Ego and value conflicts overlap in a healthcare workplace causing hostility and conflict between the healthcare workers. For example, in nursing, it is noted that conflicts arise out of everyday behavioural patterns like the ways managers treat the nurses in situations. Egos often get bruised because of public confrontations or displays of hostilities. Healthcare professionals also harbour values and principals of their own with regard to patient care which might lead to difference of opinion with their co-workers which in turn reflects as ego clashes, thereby affecting overall performance of a team.
Compromising and collaboration are the most effective ways in arriving at conflict resolution. Since healthcare is a high-pressure field of work, there might not always be one solution for all conflicts and one method of execution. Aggression and force might be required in crises situations, but on a daily basis, employees must be encouraged to develop a compromising attitude to enable smooth operation, while the overall goal of complete resolution of conflict must be approached through step-by-step collaboration, depending on availability and openness of the conflicting parties.
Personal conflict management style
My personal conflict management style falls somewhere in between accommodating and forcing. While I have learnt that avoidance of conflict might only lead to bigger conflicts, I find it quite easy being accommodative without having to sacrifice a lot of personal needs. Accommodating is also a useful tool in gaining trust of co-workers or in any other relationship. While avoidance removes one out of the equation completely, temporary compliance, namely accommodation ensures that one preserves an amount of leverage in future issues. When a conflict is brewing, the accommodator has the early advantage in understanding the underlying issues and the extent to which the conflict might affect him or her in the future.
If the conflict grows beyond my reach or control, I assert my right to dictate the terms because of my generally accommodative nature and the full knowledge of both sides of the conflict. I find forcing a good way to arrive at a quick resolution in situations where a lot of emotions are involved. Although, I do realise that, through forcing I might not always be acting in the interests of all parties involved in the conflict.
