Conflict Resolution at General Hospital Case Study

Conflict Resolution at General Hospital - Case Study Example It has been recognized that cultural changes has been initiated by Mike Hammer which seemed to be relatively ineffective for the overall organization. The analysis of the case study is aimed at providing answer to various problems faced by General Hospital in order to increase its efficiency. Table of Contents Abstract 2 Introduction to the Case Study 4 Conflict Management Styles 4 Hammer’s Leadership Style 5 Change Approach Used 7 Conclusion and Recommendation 9 References 10 Bibliography 11 Introduction to the Case Study The case study is all about the General Hospital that has been facing problems and the performance of the organization has been declining. Therefore, the hospital required certain high-speed solution so that the operations of this organization could be improved. It was noted that the CEO of the hospital Mike Hammer identified that the cut in the cost of operation was of top priority and thus increase in the revenues could be the ultimate solution to fix the problem so that the current services could be expanded and the new services could have been added in those areas where the General Hospital could have competed successfully. Conflict Management Styles There are various conflict management styles 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 one’s position which is believed to be correct or at this management style the person tries to win. Accommodating is just 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 doesn’t pay due attention towards the conflicts and thus doesn’t makes any attempt to solve it (AFC-ISPI, n.d.). Compromising is an attempt made by the individual to resolve the conflict by means 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 own concern with the aim towards finding a mutually and completely satisfactory solution (Wright State University, n.d.). After 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 feasible solution to the problem fully satisfying the concerns of both the persons. In the case study, Mike Hammer hired Marge Harding in order to work together on the matters. In addition to this, by doing so the concerns of both (Hammer and Harding) would be satisfied since Mike Hammer’s aim was to reduce th e cost and Mage Harding wanted to take up the challenge since the work could provide her the chance to get the CEOs position after few years. This makes it evident that the collaborative conflict management style has been applied in the case study. Hammer’s 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 use one particular style when executing the above functions. Various styles are used; most of them may even use multiple styles. The diverse leadership styles as exercised by the leaders are authoritarian, democratic and laissez fair. In case of authoritarian leadership styles,