Conflict, which is an integral part of nature, is defined as dispute, disagreement and incompatibility. Conflicts can be classified as conflicts with oneself, interpersonal conflicts, intergroup conflicts, conflicts between individuals and groups, and inter-institutional conflicts. In addition, vertical conflicts, horizontal conflicts and command and staff conflicts are also common types of conflicts in health institutions. Health institutions are areas where many professionals work together. The fact that the parties providing and receiving services in hospitals are human, complex business processes and dependent structure create a natural environment for conflicts. In addition to these, factors such as communication problems, behavioral patterns of people, use of common resources, groupings, ambiguities in job descriptions stand out as the causes of conflicts in hospitals. Elimination of conflicts should not be seen as a definite solution management. It should be kept in mind that some conflicts, when kept under control, can provide better results for the organization by ensuring the dynamism of the organization. The process of analyzing the conflict, determining the appropriate strategy and finding a solution is defined as the conflict resolution process. Whether conflicts are caused by personal or organizational reasons also affects the strategy to be considered in conflict resolution. Good analysis of conflicts is important at this point. The conflict should be handled together with steps such as determining the main source of the conflict, the existence of hidden causes, the attitudes and approaches of the parties, and determining the solutions that will create the best results for the organization and the person. As a result of the analysis, the most appropriate strategy for the solution should be determined. Strategies frequently used in conflict resolution can be listed as problem solving, avoidance, coercion, compliance, compromise, accommodation, smoothing and changing the source of conflict. There is no best strategy that resolves all conflicts in the most appropriate way. Each conflict can be resolved in the best way with the most appropriate outcome. For some conflicts, not resolving them may be the best solution. In order for employees, especially managers, to approach conflict with the right perspective and try to resolve it, having knowledge about it will ensure that conflicts are resolved in the best way for the person and the organization. For this reason, it is recommended to support employees with conflict-oriented trainings.

Keywords: Nursing, Conflict, Health İnstitutions, Conflict Management