish whether there is a significant relationship between conflict resolution and service delivery in kitgum local government health department. The research design be used a cross sectional survey design. Both quantitative and qualitative methods of data collection. According to Mugenda and Mugenda (2003) the survey design is the best methods available to social scientist who are interested in collecting original data for the purpose of describing a population which is large to observe directly. Data analysis that was done using SPSS’s descriptive statistics it was found out that female were the majority respondents as represented by 90 (or Sl.l%) as regards to gender. In regard to respondents’ age, 84 (or 47.7%) respondents were in the age bracket of 30 - 39 years, 50 (or 28.4%) which dominated the study and Concerning the level of education, respondents with certificate were the majority that is 84 (or 47.7%), Regarding the position held by respondents, registered nurse/enrolled nurses dominated the sample with 94 (or 53.41%), Lastly in regard to working experience, 94 (or 53.4l%) respondents had served for a period of 7-8 years.Basing on Weihirch and Kooritz’s theory of conflict (1990) that guided the study, it was proved that effective Service delivery by clarifying the path to their followers to attain the goals.Basing on the study findings, the researcher made the following recommendations both to the management and all the key stakeholders of the hospital and the sub health units. The hospital and sub health unit should ensure that there is Proper Corporation among all the workers. in terms of relationship ties ,transparency and openness so that incase the hospital gets a problem, workers can feel as if the organizational problems are theirs.The hospital should put change agents for example, giving simple loans to workers to minimize social cost of leaving in the organization in terms of losing friendship ties with co-workers. To guarantee Services’ welfare, there is need to put in place a system of giving Services fringe benefits in terms of allowances, over time payments and bonuses to subsidize their own income and thus this will help a worker to have moral obligation to remain working in the organization because of what the hospital has done for his family or socialization. The hospital and sub health units should provide appropriate and suitable working conditions, methods and materials for workers to perform effectively.The hospital should expose all its workers to training like on conflict resolution strategies and training methods to acquire different skills and knowledge and thus to exhibit high level of creativity while executing their duties to patients.