₦airaland Forum

psalmsjob:
Then the alternative is to resign and setup his own clinic.....there are many doctors or health "practitioners" (that's what they call themselves when they are not actually doctors ) waiting to take the BS he is complaining about...but i don't think a director will just start insulting you for nothing but when a student doctor comes late to work, or flip through tiktok at work, or sit around gisting amd chatting away or can't differentiate between a 5mm and 10mm cyringe or make proper diagnosis they need to be insulted with every insult imaginable because lives depends on what they do....the job is not for titles is to save life.

Every mistake can cost someone their life so they need such a director there and may God keep the hated director safe there.

Lifestone:
My Brother, they are uncomfortable because the man won't take those useless careless attitudes from them. They hates people who holds them accountable. You see that he never gave examples of things that they do that make the boss to react in the certain way.
Most of them wants salary without works, they sleep on duties, dirty environment if you asked them they get angry. They complain yet they won't resign so that those who wants to do the job can do it. Bunch of lazy people

Thank you for your comments

However, I don't think the reference to “health practitioners” is necessary on this thread.

Regarding the request for examples, I will reference just one incident. I am deliberately keeping it generic and avoiding details that could reveal the particular hospital or department involved, for obvious reasons. Please bear with me. I only need opinions and advices, and I have been able to get them with just very few words.

Now to the example...
Interns and full-time officers were gathered in a room for a case presentation scheduled to commence at 10:00 a.m. There was a slight delay in setting up the projector, and the presentation had not yet started by 10:05 a.m.

The Director walked in and asked why the presentation had not commenced. An Assistant Deputy Director (ADD) attempted to explain the situation, but the response was, “That is not an excuse. Even if you are stupid, you don't allow others to be stupid.” Pls note that there had been past incidents where another staff would try to explain him/her-self more, and the reaction from the director would become more tensed, abusive and escalated.

Like I said, that's just an instance out of several. For someone to be well-known for a particular behaviour in the facility, and the entire community where the hospital is situated, you should know that it's no longer about indiscipline or laziness from staff.

thesicilian:
One word: documentation.
If you can document the insults (audio or video recordings), it can be used as evidence either before the CMD, or a higher authority if the CMD doesn't act.
Also no superior has the right to deny you of leave in the civil service, unless there are extenuating circumstances. But the problem with most employees is that they ask for their rights verbally, instead of through official channels of communication. If you submit a letter to go on leave this month and it's rejected, submit another one next month. And the following month. Being a government job there will be proofs of these submissions (official stamped refusals etc, or your own photocopies signed by the admin or not.) These can also be used against him in front of the appropriate authorities.
And when you're reporting him to his superior, don't do it verbally. Also write an official letter and have copies.
Don't underestimate the power of the pen...
And lastly don't fight alone. Have back up (official or unofficial )from other senior staff who don't roll with him, or from your own professional associations e.g if you are doctors discuss with the NMA, ARD excos etc. Those ones can most often make a significant difference.

Thank you for your response, sir.

Thank you for your response, sir.

Dear nairalanders,

I would like to seek your opinions and advice on a very critical matter.

My friend and I work in a Nigerian Federal Teaching Hospital as health practitioners, in different departments. The director of my friend's department is making life extremely difficult for staff of the department. He calls staff unprinted names and insults them in the presence of patients and patients' relatives, which, to my understanding, is contrary to the standards expected in the public service.
No one appears to feel comfortable challenging or even making suggestions to him. He exercises significant control over staff entitlements, including the approval of leave, and sometimes verbally posts staff to different locations at his discretion. He has also reportedly told staff who are uncomfortable with his decisions to resign.

His conduct is also well known within the town where the hospital is located. Many people in the community have personally witnessed his hostile and demeaning treatment of his subordinates during visits to the hospital.

He has been reported to the CMD on several occasions, but nothing appears to have been done. Interestingly, he often boasts that nobody can remove him from his position as a Director.

My questions are:

1. What are the appropriate ways to checkmate or hold such a person accountable within the Nigerian public service system?

2. Has anyone here experienced something similar in a Federal Teaching Hospital or other government institution? If so, how was the situation eventually handled?

3. What formal channels can affected staff use when internal complaints to the CMD appear to have yielded no result?

I would particularly appreciate responses from people with experience in the Nigerian public service, Hospitals, HR/industrial relations, or public-sector administration.

---

Thank you.

Dear nairalanders,

I would like to seek your opinions and advice on a very critical matter.

My friend and I work in a Nigerian Federal Teaching Hospital as health practitioners, in different departments. The director of my friend's department is making life extremely difficult for staff of the department. He calls staff unprinted names and insults them in the presence of patients and patients' relatives, which, to my understanding, is contrary to the standards expected in the public service.
No one appears to feel comfortable challenging or even making suggestions to him. He exercises significant control over staff entitlements, including the approval of leave, and sometimes verbally posts staff to different locations at his discretion. He has also reportedly told staff who are uncomfortable with his decisions to resign.

His conduct is also well known within the town where the hospital is located. Many people in the community have personally witnessed his hostile and demeaning treatment of his subordinates during visits to the hospital.

He has been reported to the CMD on several occasions, but nothing appears to have been done. Interestingly, he often boasts that nobody can remove him from his position as a Director.

My questions are:

1. What are the appropriate ways to checkmate or hold such a person accountable within the Nigerian public service system?

2. Has anyone here experienced something similar in a Federal Teaching Hospital or other government institution? If so, how was the situation eventually handled?

3. What formal channels can affected staff use when internal complaints to the CMD appear to have yielded no result?

I would particularly appreciate responses from people with experience in the Nigerian public service, Hospitals, HR/industrial relations, or public-sector administration.

Thank you.