Understanding and resolving conflict to create cultures of well-being in diverse teams

Marzena Buzanowska and Mary Rensel
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Marzena Buzanowska: River City Sports and Spine Specialists, USA
Mary Rensel: Cleveland Clinic Lerner College of Medicine, USA

Management in Healthcare: A Peer-Reviewed Journal, 2024, vol. 8, issue 3, 203-211

Abstract: The 2022 American Hospital Association (AHA) Study, published by the Task Force on Workforce, reported that 75–93 per cent of healthcare workers reported stress, anxiety, frustration, exhaustion and burnout.1 The AHA Task Force recommendations included an immediate focus on creating a culture of well-being and an ongoing focus on leadership development. Team well-being is a broadly defined term related to team happiness and success. Various teamwork and leadership interventions are used to achieve team well-being, and this has been a high priority for organisations in the last few years as the COVID-19 pandemic resulted in massive rates of burnout and exodus from healthcare. We specifically focus here on diverse teams and the effect of negative conflict resolution on team well-being, specifically through its damaging effect on the formation of a culture of safety and belonging. Belonging and safety are created through subtle cues and messages as well as through the outcomes of threshold moments, such as a conflict. Belonging is particularly important for diverse teams because it is not automatically assumed by team members in the way that homogeneous teams do more easily. Studies have shown that diverse teams are more prone to conflict and that the process of conflict resolution can lead to either an increase in team belonging and connection (and well-being) or further distancing, which is then linked to burnout, disengagement and exodus from the workplace. Therefore, how conflict is managed in diverse teams is of crucial importance for team leaders in order to achieve team belonging and well-being.

Keywords: conflict resolution; team well-being; diversity; culture; trust; psychological safety (search for similar items in EconPapers)
JEL-codes: I1 I10 (search for similar items in EconPapers)
Date: 2024
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