Analyzing Conflict of Handling Styles

Conflict of Handling Styles This is a response to two scenarios that try to solve a problem using solution solving models and leadership qualities. Scenario Background (1) Colleagues in internal medicine in one of the community hospitals stopped a radiologist following a staff meeting that unanimously agreed that such an action be taken. A week earlier, an internist had referred an elderly man suffering from chronic cough for an x-ray (chest). The patient had also been diagnosed of bronchitis.

On a Thursday, morning, the internist had received an x-ray report which indicated that the patient had been diagnosed of bronchogenic Carcinoma. The internist wondered why the radiologist had not shared the report with him verbally. He was upset and complained about it but did not use abusive language. Handling a conflict This would have been the best scenario TKI would use. TKI have been on the forefront on conflict resolution assessment. They have done this job for over 30 years.

The instrument does not require any special qualifications for its administration. Already, it is being used by Organizational Development (OD) and Human Resources (HR) consultants as a catalyst in discussing various issues that help in learning how conflict --handling modes may affect groups, organizational or personal dynamics. TKI measures how a person would behave when faced with a conflict. Conflict situations refer to any concerns raised by two people who appear to be in conflict and incompatible (Thomas and Kilmann 2015).

When this happens, a person's behavior can be described along the following two dimensions: 1) Assertiveness- refers to how far one is ready to go to satisfy his concerns. 2) Cooperativeness- refers to how far one is ready to go to satisfy the other persons concerns. These are the two basic dimensions used to define the different modes that respond to conflicting situations that are competing, compromising, collaborating, avoiding and accommodating. When this happens, collaborating could be the best option available.

Collaborating may involve any attempt to work with other people so as to find a solution that will meet their concerns. It means researching on issues to identify the underlying needs or wants of the two parties. In the above case, both the radiologist and the internist would benefit from the scenario. The internist's concern was that things were not being handled as they should have been. The radiologist on the other hand, could have reasons why things were being handled differently.

Expressing this out could help to have this sorted out. Promote Change To do this, it may be necessary to expend valuable resources in addressing and resolving conflict. It helps to improve communication in the place of work may appear to be a luxury when it actually is not. It is an effective measure that can help to preserve important resources in a place of work.

Creating productive and a happy employee (Rau --Foster) -- Investing in the education of an employee leads to an effective communication and helps to resolve conflicts. knowledge helps people improve with time. Setting up the new policies which target communication is encouraged. Scenario background (2) The community medicine Division and a family of HMO (large staff model) are used to serve an ethnically diverse population.

The HMO's senior management team is at the receiving end of regular complaints from the representatives of a racial group, which encourages division among physicians; most of whom are white. The management receives several applications from the Hispanic and black physicians who have the commendable credentials to apply for the open vacancies. Unfortunately, none of them was hired. In another twist, a female family physician learns from colleagues that the division director has labeled her as a racist and blamed her for obstructing recruitments.

She refutes the allegations, stating them to be not just false but also discriminatory, especially after she heard them being uttered by a division chief. There are veiled aspersions and muted rumors on her conduct across the entire division. How Conflict Can Be Handled Another method that should be used to resolve conflict which was developed for working with children in difficult situations includes Collaborative Problem Solving (CPS). The method is not just for kids.

It is evidence based, and can be adapted to help managers to work effectively with the staff whenever there is conflict (Bernstein and Ablon). Basically, CPS works as a plan B, it is a clear process that helps to work through conflicts. This is why this article describes the underpinning of CPS and gives direction on what needs to be done by using well illustrated examples. So far, Plan B appears to be the best model to be used by the division chief to mediate.

If the mediation fails, a legal action should be pursued. Promoting Change Getting involved in gossips at the place of work seems to be the order of the day. Looking at the number of publications that feature celebrities tells us that the appetite for discussing other people is on the increase; even though this behavior is costly and harmful. It wastes time, promotes divisiveness, damages reputation, creates anxiety and ruins the morale for working.

Why then do people choose to spread rumors? One of the reasons that make them spread rumors is to try to make sense of what.