Research shows that individuals who focus on life skills are successful in their workplace and real life situations early on 1  . Life Skills Encompass a wide ranging ,  unstructured set of skills and attitudes that is difficult to define or code or categorise 2 .   Department or a team is a small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable 3 . Life skills have been defined and categorised in different contexts. The comprehensive Hilton Pellegrino framework has categorized  21st century competencies into  three domains, with the hypothesis that these three areas are essential to be successful in education,  workplace ,  health and in civic participation  4  .

learning outcomes in India remain abysmally low is no longer a debate, with the rate of progress over the years appearing to be negative 5 . Even in our Medical literature , lot of research and studies are only focusing on  clinical Conflict Management and the other  areas of Conflict Management is not addressed effectively .

Cognitive achievement and life skills are strongly interdependent, with academic achievement relying heavily on abilities like self-discipline and motivation 6 . There are several behaviours, skills,attitudes, and strategies - beyond content knowledge and academic skill - necessary for  sustained and significant improvements in learning outcomes  7 .This study focuses on the Conflict Management Patterns and parameters  among  the Doctors of Pre – Clinical and Para Clinical Departments of GMKMC – Salem .

This study is a Cross sectional study  . This study was conducted among 45 Doctors of 7 Departments ( Anatomy, Physiology, Bio Chemistry, Pathology, Microbiology,  Pharmacology and Forensic Medicine)  of  Government Medical College Salem. During the period of October –December  2023  . 

Inclusion Criteria

All the Willing Doctors ,Particularly the teaching Faculties  in all cadres were included in my study,

EXCLUSION CRITERIA

 Those who did not consent and not willing were excluded,   

Sampling Technique:  Convenient   Sampling Technique.

Study Tool

A pre structured Questionnaire on Modified Thomas Killman Questionnare 8  other Basics of Conflict Management in Multiple Choice questionnaire format with scores for each response.

Data Collection

The Pre structured Questionnaire with  25 Objective type Multiple choice question format, carefully framed questions on Conflict Management Domain alone was selected. Total of 25 marks allotted  and the percentile also calculated to 100.

Data Analysis

Epi Info – 7 was used for statistical software.  All the quantitative Variables were calculated as mean ± Standard Deviation, Pearson Chi square Test was used to assess the statistical significance. P value of less than or equal to .05 indicates significance.  Logistic regression – Co efficient of Beta  ( r2 )was also done as Multi Variate Analysis.

Ethical Approval:

from the Institution Ethics Committee – Govt. Medical College – Salem , Tamil nadu – India . ( Scanned and enclosed  )

Mean Age group of this study subjects was 38.8 ± 7   ( mean ±2 S.D) in  years

Mean years of service or teaching experience of study subjects is 11.2  ±  5.4

 ( mean ±2 S.D) in years

TABLE 1 : GENDER DISTRIBUTION AMONG STUDY SUBJECTS :

On Gender Distribution pattern in this study  – Males constituted 65% (n = 26 ) and Females constituted 35 % ( n = 14 ).

TABLE 2 :  DISTRIBUTION OF RESIDENCE AMONG STUDY SUBJECTS:

On the Distribution of Residence pattern in this study  – subjects from Urban constituted 50% (n = 20 ) and subjects from Rural constituted  15  % ( n = 06 ).

TABLE 3 :  DISTRIBUTION  OF DESIGNATION OF STUDY SUBJECTS :

On the  Distribution of  Designation or cadre wise  of study subjects : – subjects from the Professor Cadre constituted  18 % (n = 7 ) , the Associate Professor Cadre constituted  28  % (n =11 ), Assistant Professor cadre constituted 44  % (n = 18 ) and Tutors constituted 10  % ( n = 04 ), 

TABLE  4 :  DISTRIBUTION  OF PERSUTION UNDER GRADUATION – MBBS  OF STUDY  SUBJECTS :

65  % ( n = 26 ) of this  Study subjects completed there Under Graduate MBBS in their own home state .( Both Government And Private Universities ). The 30  % ( n = 12 ) of this  Study subjects completed there Under Graduate MBBS in their Allied or Nearby states .( Both Government And Private Universities ).

