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Benchmark___Conflict_Handling_Styles_Case_Study.docx(1) HCA-615 Human R

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Benchmark___Conflict_Handling_Styles_Case_Study.docx(1) HCA-615 Human Resource Management and Marketing Strategies Grand Canyon University HCA-615: Human Resource Management and Marketing Strategies ...

Benchmark___Conflict_Handling_Styles_Case_Study.docx(1) HCA-615 Human Resource Management and Marketing Strategies Grand Canyon University HCA-615: Human Resource Management and Marketing Strategies Scenario One A radiologist on the staff of a large community hospital was stopped after a staff meeting by a colleague in internal medicine. On Monday of the previous week, the internist referred an elderly man with chronic, productive cough for chest X-ray, with a clinical diagnosis of bronchitis. On Thursday morning, the internist received the radiologists written X-ray report with a diagnosis of â€œprobable bronchogenic carcinoma.â€ The internist expressed his dismay that the radiologist had not called him much earlier with a verbal report. Visibly upset, the internist raised his voice, but did not use abusive language. How should the radiologist handle this conflict with the internist? ï‚·The first conflict demands a win-win for mutual gain dispute that can be adapted from the Integrative Model which essentially proposes that conflict resolution can be achieved through collaborative versus confrontational approach. The first thing that must be done is to create an environment that promotes equality, corporation and communication as well as information sharing which was the main problem associated to this scenario. The conflict that happened in scenario number one was the lack of communication between the internist and the x-ray specialist. The radiologist first must inquire about the cause of such a behav. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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