The most usual conflicts in hospital from the point of nurses view during cooperation with the physician

To keep good and non-conflict relationships between doctors and nurses is not an easy task their stressful working environment. Despite the fact that both doctors and nurses have a common goal, and that is to provide the best care of their patients, there are situations leading to conflicts between doctors and nurses. Good relationships between nurses and doctors are a guarantee of a harmonized cooperation in the entire medical team. That is why it is important to avoid conflicts and, if any conflict has already occurred, it is important to use it for the benefit of the whole team. The goal of our work was to define the most frequented conflicts in hospitals from a point of nurse's view in a cooperation with doctors, and what impact these conflicts have on nurses' work. To process the data in the first part of my thesis, the quality method for a research survey was used. The data collection was implemented by interviews. The research sample group was composed of eight nurses working in bed departments of different hospitals. On the grounds of the quality survey I set four hypotheses which I tried to verify in the quantity survey. To collect the data in the quantity part a questionnaire survey was used and the research sample group was also composed of nurses working in bed departments. The data were being collected in the period of March through May. To assess the results 175 questionnaires were used. The hypothesis 1 - The most frequented conflicts between nurses and doctors root in a wrong communication, has been proven on the grounds of our findings. The hypothesis 2 - Conflicts between nurses and doctors result from increasing competences for nurses has been proven, too, as well as the hypothesis 3 - Conflicts between nurses and doctors result from misunderstanding nurses' and doctors' roles. The hypothesis 4 - Conflicts between nurses and doctors have a negative impact on nurses' work was proven, too. The results have also revealed that the second most frequented reasons for conflict situations represent personal qualities of doctors, which was not included in the hypotheses. In the summary of the thesis I incorporated some recommendations how to handle conflict situations effectively. This work should be a foundation for a potential follow- up research not only in this field, but it can also serve management teams in medical institutions. They should take actions to improve the situation to some extent