Conflict Resolution at General Hospital Case Study

Conflict fortitude at General Hospital - Case Study ExampleIt has been recognized that cultural changes has been initiated by mike throbbing which seemed to be relatively ineffective for the overall organization. The analysis of the case study is aimed at providing dissolvent to various enigmas faced by General Hospital in order to increase its efficiency. Table of table of contents Abstract 2 Introduction to the Case Study 4 Conflict Management Styles 4 Hammers Leadership Style 5 Change Approach Used 7 Conclusion and testimonial 9 References 10 Bibliography 11 Introduction to the Case Study The case study is all nearly the General Hospital that has been facing problems and the performance of the organization has been declining. Therefore, the hospital required certain high-speed answer so that the operations of this organization could be improved. It was noted that the CEO of the hospital Mike Hammer place that the cut in the cost of operation was of top priority and hence increase in the revenues could be the ultimate solution to fix the problem so that the current services could be expanded and the tonic services could have been added in those beas where the General Hospital could have competed successfully. Conflict Management Styles There are various conflict management modes such as competing/controlling, accommodating, avoiding, collaborating and compromising. Competing conflict management style is generally understood as being assertive and uncooperative. It might be understood as protection of ones position which is believed to be correct or at this management style the person tries to win. Accommodating is only the opposite of the competing. In case of accommodating the individual tends to gratify the problems of the other people whilst sacrificing his personal concerns. Avoiding is the style of managing the conflict where the individual doesnt pay due attention towards the conflicts and thus doesnt makes either flack to solve it (AFC -ISPI, n.d.). Compromising is an attempt made by the individual to resolve the conflict by manner of identifying the solution that is accepted to both the parties to certain extent but not fully satisfactory to any one of them. Collaborating aims at cooperating with the other party for their concerns to be realized and thus enabling to express ones profess concern with the aim towards finding a mutually and completely satisfactory solution (Wright State University, n.d.). later having analyzed the case study, it can be revealed that the collaborating conflict management style is practiced to resolve the problem that was pertaining in the organization. Collaborating involves working closely with other person in order to find a operable solution to the problem fully satisfying the concerns of both the persons. In the case study, Mike Hammer engage Marge Harding in order to work together on the matters. In addition to this, by doing so the concerns of both (Hammer and Harding) wou ld be satisfied since Mike Hammers aim was to reduce the cost and Mage Harding cherished to take up the challenge since the work could provide her the chance to get the CEOs position after fewer years. This makes it evident that the collaborative conflict management style has been applied in the case study. Hammers Leadership Style Leadership style is a process whereby the direction is provided, plans are implemented and thus the people are motivated to work in an organization. It is worth mentioning that the leaders might not social function one particular style when executing the above functions. Various styles are used most of them whitethorn even use multiple styles. The diverse leadership styles as exercised by the leaders are authoritarian, antiauthoritarian and laissez fair. In case of authoritarian leadership styles,