TABLE  5 :  DISTRIBUTION  OF PERSUTION  POST GRADUATION – M.D, DIPLOMA OF STUDY  SUBJECTS :

52.5 % ( n = 21 ) of this  Study subjects completed there Post Graduate MD of their respective Speciality   in their own home state .( Both Government And Private Universities ). 37.5  % ( n = 15 ) of this  Study subjects completed there Post Graduate MD of their respective Speciality  in their Allied or Nearby states .( Both Government And Private Universities ).

TABLE  6 :  BOOKS IMBIBED OR READ  RELATED TO CONFLICT   MANAGEMENT  PATTERN AMONG THE STUDY SUBJECTS  :

Only 15 %  ( n= 6 ) of the study subjects has read books and articles related to CONFLICT   MANAGEMENT Context .

TABLE  7 :  OTHER EXTERNAL RESOURCES EXPOSED RELATED TO CONFLICT  MANAGEMENT   PATTERN AMONG THE STUDY SUBJECTS :

Only 10 % ( n= 4 ) of the study subjects had Exposed to External resources related to CONFLICT  MANAGEMENT   Context . Here the External resources included are Videos, Talk show, Conclave , Panel discussion, Role Play , Combined Medical Education , or any other forms of  training activity .

TABLE  8 :  SCORING  MARKS OF STUDY SUBJECTS :

Out of the Total 25 Multiple choice questions related to CONFLICT  MANAGEMENT   in pre & Para clinical settings . Each right answer carries one mark and Maximum total per subject is 25. 65 % ( n = 26 ) scored less than 8 marks & 35 % ( n = 14 ) scored More than 8 marks,  

TABLE  9 :  UNIVARIATE ANALYSIS FOR STUDY VARIABLES WITH   PEARSON S CHI SQUARE SIGINIFICANCE : ( P  VALUE  )

TABLE  10 :  MULTI VARIATE ANALYSIS FOR STUDY VARIABLES WITH  STATISTICAL SIGINIFICANCE ON LOGISTIC REGRESSION :

On Running the   MultiVariate Analysis for study variables with  Statistical significance on logistic regression  was seen for two variables -  Exposure to External resources and  Age More than 35 Years .  Variables that lost statistical significance  are Exposure to Books, Under Graduate and Post-graduation at same state and Designation of Masters (M.D) verses Diploma ( DPH ) .

Conflict may be defined as a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals. Conflict on teams is inevitable; however, the results of conflict are not predetermined. Conflict might escalate and lead to nonproductive results, or conflict can be beneficially resolved and lead to quality final products. Therefore, learning to manage conflict is integral to a high-performance team. Although very few people go looking for conflict, more often than not, conflict results because of miscommunication between people with regard to their needs, ideas, beliefs, goals, or values 9 .

Conflict management is the principle that all conflicts cannot necessarily be resolved, but learning how to manage conflicts can decrease the odds of nonproductive escalation. Conflict management involves acquiring skills related to conflict resolution, self-awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict in your environment. Listening, oral communication, interpersonal communication, and teamwork rank near the top of skills that employers seek in their new hires. When you learn to effectively manage and resolve conflicts with others, then more opportunities for successful team memberships are available to you 10 .

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 Physiologically we respond to conflict in one of two ways—we want to “get away from the conflict” or we are ready to “take on anyone who comes our way.” Think for a moment about when you are in conflict. Do you want to leave or do you want to fight when a conflict presents itself? Neither physiological response is good or bad—it’s personal response. What is important to learn, regardless of our initial physiological response to conflict, is that we should intentionally choose our response to conflict 11 .

 Below are five conflict response modes that can be used in conflict.they are Competing , Avoiding, Accomodating , Compromising , Collaborating.

In this study Males out number females by Participation ,Males contributed 65% and females were 35% only ,  But the Intelligence quotient or  any other Unique technique among the gender perspective has not been applied in this study.  But similar study by Tracy CF et al  states that gender difference were perceived , female doctors are more likely to be influenced by psychosocial factors and expectation than male doctors in Conflict Management in different Scenarios  12  .

The  Mean Age group of this study subjects was 40.8 ± 6.4 ( mean ±2 S.D) in  years, My study two groups were made as age equal & above 35 years and other group of  age less than 34 years .Doctors above 35 years age showed good scores in the questionnaire tool & statistically also significance was seen compared to other groups of less than 34 years . Similarly Mc kinley JB et al study also supports that greater the age of the medico , the  more logical in  Conflict Management capacity 13 .

