Conflict resolution in health care

1. Conflict Resolution
Wit special considerations to Doctors
and Subordinate staff

3. What is Conflict?
• Perception of mutual interference
• A process that begins when goals of one party
are frustrated by another
• Requires
interdependence
/interaction

4. Sources of Conflict
• Resource scarcity
• Incompatible goals
• Structural factors (size, routinization,
specialization, reward systems)
• Conflicting perceptions, ideas, or beliefs
• Differences between people
• Conflicting thoughts/needs within an individual
• Lack of communication (maybe

5. Types of Conflict
• Task content conflict (differing opinions
related to the task)
• Emotional or relationship conflict
(interpersonal conflict -- dislike, negative
emotions)
• Administrative or process conflict
(disagreement on how to get the task
completed — e.g., duties, decisionmaking
technique)

6. Goal of Conflict Resolution
• Confront problems, communicate openly and
respectfully with someone of opposing
opinion to provide optimal patient care

7. Why Address Conflict?
• Inevitable in dynamic environments
• Can lead to feelings of powerlessness
• Can cause anyone, especially subordinates, to
view administrators, attending physicians as
adversaries and creates conflict and divided
loyalties in the workplace