23 Mar Motivation and Conflict Resolution
Week 4 – Discussion 2
Motivation and Conflict Resolution
Select either Option A or Option B and indicate in your post which option you have selected.
In any organization, regardless of the industry, some level of conflict and/or office bickering is inevitable and may have a damaging impact on productivity and motivation or morale. However, it is the responsibility of the manager to ensure that conflict is avoided whenever possible and, when it does occur, it is handled in an appropriate and respectful manner. With this in mind, read the blog, An Office Without Sides: How to Minimize Conflict in Physician Practices (Links to an external site.) and respond to your selected option.
Option A: Case Study: A Matter of Motivation: The Delayed Promotion
Review the details of the case above from your course text, and respond to the following questions:
1. Thoroughly analyze the likely state of your ability to motivate yourself in your new position. In the process, comment to whatever extent you feel necessary on your level of confidence in the relative stability of your position and how this might affect your performance.
2. Describe the most likely motivational state of your HIM staff at the time you assumed the director’s position, and explain in detail why this state probably exists.
3. Based on the podcast, what are some proactive strategies that management could have used to reduce the potential for conflict in this situation?
Option B: Case Study: Charting a Course for Conflict Resolution: “It’s a Policy”
Review the details of the case above from your course text, and respond to the following questions:
1. Develop the argument you would be advocating if you were in George Mann’s position. In a similar fashion, thoroughly develop the argument you would advance if you were in Sally Carter’s position.
2. Assuming the position of CEO, Jane Arnold, render a decision. Document your decision in whatever detail may be necessary, and include a complete explanation for your decision.
3. Based on the foregoing, outline whatever steps (e.g., policy changes, guidelines, payroll requirements, or something else) you believe should be considered to minimize the chances of similar conflict in the future.
Guided Response for Option A and Option B: Review several of your classmates’ posts. Provide a substantive response to at least two of your peers. Do you agree with their analyses? Discuss with your classmates any valuable insight you gained from the cases they presented. Is there anything you would have done differently as a manager? Why or why not?
Please list the questions in bold and provide answer below each question.
Links
https://blog.halleyconsulting.com/blog/office-conflict-in-physician-practices
case studies vvvv
10.11 CASE: A MATTER OF MOTIVATION: THE DELAYED PROMOTION
Background
With considerable advance notice, the director of health information management (HIM) resigned to take a similar position in a hospital inanother state. Within the department it was commonly assumed that you, the assistant director, would be appointed director; however, amonth after the former director’s departure, the department was still running without a director. Day-to-day operations had apparentlybeen left in your hands (“apparently,” because nothing had been said to you), but the hospital’s chief operating officer had begun to makesome of the administrative decisions affecting the department.
After another month had passed, you learned “through the grapevine” that the hospital had interviewed several candidates for the positionof director of health information management. Nobody had been hired.
During the next few weeks you tried several times to discuss your uncertain status with the chief operating officer. Each time you tried, youwere told simply to “keep doing what you’re now doing.”
Four months after the previous director’s departure, you were promoted to director of HIM. The first instruction you received from thechief operating officer was to abolish the position of assistant director.
Instructions
1. Thoroughly analyze and describe the likely state of your ability to “motivate” yourself in your new position. In the process, comment towhatever extent you feel necessary on your level of confidence in the relative stability of your position and explain how it might affectyour performance.
2. Describe the most likely motivational state of your HIM staff at the time you assumed the director’s position, and explain in detail whythis state probably exists.
10.12 CASE: CHARTING A COURSE FOR CONFLICT RESOLUTION—“IT’S A POLICY”
Background
The setting is an 82-bed hospital located in a small city. One day an employee of the maintenance department asked the supervisor, GeorgeMann, for an hour or two off to take care of some personal business. Mann agreed, and he asked the employee to stop at the gardenequipment dealership and buy several small lawnmower parts that the department required.
While transacting business at a local bank, the employee was seen by Sally Carter, the supervisor of both human resources and payroll, whowas in the bank on hospital business. Carter asked the employee what he was doing there and was told the visit was personal.
On returning to the hospital, Sally Carter examined the employee’s time card. The employee had not punched out to indicate when he hadleft the hospital. Carter noted the time the employee returned, and after the normal working day she marked the card to indicate anabsence of 2 hours on personal business. Carter advised the chief executive officer (CEO), Jane Arnold, of what she had done, citing a long-standing policy (in their dusty, and some would say infrequently used, policy manual) requiring an employee to punch out when leaving thepremises on personal business. The CEO agreed with Sally Carter’s action.
Carter advised Mann of the action and stated that the employee would not be paid for the 2 hours he was gone.
Mann was angry. He said he had told the employee not to punch out because he had asked him to pick up some parts on his trip; however,he conceded that the employee’s personal business was probably the greater part of the trip. Carter replied that Mann had no businessdoing what he had done and that it was his—Mann’s—poor management that had caused the employee to suffer.
Mann appealed to the CEO to reopen the matter based on his claim that there was an important side to the story that she had not yet heard.Jane Arnold agreed to hear both managers state their position.
Instructions
1. In either paragraph form or as a list of points, develop the argument you would be advancing if you were in George Mann’s position.
2. In similar fashion, thoroughly develop the argument you would advance if you were in Sally Carter’s position.
3. Assuming the position of the CEO, Jane Arnold, render a decision. Document your decision in whatever detail may be necessary,complete with explanation of why you decided in this fashion.
4. Based on your responses to Questions 1 to 3, outline whatever steps—policy changes, guidelines, payroll requirements, or somethingelse—you believe should be considered to minimize the chances of similar conflict in the future.
NOTES
1. David L. Cooperrider, Peter F. Sorensen Jr., Diana Whitney, and Therese F. Yaeger, eds. Appreciative Inquiry: Rethinking HumanOrganization Toward a Positive Theory of Change (Champaign, IL: Stipes Publishing, 2000).
2. Portions of this section are adapted from C. R. McConnell, The Effective Health Care Supervisor, 8th ed. (Burlington, MA: Jones andBartlett Learning, 2015), Chapter 25, “Reengineering and Reduction in Force,” 466–472.
3. Union Members, 2013, News Release, Bureau of Labor Statistics, USDL-14-0095, January 24, 2014.
Our website has a team of professional writers who can help you write any of your homework. They will write your papers from scratch. We also have a team of editors just to make sure all papers are of HIGH QUALITY & PLAGIARISM FREE. To make an Order you only need to click Ask A Question and we will direct you to our Order Page at WriteDemy. Then fill Our Order Form with all your assignment instructions. Select your deadline and pay for your paper. You will get it few hours before your set deadline.
Fill in all the assignment paper details that are required in the order form with the standard information being the page count, deadline, academic level and type of paper. It is advisable to have this information at hand so that you can quickly fill in the necessary information needed in the form for the essay writer to be immediately assigned to your writing project. Make payment for the custom essay order to enable us to assign a suitable writer to your order. Payments are made through Paypal on a secured billing page. Finally, sit back and relax.
About Wridemy
We are a professional paper writing website. If you have searched a question and bumped into our website just know you are in the right place to get help in your coursework. We offer HIGH QUALITY & PLAGIARISM FREE Papers.
How It Works
To make an Order you only need to click on “Order Now” and we will direct you to our Order Page. Fill Our Order Form with all your assignment instructions. Select your deadline and pay for your paper. You will get it few hours before your set deadline.
Are there Discounts?
All new clients are eligible for 20% off in their first Order. Our payment method is safe and secure.