d, comprehensive, and relevant treatment regardless of the diversity present within the health care organization (Davis, 1995, p. 32A; Schwartz & Sullivan, 1993, pp. 51-56).
Cultural diversity is managed most effectively within nursing organizational structures when the leadership emphasis occurs at the work group level. The behaviors of group leaders need to vary as groups mature to promote optimal group effectiveness (Nemetz & Christensen, 1996, pp. 434-462). During all stages of the group activity, however, the nurse manager must act to minimize uncertainty and reduce tension. Nurse managers must understand their own views in relation to power, communication, and organizational culture before attempting to understand the views of other group members.
Organizational conflict exists at the interpersonal, within-group, and inter-group levels (Larkey, 1996, pp. 463-491). Within-group conflict is the level of interest in this discussion. Within-group conflict involves both people conflicts and task conflicts. People conflicts at the level of within-group conflict does not refer to interpersonal conflict. Rather, people conflicts in the context of within-group conflict involves issues of equity among group members. Task conflicts are associated with the interdependence character of group functions.
There are a number of factors that serve as the source of within-group conflict (Larkey, 1996, pp. 463-491). Technology (an organization's material resources and physical environment) constrains and patterns group activity, and, thus, is a source of potential conflict within
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