HCA 615 Topic 3 Conflict Handling Styles Case Study
Grand Canyon University HCA 615 Topic 3 Conflict Handling Styles Case Study-Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University HCA 615 Topic 3 Conflict Handling Styles Case Study assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for HCA 615 Topic 3 Conflict Handling Styles Case Study
Whether one passes or fails an academic assignment such as the Grand Canyon University HCA 615 Topic 3 Conflict Handling Styles Case Study depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for HCA 615 Topic 3 Conflict Handling Styles Case Study
The introduction for the Grand Canyon University HCA 615 Topic 3 Conflict Handling Styles Case Study is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
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How to Write the Body for HCA 615 Topic 3 Conflict Handling Styles Case Study
After the introduction, move into the main part of the HCA 615 Topic 3 Conflict Handling Styles Case Study assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for HCA 615 Topic 3 Conflict Handling Styles Case Study
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for HCA 615 Topic 3 Conflict Handling Styles Case Study
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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Sample Answer for HCA 615 Topic 3 Conflict Handling Styles Case Study
Conflict is a behavior that occurs when individuals differ in their thought, feelings and actions. The premise can manifest in disputes, which can have devastating consequences for the parties engaged in a disagreement. In health care setting, factors such as scarce resources, down-sizing, multiple stakeholder demands, high stress and cultural issues can result into conflict (Borkowski, 2011). Dispute arising among the care providers can compromise the quality of care given to patients and also damage the reputation of a care facility. Different approaches exist to manage conflicts in health institution. In the present paper, conflict-handling styles are described based on case scenarios as per the subsequent discussion.
Case Scenarios
Scenario One
In this case, conflict is based on a win-win aspect for the mutual gain of the two parties in dispute. An integrative model is proposed by implementing a collaborative style of conflict resolution (Borkowski, 2011). As per this context, it is presumed that each of the health workers made a mistake at different magnitudes. The radiologist provided a report that contravened the earlier diagnosis made by the internist. The latter, on the other hand, shouted at the radiologist. Based on this argument, the radiologist should cooperate with the internist to resolve the matter. This involves peaceful exchange of information on how the internist should have handled the matter rather than shouting at the radiologist. The latter should also not yell back to the internist but need to feel free to interact candidly to arrive at a creative alternative in managing future disagreements (Kim et al., 2017). With this style, parties in dispute find amicable solution by openly sharing insights about the nature of their conflict.
Scenario Two
As for this case, the diversity concern might have an effect in the delivery of care at the facility since the institution attends to patients from diverse races. In this regard, the female family physician and the division chief should use accommodating style to handle the contentious issue of race during recruitment. While the information on bias may not be true to the management, the issues raised may represent unselfish acts and can have a long-term impact in the operations of the health institution (Borkowski, 2011). Based on this context, the division should play down by accommodating the recruitment of staff from diverse backgrounds. In other words, Hispanic and African Americans should form part of the staff to satisfy the interest of all stakeholders. The female family physician and the division chief are likely to be entrapped in the issue of racial profiling in staff recruitment in future practices if they fail to address the current concern.
Scenario Three
The behavior of the young woman is unappealing to other members of the staff and therefore a remarkable solution need to be formulated. Despite warning, no change is observed with the manner in which the concerned party addresses colleagues in the institution. With this the VPCA need to use compromise in a bid to handle the conflict raised by the manager. In this context, VPCA convinces the manager that the woman will be better so that the two reach a win-win agreement (Borkowski, 2011). However, VPCA should have a dialogue with the woman about her behavior as raised by colleagues and the manager. She must be given an option to change her unacceptable utterances and behavior lest she be dismissed. Through using a compromising style, opposing interests and conflicting goals can be used to change the behavior of the woman (Kim et al., 2017). This entails the use of threats or worst of all, the VPCA can terminate her employment to create harmony in the work setting.
Scenario Four
The conflict has arose due to a change in curriculum, which conforms to the demands of learning due to dynamics in patient care. While the implementation the approach is of utmost benefit to the students, it denies anatomists a course to teach. In this scenario, collaboration style of conflict resolution is warranted (Borkowski, 2011). The dean should use collaboration to address the concerns of the anatomists by informing them about the changes and that their services would be directed to other faculties in the Department of Anatomy and Cell Biology. Based on this context, the dean should liaise with the faculty leaders to assess if the aggrieved parties can be accommodated in those sections to address the stand-off (Saeed et al., 2014). However, in case the units have no opportunities, then the original timing for lectures should be reinstated. Alternatively, the anatomist can be informed to seek alternative sessions or rather be dismissed especially if the department does not have options for their services.
Scenario Five
In this scenario, the other physician’s partner violates the codes of ethical practice about coding. This compromises the quality of care for patients and the reputation of the medical profession. As such, the competition style of conflict resolution should be used (Borkowski, 2011). The approach is a win-lose scenario in which the physician is reprimanded to face consequences for the actions taken. The method is reached based on prior warning of the physician who still applied wrong coding methods even after he was informed about the consequences. Even though competition style may be seen as a coercive approach, it serves as a punishment especially to the deviant members of a partnership whose actions are deliberately instigated (Saeed et al., 2014). The approach also serves to deter other partners from engaging in such practices which can cause additional disharmony to the group.
References
Borkowski, N. (2011). Organizational behavior in health care (2nd ed.). Sunbury, MA: Jones and Bartlett. Retrieved from http://gcumedia.com/digital-resources/jonesandbartlett/2011/organizational-behavior-in-health-care_ebook_1e.php
Kim, S., Bochatay, N., Relyea-Chew, A., Buttrick, E., Amdahl, C., Kim, L., … & Lee, Y. M. (2017). Individual, interpersonal, and organisational factors of healthcare conflict: a scoping review. Journal of interprofessional care, 31(3), 282-290. DOI: 10.1080/13561820.2016.127558.
Saeed, T., Almas, S., Anis-ul-Haq, M., & Niazi, G. S. K. (2014). Leadership styles: relationship with conflict management styles. International Journal of Conflict Management, 25(3), 214-225. DOI: 10.1108/IJCMA-12-2012-0091.