Transitional_Care_Application.docx Transitional Care Application Grand Canyon University HCA-465 In the transitional care scenario, many staff members have felt a sense of unfair treatment from management as well
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Transitional_Care_Application.docx Transitional Care Application Grand Canyon University HCA-465 In the transitional care scenario, many staff members have felt a sense of unfair treatment from management as well as noticing that perhaps the policies and procedures are not being followed Allied Health Community. (2020) When holding a manager™s position in any work setting it is very important to know how to handle conflict within the organization. As a manager, having the most current and correct education as well as knowledge on the matter will benefit them always when carrying the role. It is most beneficial when the staff member gets addressed on a one on one basis about any concerns or overall issues. If the problem pertains to other people that is when having a group meeting could also take place. This gives the opportunity for all staff members to talk about what their concerns are and be able to hear what others have to say but also, can allow for others to acknowledge a problem that they were unaware of and can put more attention to. I feel that the best way to approach a situation like this is to gather everyone and go over the policies and procedures. In a separate meeting I would gather management to go over the current policies and procedures to ensure that they are handling all situations accordingly and treating everyone fairly. The Personnel policy works as a guide for all higher staff such as HR, administration, management, etc. when working with the policies and procedures somewhat . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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