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[Does clinical risk management require a structured conflict management?].

Stefan Neumann1

  • 1Geschäftsbereich Qualitätsmanagement und klinische Prozessmanagement, Universitätsklinikum Hamburg-Eppendorf, Martinistraße 52 O13, 20246, Hamburg, Deutschland, neumann@uke.de.

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Summary
This summary is machine-generated.

Clinical risk management often overlooks interpersonal conflicts. A new process model introduces structured conflict management in hospitals, potentially reducing staff turnover and hidden costs.

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Area of Science:

  • Healthcare Management
  • Clinical Risk Management
  • Conflict Resolution

Background:

  • Analysis of errors and near misses is crucial for clinical risk management.
  • Existing methods like process management and HR development are used for improvement.
  • Interpersonal conflict as an error factor often lacks structured management within clinical settings.

Purpose of the Study:

  • To present a process model for implementing structured conflict management in hospitals.
  • To address the gap in clinical risk management methodologies.
  • To explore the potential benefits of integrating conflict management into healthcare.

Main Methods:

  • Development of a process model for structured conflict management.
  • Application of the model in hospital settings.
  • Analysis of its suitability within the clinical risk management spectrum.

Main Results:

  • The developed model provides a structured approach for conflict management in hospitals.
  • Initial evidence suggests structured conflict management can decrease staff fluctuation.
  • Potential reduction in hidden conflict costs is indicated.

Conclusions:

  • Hospitals can benefit from a structured conflict management system.
  • Integrating conflict management complements existing clinical risk management strategies.
  • Further discussion is needed to expand clinical risk management with conflict resolution methods.