Also  Franks p et al study also emphasis the same concept of gender differences are there in Conflict Management particularly among medicos   14. Unfortunately, not all conflicts can be resolved to everyone’s liking. It may be necessary atsome point to distance yourself from the source of the problem. That may include resigning from a position, leaving a research project, or shifting your focus to other activities—a sad situation to be in but one that is preferable to continuing to endure an unpleasant environment 15 .

Cognitive Factors such as Intelligent quotient, emotional quotient , gravity of the situation, Individual variations , Past recuperations   , basic individual stereotypes like introvert , extrovert , ambivert exert influences over Conflict Management and its outcomes 16   but these domains were not covered and analysed in this  study.  

The study Variable of Residence of study subjects, Both Urban and Rural did not show any difference to the outcome variable Conflict Management.

Even the  Cadre or Post wise divisions of study subjects also did not show any difference to the outcome variable – Conflict Management.

The variable Denoting  MBBS studied in same state had Statistical significance  in Univariate ( p Value  <  .05 ) but not in  Multi Variate Analysis  with the outcome variable.

Univariate Analysis and Significance  ( P Value < .05 ) was seen in five   variables namely - External Resources related to CM , Books related to CM, UG studied at same state , , Exposure to Workshops or CME s related to CM ,  and Age Group < 35 Years .

Multi Variate Analysis  and  r2 (Exponent of Beta Value )  Significance was seen in only two   Study  variables namely – Exposure of study subjects to External Resources ( r2- .75 )  and Age Group  Equal to or greater than 35 Years ( r2- .81 ).

In the Questionnaire And Scoring  only 35 % ( n = 14 ) had more than 8 and  only 65 % ( n = 26 ) had Less than 8 for total of 25 Marks . This focuses on to improve Conflict Management process & skill sets for handling different situations and productive outcomes in  Pre and Para Clinical Set ups . 

The Self structured questionnaire was piloted and tested with crohn bach alfa value more than .72 %  . Some of the Situations for Conflict Management   in pre & Para Clinical Departments includes  Verbal conflict with Colleagues , Miscommunication issues, managing Students quarrels , Adminstration mismatch , Inter Departmental rosters , Unequal distribution of duties . Even though these are some of the rarest occasions in our budding college side , the medical teacher should be sensitize atleast the basic approach, not only the problem is identified – each scenario carries four ethical & logical options with scoring also.

Now as per National medical commission India – GMER 2019 Guidelines ( Graduate Medical Education Regulations ) Mentor mentee Program  . Each faculty from the pre & Para Clinical department will be taking care of atleast 5 students. So in such academic bonding , transferring the Life skills from the mentor to the mentee will be productive & Effective in all ways the budding medical students and future society on large scale   17  .    

Limitations: The total Sample size was 45 and Non Respondent rate was 11.1 % ( n = 5 ) , 3 of the study subjects did not returned the data sheet and 2 of the data sheet was not properly filled. Study Variables like Books Imbibed and External resources on Conflict Management subjects had a lot of recall bias. Motivating the Study subjects to improve their Conflict Management skills is too cumbersome and  a persistent one with different modalities.

Of all the different  Direct and Indirect parameters of Conflict Management   in a medical college set up,  in this study only  two parameters namely  Exposure to External Resources, and age more than  35 years of the study subjects has statistical significance and holds the vital parameters for   CM among teaching faculties of Pre Clinical and Paramedical Departments. 

To Improve this Component – Doctors are recommended to participate or expose to External resources like CME, Workshops,  Panel discussion, Paper Presentation , Conferences , Conclaves . Naturally Aging also improves the Conflict Management Component .    The medical community must be aware vital role  of Conflict Management in different set ups for the improvement in quality of medical  fraternity current & future generations

Acknowledgements

The Authors like to thank the Dean, Vice Principal and the HOD s and faculties  of Anatomy, Physiology , Bio chemistry, Pathology, Microbiology, Pharmacology and Forensic Medicine for their support and Contribution to this study.

Declarations

Funding: No Funding Sources

Conflict of interest: none Declared

Ethical approval: Institution Ethics Committee – Govt. Medical College – Salem.

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