Project: Conflict Resolution and Management in Healthcare Environments

This project delves into the critical issue of conflict management within healthcare environments. It begins by highlighting the significance of addressing conflicts, which often arise from demeaning behavior, poor communication, and cultural misunderstandings. The project examines various factors contributing to workplace conflicts, including communication barriers, unrealistic expectations, and diverse social, cultural, and political outlooks among healthcare professionals and patients. It emphasizes the need for effective team management, improved communication skills, and cultural sensitivity to mitigate these conflicts. Recommendations include fostering clear communication, conflict resolution training, and a deep understanding of cultural norms. The project also explores the implications of staff conflicts, advocating for healthcare professionals to be well-versed in cultural differences and for policy makers to support migrant-friendly healthcare environments. The analysis is supported by relevant literature and offers practical recommendations for practice, education, research, and policy to promote a harmonious and effective healthcare setting.

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Abstract
Over the years, conflict in management among the health care professionals have emerged to be
an important concern in healthcare. Thus management of conflict often occurs due to off color
jokes, violence and in many cases sexual harassment. Management of conflict among the
healthcare professionals is important for the establishment of a healthy patient staff
relationship. Most of the times the issues rise for barriers in communication along with
consideration of issues related to social cultural and political reasons. Unrealistic expectation
from staff also is a reason which leads to a hostile environment. Lack of management and
various misunderstandings lead to conflict between the healthcare professional in healthcare.
Thus the healthcare professionals should take measures in communicating with the members
and being adept in inter cultural communications. There are various suggestions for the nursing
managers to consider for avoiding conflict. She should collaborate along with group strategies or
effective group management among people. Moreover there should be clear communication
along with understanding among various areas of agreement. There should be a clear method of
understanding between the staff and the nurses along with patients which should be above all
cultural and linguistic barriers. For this the nurses should be well known about the ethnicity of
the religions their requirement and popular beliefs for effective care and support which would
ultimately help in the prevention of conflict in healthcare.

