RUNNING HEADER: CONFLICT-HANDLING STYLES1Conflict-Handling Styles Leadership/ HCS/52510, October 2016
CONFLICT-HANDLING STYLES2Conflict Handling StylesThe workforce is made up of countless individuals with unique skills, genders, ages, cultures, qualities and ideas who all work together towards their organization’s goals. While every organization has policies and standards of care in place, alongside with state and federal regulations to follow to ensure the smooth running of operations, a conflict will occur for variousreasons. When conflict does occur, management and lead employees can step in and utilize conflict-handling styles that best address the presented conflict. Depending on the scenario will determine which conflict handling style will be best used to resolve the long-term or short-term conflict.Scenario One: Radiology Department Conflict Scenario one presents two clinical professionals, an internist, and a radiologist. The interested ordered an x-ray in which the radiologist performed and sent the results of possible carcinoma. The internist did not receive the results until Thursday, three days later. The delayed responded upset caused conflict, and when the internist confronted the radiologist regarding the delay, it was apparent the interested assumed the radiologist did not attempt to contact the internist with the results in an urgent matter. Being that both clinical professionals have interdisciplinary relationships, collaboration would be the most appropriate conflict-handling model. Collaboration involves highly assertive and cooperative behaviors, which reflect a win-win approach to conflict (Winder, 2003).