Introduction and goal: The healthcare environment implies a complex system of interpersonal relationships. The interaction of different profiles of health and non-health workers enables the performance of direct and indirect care for patients, but also the simultaneous appearance of various factors that can be a source of conflict in organizations. Conflict is defined as a disagreement that manifests itself in incompatible or opposite attitudes or behaviors. On the one hand, conflicts can improve the quality of decision-making and improve the understanding of different points of view, on the other hand, conflicts can negatively affect productivity, creativity, satisfaction and effort related to patient care in healthcare teams. When managing conflict, there are different styles of conflict resolution such as competing, cooperating, compromising, accommodating and avoiding. Different styles may be preferred in certain circumstances or environments. Conflicts in the workplace of nurses/technicians can result in positive as well as negative consequences. The negative effects of conflict in the workplace of nurses/technicians affect the performance of medical staff, which endangers patient safety and increases the risk of unwanted errors. The aim of the research is to determine opinions and experiences about conflicts between nurses/technicians in the workplace and their impact on the nurse/technician's relationship with the patient. Methods: A cross-sectional survey was conducted on a sample of 168 nurses. The research was conducted using an online survey that consisted of six parts where participants expressed their own opinions and experiences about conflicts on a Likert scale. Results and conclusion: The research showed that more than half of the participants usually never get into conflicts with their superiors or assistants, and also more than half of them rarely or sometimes get into conflicts with colleagues. Only 13.1% of participants often or very often enter into conflicts with patients. Work overload is considered by the largest number of participants (72.1%) to be the most common cause of conflicts. Most of the participants state that conflicts most often have negative consequences in their workplace. However, it was shown that the participants' involvement in the conflict does not hinder their positive work with patients, which is certainly the case because it ensures the performance of quality health care despite the existence of the conflict and its consequences. Of all the conflict management styles, the participants use dominance the least, which can be considered positive in the nurse/technician team, since the use of such a style leads to the problem of satisfaction and resolution of only one party in the conflict.