Management of conflict among staff in healthcare
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Management of conflict in the workplace is a
common but time consuming task especially
for leaders who are healthcare professionals
().
Abuses leading to conflict include demeaning
behavior, off color jokes, ridicule or violence
and sexual harassment.
Conflicts usually arise between physicians
and staff, staff and health professionals and
the patient or the the patents family.
Thus management is important as such
conflicts mainly affect the kind of care
delivered to the patient and his family.
Introduction
Organizations should consider the factors which
would affect the conflict between the
healthcare professionals and staffs like the
shifts of work, workload along with staffing,
manager span of control, physical scale and the
diversify the workplace.
My recommendation is to maintain effective
team management between the members and
choose team members wisely.
moreover I would recommended the use of
communication sills and knowledge about the
ethnicity of people belonging to various
backgrounds for effective and enhanced
communication.
Recommendations for practice,
education, policy , research
Chan, T., Bakewell, F., Orlich, D., & Sherbino, J. (2014). Conflict
prevention, conflict mitigation, and manifestations of conflict during
emergency department consultations. Academic Emergency
Medicine, 21(3), 308-313. doi.org/10.1111/acem.12325
Downar, J., You, J. J., Bagshaw, S. M., Golan, E., Lamontagne, F.,
Burns, K., ... & Cook, D. (2015). Nonbeneficial treatment Canada:
definitions, causes, and potential solutions from the perspective of
healthcare practitioners. Critical care medicine, 43(2), 270-281.
doi.org/10.1093/heapol/czv126
Fleury, M. J., Ngui, A., Bamvita, J. M., Grenier, G., & Caron, J.
(2014). Predictors of healthcare service utilization for mental health
reasons. International journal of environmental research and public
health, 11(10), 10559-10586. https://doi.org/10.3390/ijerph111010559
Gopee, N., & Galloway, J. (2017). Leadership and management in
healthcare. Sage.Retrieved from
https://books.google.co.in/books?hl=en&lr=&id=GRgjDgAAQBAJ&
oi=fnd&pg=PP1&dq=conflict+management+in+healthcare&ots=R4R
ttfENF7&sig=oLsvcGJFPwC-huvgtOQbrjUWqDI#v=onepage&q=co
nflict%20management%20in%20healthcare&f=false
McGilton, K. S., Boscart, V. M., Brown, M., & Bowers, B. (2014).
Making tradeoffs between the reasons to leave and reasons to stay
employed in long-term care homes: Perspectives of licensed nursing
staff. International journal of nursing studies, 51(6), 917-926.
https://doi.org/10.1016/j.ijnurstu.2013.10.015
Valentine, M. A., Nembhard, I. M., & Edmondson, A. C. (2015).
Measuring teamwork in health care settings: a review of survey
instruments. Medical care, 53(4), e16-e30. doi:
10.1097/MLR.0b013e31827feef6
References
The main reasons of conflict arising among
healthcare professionals and staffs among the
workplace pertaining to hospital settings and
healthcare industry are
Misunderstandings depending upon various
political, social religious and cultural outlooks of
the healthcare professionals and the patients.
Poor communication due to linguistic and
cultural barriers.
Lack of planning among the healthcare
professionals which mainly arise de to improper
selection of staff.
Moreover factors like stress, burnout, frustration
can be important factor for the increased
conflict among the healthcare professionals
(Mcgilton et al., 2016).
Reason between rise of conflict
among staffs
Hostile environment
among healthcare professionals .
Moreover disruptive physicians,
prevention of self conflict among the healthcare
professionals and emotional intelligence are
some of the factors affecting the healthcare
workplace.
Families of the patient show the inability to
understand the patient’s progress completely.
Moreover, unrealistic exceptions towards the
staff of ten result due to integration of the
patient's substitute decision (Gope and Gallway,
2017).
Factors contributing to conflict in the
workplace
Actions needed from a leadership
perspective
The nurse manager should collaborate and
show group strategies for effective
management and navigation of responsibilities
which overlap among staffs (Chan et al., 2014).
Nurse manger should have skills of effectively
managing inter-nurse conflict among the health
workplace.
The nurses should incorporate clear
communication along with a clear level of
understanding among the perceived areas of
disagreement.
The nurse should be well rehearsed in conflict
management through conflict resolution.
Increased understanding between the patient
and nurse is also important (Vargas et al.,
2015).
Implications of staff conflict in
nursing
Healthcare professionals should communicate
with family members especially from ethnic
minority groups .
Healthcare professionals should be well known
about the ethnic cultural norms and beliefs.
They should be well aware and well educated
about ethno cultural differences as well as
ethno stereotyping inclusive of linguistic and
religious differences.
Policy makers should make arrangement for the
development of migrant friendly hospitals in
Europe (Fleury et al., 2016).

References
• Chan, T., Bakewell, F., Orlich, D., & Sherbino, J. (2014). Conflict prevention, conflict mitigation, and
manifestations of conflict during emergency department consultations. Academic Emergency
Medicine, 21(3), 308-313. doi.org/10.1111/acem.12325
• Downar, J., You, J. J., Bagshaw, S. M., Golan, E., Lamontagne, F., Burns, K., ... & Cook, D. (2015).
Nonbeneficial treatment Canada: definitions, causes, and potential solutions from the
perspective of healthcare practitioners. Critical care medicine, 43(2), 270-281.doi.org/10.1093/
heapol/czv126
• Fleury, M. J., Ngui, A., Bamvita, J. M., Grenier, G., & Caron, J. (2014). Predictors of healthcare
service utilization for mental health reasons. International journal of environmental research and
public health, 11(10), 10559-10586. https://doi.org/10.3390/ijerph111010559
• Gopee, N., & Galloway, J. (2017). Leadership and management in healthcare. Sage.Retrieved from
https://books.google.co.in/books?hl=en&lr=&id=GRgjDgAAQBAJ&oi=fnd&pg=PP1&dq=conflict+
management+in+healthcare&ots=R4RttfENF7&sig=oLsvcGJFPwC-huvgtOQbrjUWqDI#v=onepage
&q=conflict%20management%20in%20healthcare&f=false
• McGilton, K. S., Boscart, V. M., Brown, M., & Bowers, B. (2014). Making tradeoffs between the
reasons to leave and reasons to stay employed in long-term care homes: Perspectives of licensed
nursing staff. International journal of nursing studies, 51(6), 917-926.
https://doi.org/10.1016/j.ijnurstu.2013.10.015
• Valentine, M. A., Nembhard, I. M., & Edmondson, A. C. (2015). Measuring teamwork in health
care settings: a review of survey instruments. Medical care, 53(4), e16-e30. doi:

THANK YOU