Group Dynamics in Healthcare Settings

Conflict will arise, it is unavoidable. Yet being able to deftly address and adapt is key to promoting a positive work environment. Although conflict can undoubtedly cause discomfort and uncertainty, conflict can also improve communication and allow issues to be espoused and resolved. Positive conflict management can foster growth, encourage mutual respect between colleagues, and enhance quality and standards of care. However, conflict resolution strategies must be met with open communication practices and a clear understanding. Asymmetry in the perception of conflicts can be extremely detrimental to the functioning of the multidisciplinary team. The actual and perceptual distribution of power between members of the team can also play a crucial role in conflict resolution effectiveness. A clear power hierarchy is paramount to effectively discussing and implementing conflict resolution.

According to the Dual Concern Theory, conflict resolution is a function of high or low concern for self along with high or low concern for others. The resulting four way taxonomy includes two passive and two active conflict management strategies. A high concern for others and oneself results in preference for problem solving, which is viewed as the most constructive management strategy. This framework includes the initial identification of the problem, lists potential solutions, considers the impending risks, and executes a plan for the solution that minimizes risk. Although this solution contains elementary framework, it can be applied in the sophisticated area of a multidisciplinary healthcare team. Strategies as such may be used to alleviate the pressure and strain between colleagues, open lines of communication, and improve relationships. (Take away: Embrace conflict!)