Nowadays, we often see posts on social media or news articles that some intern has hit his/her co-intern or resident or a nurse because of a minor miscommunication/ misunderstanding. We would think that medical professionals are above minor conflict but at the end of the day we are just human beings. We have the same emotions as everyone.
Why do conflicts occur?
Conflicts often arise from a combination of institutional factors, such as high-stress environments, rigid hierarchies, personal factors, varying personalities and communication styles, competition and unclear roles. These issues can create a “toxic work environment” that negatively impacts team morale and patient care.
What are the consequences of unresolved conflicts?
Ignoring conflicts can have serious, life-altering consequences. It may:
- Compromise patient care
- Create a toxic work culture
- Lead to disciplinary action or termination
- Affect your mental health, causing burnout or depression
And let’s be honest—no one wants to be treated by a stressed, disengaged, or unhappy doctor.
What can we do about these conflicts?
The Thomas-Kilmann Conflict Model is a widely used framework that identifies five conflict management styles:
1.
Competing: You pursue your own goals at the expense of others. Useful in emergencies or when quick, decisive action is needed.2.
Avoiding: You sidestep the conflict. Suitable when the issue is minor or emotions are high.3.
Compromising: Both parties give up something to reach a middle ground. Practical when time is limited.4.
Accommodating: You put others’ needs above your own. Effective for preserving harmony or when the issue matters more to the other person.5.
Collaborating: You work together to find a win–win solution — ideal for long-term relationships and creative problem-solving.
How would you approach conflicts?
Share your experiences below—your story might help someone else handle theirs better.
MBH/PS
You covered every angle perfectly!