Conflict Management Case Study

In this paper I will discuss the conflict that is occurring at General Hospital, the conflict management styles that are evident in the case, and how General Hospital could have used teams to address the cost reductions needed to stay competitive. I will also describe how the CEO of General Hospital, Mike Hammer can us negotiation skills to get buy-in for the cost reductions and finally I will recommend a strategy for Hammer to resolve the problem.

Whether you work for a manufacturing facility or the health care system, conflict is unavoidable. As a manager, you must learn to deal with conflict in the workplace. In this paper I will describe the different styles of conflict management. I will also discuss my preferred conflict management style with examples of its use. Lastly, I will describe a situation at work and how a conflict management strategy could have improved that situation.

Conflict perspective- Ms. Johnson is experiencing the conflict perspective, due to the kids moving in with her. She is used to living alone and living on a very conservative budget to support herself. Eventually, with Ron and Rosalind coming to live her living arrangements and financially will drastically change. Ms. Johnson is feeling a little of psychodynamic perspective also with the kids living with her. She expresses to the social worker that they are driving her a little crazy. Fortunately, Shirley enrolled the kids in preschool before she was sent to prison. This gives Ron and Rosalind a social support. They will be in a safe environment and they will be learning things to help prepare them for school. The kid’s physical and cognitive

Everyday nurses are confronted with responsibilities; tasks and providing care for their patients in environments that require cooperation, and most importantly communication. In the Intensive Care Unit (ICU) and Emergency Room (ER) where I work, tensions, acuity and a plethora of other stressors tend to run high. In these critical areas conflicts between co-workers, patients and families can occur rapidly and frequently. In reading Dialogue Heals these conflicts commonly experienced by healthcare personnel are broken down into seven distinct categories with examples and a brief example of how to communicate about the issue. Crucial Conversations: Tools For Talking When the Stakes are High gives a thorough review of identifying, addressing and progressing critical conversations by helping identify barriers that are often encountered when the conversation turns vital. Communication is such an important issue, thirteen years after the initial implementation it is still the second National Patient Safety Goal provided by The Joint Commission because of it’s effects on patient care (Davis, Lockhart, Landon & Henry, 2014). This paper will give a personal example as to why it is important to get a dialogue open before the problem compounds and produces adverse effects.

Ego conflicts are when a dispute centers are status or power. Often, this type of conflict will begin with some small issue, but as status and power start to play an influence the conflict will escalate.

How often do you have a conflict (disagreement )? (for example: with your team members).

The lessons of conflict management and emotions I have been taught in class have helped me tremendously this year. Overall it has been a successful strategy to be able use the techniques of conflict management in my life. Awareness plays a key role for me personally and the conflict management skills have only fortified that attribute. The focuses of creating safety during crucial conversations, using a healthy displacement of emotions, and the true understanding where people come from, have efficiently aided me in pursuing a more sustainable personal life.

Conflicts are mostly unintended; a conflict arises whenever individual’s perception, interpretation, action or decision differ from one another. Workplace team conflict occurs when a group and team members have different point of views and choices own preferred ways of accomplishing tasks or goals without considering each member of his/her team.

Conflict is something that is constant in all relationships as well as in the work environment. People will always have different ideas, personalities, cultures and behaviors that will cause a conflict to arise. As a Christian leader in a management position it is very important to realize the different types of conflicts as well as how to ensure they are properly handled. If they are handled correctly, then a positive learning experience will occur. However, if the conflict is mishandled, the entire organization could suffer, leading to a destructive atmosphere in which to work (Thomas, 1992). This paper will discuss two theories of conflict management and describe how Christian leaders can utilize them to their advantage.

listened to supported and understood is what I am for a deputy manager. Listening to each other and having patience with each other is very much part of how I run my team. Remembering what our shared values, goals, responsibilities as well as understanding how we as a team can successfully fulfil our roles is crucial. This helps to resolve conflict, and encourages respect for each other’s role and how hard we all work for our client’s satisfaction. “The Solution-Focused approach aims to help individuals, teams and organisations to break out of vicious problem-cycles and develop constructive, customised solutions.” Focus on Solutions (2017).

Mike Hammer, CEO of General Hospital, realized that there were many problems within the hospital. Without progressive action the hospital would soon face survivability issues and possibly lose its accreditation to practice medicine. Mike Hammer’s biggest challenge at General Hospital was to cut costs while increasing revenues so that promising current services added in areas that will allow General Hospital to compete with the medical center. In Hammer’s experience physician costs were a major factor in the inability of hospitals being able to regulate costs. He believed that physicians didn’t understand that their costs were directly connected to the viability of the hospital in which they worked.

They are many concerns or reasons that causes conflicts in the workplace. It can be from poor communication, poor work ethics, personal issues, not been a team player or sharing different views or values. All these factors contribute tremendously for staff members to have continuous conflicts. Being a leader is my responsibility to resolve these conflicts and preventing these problems from escalating. In addition, it will be my leadership qualities that I will portray, will ensure that conflicts will be resolved and everyone will work in love and unity.

This case considers conflict and politics in organizational settings. Ramsey “‘Ramrod” Stockwell, vice president for Production at Benson Metals, is becoming very uncooperative and difficult. Ramrod is having frequent run-ins with sales, who are exasperated with his uncooperativeness and refusal to supply them with reliable information concerning delivery dates, and production scheduling. Most students feel the problems stem from Ramrod, his obstinacy and “rough diamond” personality. They favor firing to reducing conflict and getting Benson Metals back on track. The problem is due to the internal power structure, unchanged in a changed

This paper attempts to describe an organizational conflict which I experienced, and explain its background which is related to organizational behavior issues. Moreover, I shall make discussion about what could be done to manage the organization more effectively.

In this paper we will look at several different topics and how Jack Welch and even myself managed these topics. One topic we will explore is the tools, method, and strategies of problem solving. Another topic to discuss will be the concepts and techniques of conflict management and negotiations. This paper will explore these topics and we will see how Jack Welch mastered these topics.