Consultation to groups in conflict: some aspects of group design.
1. One should carefully consider the broad dynamics and deal with one's own feelings in performing the consultation. One should resist any pull to act hastily in setting up a group. 2. It must be determined if a group would be helpful in dealing with the problem. Then one must ascertain the desire for a group experience at all levels of the nursing hierarchy. Membership in a group should be by choice and not because of obligation or coercion. 3. The boundaries of the group should be worked out after careful evaluation of the problem. This should include discussion with any potential participants about the desire for a group and about issues of membership and other boundary decisions such as time and place. If the boundaries and responsibilities of membership cannot be agreed upon by the consultant and members, then it is far more responsible not to conduct a group. 4. The task of the group should be defined and clear to the members and be consistent with the desired output of the group. In a group in conflict, there should be a defined primary task, that of dealing with any issues related to the understanding of this conflict. It follows that the role function os the consultant must be carefully defined. 5. To do effective work, the consultant must be seen as independent of the ward authority. One should consider with utmost caution any individual consultation with group members, as this may limit the consultant's effectiveness in dealing with the whole group. The consequences of allowing the ward authority to attend group meetings should be thought through carefully as this will greatly increase the complexity of any experience.
D003220:Conflict, Psychological; D006126:Group Processes; D006127:Group Structure; D006801:Humans; D007400:Interprofessional Relations; D009741:Nursing Staff, Hospital; D012017:Referral and Consultation