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A surgical facility is a bustling environment with regular, immediate demands that require competence and practical dispute settlement skills to resolve numerous conflicts that may arise in connection with the specified features. This process should be performed under such fundamentals as confidence, the advancement of cohesion, and a high level of effectiveness (Code of Ethics, 2013). Such a reason for conflicts as the lack of clear roles, can cause irreparable consequences for the working atmosphere and relationships in the team. This issue can be leveled by incorporating adequate interaction, competence, and multiple dispute settlement approaches with the involvement of the supervisors and the entire medical personnel.
Within that framework of workplace conflict, a lack of distinct roles develops when colleagues must be more informed regarding what is required at work. This is a prevalent issue in organizations, particularly in challenging work environments. To level collective irresponsibility, the unit supervisor must define a variation in responsibilities. In case of a leaking experience, healthcare workers should seek assistance from the supervisor (Kotcher & Fuller, 2021). Collective irresponsibility is a destructive factor, the influence of which is constantly increasing and causing more and more conflicts, which indicates the need to identify and solve it as soon as possible
Thus, to prevent such an issue, it is required to give training sessions explaining obligations, mutual cooperation among coworkers, and consensus building. The dispute resolution educational program may be applied. The teaching session includes core conflict resolution ideas, self-reflection, and a focus on experiential learning by evaluating clinical studies (White et al., 2020). Multi-specialty of these programs authorizes their direct and justified application in the educational and practical compound of a healthcare profession, considering the peculiarities of each medical branch.
Surgery is a profession wherein effective teamwork performs an important function in patients’ coordinated care at any stage. Furthermore, improper conflict management can jeopardize patients’ well-being and result in increased dysfunctional and negative outcomes (Fahy, Mueller, & Fecteau, 2021). Ethics consultations and mediations are useful for explaining statutory obligations, responsibilities, and precedents and resolving moral quandaries (Kayser & Kaplan, 2020). Despite the considerable quantity of universal methods of conflict resolution in the medical environment, not all of them can be applied to overcome the lack of clear roles.
The resolution of the conflict caused by the lack of clear roles is possible, considering the dispute resolutions principles. Therefore, supervisors should examine the issue critically, be open-minded about solutions, gather all the information before the discussion, and analyze each problem as the teams issue. In constructive dispute resolution, excellent cooperation attributes include compromising, adaptability, politeness, and partnership. Such cooperation causes require the presence of proper communication skills, such as attentive comprehension and transparency (Kotcher & Fuller, 2021). Understanding everyone’s role on the team is critical to not cause various occupational issues.
Conflict is an unavoidable component of surgical care and should be viewed as an alerting sign of impending difficulties that must be recognized, prevented, or de-escalated and handled as soon as possible. Despite all attempts to harmonize with fellow employees, inner aspects such as previous knowledge, marginalization and prejudices, and structural inequality, combined with outside variables such as divergent priorities and values, create a conflict-prone atmosphere. In surgical activity, there is a high need for effective communication, professionalism, and ethics to reduce the risk of conflicts and effective ways of resolving them in case of their occurrence.
References
Association of Surgical Technologists. (2013). Code of ethics. Author.
Fahy, A. S., Mueller, C., & Fecteau, A. (2021). Conflict resolution and negotiation in pediatric surgery. In Seminars in pediatric surgery, 30(5), 151100. Web.
Kayser, J. B., & Kaplan, L. J. (2020). Conflict management in the ICU. Critical Care Medicine, 48(9), 1349-1357. Web.
Kotcher, J., & Fuller, R.N. (2021). Surgical technology (8th ed.). Saunders.
White, B. A. A., White, H. D., Bledsoe, C., Hendricks, R., & Arroliga, A. C. (2020). Conflict management education in the intensive care unit. American Journal of Critical Care, 29(6), e135-e138. Web.
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