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21 Ga. St. U. L. Rev. 857 (2004-2005)
The Culture of Health Care: How Professional and Organizational Cultures Impact Conflict Management

handle is hein.journals/gslr21 and id is 871 raw text is: THE CULTURE OF HEALTH CARE: HOW PROFESSIONAL AND ORGANIZATIONAL CULTURES IMPACT CONFLICT MANAGEMENT Debra Gerardi* INTRODUCTION Culture matters. It matters because decisions made without awareness of the operative cultural forces may have unanticipated and undesirable consequences .... The argument for taking culture seriously, therefore, is that one should anticipate consequences and make a choice about their desirability. I The expansion of alternative dispute resolution within the past 30 years, in both the public and private sectors, is well-documented.2 However, despite this expansion, attempts to expand alternative dispute resolution (ADR) and conflict management services into health care organizations have had little success.3 A 1997 survey of Fortune 1000 companies that had adopted some form of organizational conflict management strategy indicates that those organizations experiencing high levels of market pressure were most likely to adopt a preventive approach-use of ADR in all types of disputes with a comprehensive set of policies designed to manage conflict.4 Given the intense market pressures within the health care * Debra is the President and CEO of Health Care Mediations, Inc. providing conflict management services to health care organizations internationally. She is also the director of the Program on Healthcare Collaboration and Conflict Management at the Werner Institute for Negotiation and Dispute Resolution at Creighton University School of Law. Debra can be reached at dgerardi@healthcaremediations.com. 1. EDGAR H. SCHEIN, THE CORPORATE CULTURE SURVIVAL GUIDE 3 (1999). 2. DAVID B. LIPSKY ET AL., EMERGING SYSTEMS FOR MANAGING WORKPLACE CONFLICT: LESSONS FROM AMERICAN CORPORATIONS FOR MANAGERS AND DISPUTE RESOLUTION PROFESSIONALS 75 (2003). 3. Harry N. Mazadoorian & Stephen R. Latham, ADR for Health Care Organizations, DISP. RESOL. MAG., Fall 2004, at 8, 10. 4. LIPSKY ET AL., supra note 2.

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