A crash course in conflict resolution.
Knowing how to resolve conflict with finality establishes positive changes in coworker relations, prevents drops in productivity, and frees a manager's time for more important issues. Conflict arises from four sources: (1) Real or imagined differences in values, (2) dissimilar goals, (3) poor communication, and (4) personalizing generic or organizational issues. Right now health care is full of the latter. It's possible--and useful--to make conflict productive rather than disruptive. The secret is using a process that produces a solution acceptable to everyone. This requires three steps: (1) Value differences must be addressed, (2) communication styles must be established, and (3) everyone must commit to mutually satisfactory resolution of the issues.
Kennedy
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D003220:Conflict, Psychological; D003625:Data Collection; D006282:Health Personnel / Q000523:psychology*; D006801:Humans; D017008:Negotiating; D010559:Personnel Management / Q000379:methods*; D008486:Physician Executives; D014481:United States