Conflict Resolution at General Hospital Case Study

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Hammer has to acknowledge that current methods are not working, the situation has become worse and something has to be done before the hospital has legal action brought against them or lose their licensure. A combination of methods could be utilized. One, Hammer should utilize teams; give those teams specific functions to cut down on time and money. Open communication and make sure that he is available to staff that have issues and concerns so that in the event there are any future issues that can be addressed immediately and resolved. One big step would be to acknowledge that the problem was not created overnight, so therefore it will not be correct overnight. Hammer should also allow staff to give feedback and brainstorm on possible solutions of things that the physicians themselves feel can be cut to decrease costs and not affect the level of care that the physicians are providing to their patients.

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A wise option is for management to have a strategy for managing conflict; a plan that is an alternative to employee-controlled processes that so often lead to costly litigation and further conflict. ADR, an umbrella term that covers a wide range of non-litigious options, can be part of such a strategy. A management concerned about counterproductive conflict should consider its particular circumstances and use one or more practices from a wide range of ADR options. (Blackard, 2001).....

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