Staff conflict is one of the main contributing factors to the effectiveness of IPW. For IPW to be successful professionals must be willing to commit to working collaboratively with others and have the correct professional attitude when working alongside other professions. Referring to the definition of an IPW team there is no surprise that conflict amongst the team is no phenomenon. However, it is how these professionals work to resolve the conflict to prevent it from affecting...
Staff conflict is one of the main contributing factors to the effectiveness of IPW. For IPW to be successful professionals must be willing to commit to working collaboratively with others and have the correct professional attitude when working alongside other professions. Referring to the definition of an IPW team there is no surprise that conflict amongst the team is no phenomenon. However, it is how these professionals work to resolve the conflict to prevent it from affecting the team’s function, effectiveness and the care delivered to the individual becomes the primary goal. Conflict can arise from several different factors such as communication, values, professional difference, and even stress, this conflict can occur between two professionals, two care receivers and the professional and individual receiving the care and if left unresolved can disrupt the quality of care provided. Conflict can undermine the professional-patient relationship because the majority of their time is spent on trying to resolve the conflict rather than build a therapeutic relationship. Although often seen as a negative, conflict can be turned into a positive situation especially when it has been resolved between a professional and the individual receiving care. The conflict that has been resolved correctly can lead to a stronger therapeutic relationship; it provides an opportunity for growth. It allows patients to share their feelings and thoughts which may not have been disclosed if the conflict hadn’t occurred.
