CONFLICT-HANDLING STYLES2Case Study: Conflict-Handling StylesScenario OneIn this scenario, the internist and the radiologist are having a conflict. The internist feels that the radiologist should have verbally alerted him to a probable cancer diagnosis for a patient. The internist was visibly upset and did raise his voice but did not use any foul language. The internist’s feelings can be justifiable. The diagnosis is rather a serious one and the patient shouldhave been alerted immediately (Borkowski, 2011). However, raising a voice to a colleague is notprofessional and leaves the radiologist less likely to comply with the request. This conflict is definitely interpersonal. Conflict-Handling StyleThe best way to solve this conflict is for both parties to use the Integrative Model to solvethe conflict. The integrative model is “a cooperative, interest-based, agreement oriented approach” (Borkowski, 2011, p. 296). This model allows both parties to search for mutual gains,instead of creating a win-lose situation. The purpose of the model is to create an environment that encourages teamwork and cooperation. The other steps are to adjust perceptions, adjust attitudes, define the problem, find alternatives, and achieve consensus (Borkowski, 2011).