Poor communication is cited as a primary cause of conflicts in hospital management. The article discusses how to properly handle conflicts with different stakeholders through compassionate and solutions-focused approaches. It emphasizes establishing formal conflict management processes and viewing disputes as opportunities for growth rather than problems. Transactional leadership is presented as most effective for healthcare settings, where tasks and standards must take priority over individual needs. Overall, the article provides guidance for resolving communication issues and disagreements in a constructive manner that improves workplace culture and patient outcomes.

1. Hospital
Management
Hend Aljabawi

2. Article Review
 This article focuses on the problems and
conflicts that occur in hospital systems and
the different types of leadership skills.
 It was noticed that majority of errors in
healthcare comes from communication
problems.

3. Continued
 The article focuses on how to handle different
conflicts with different people depending on the
situation.
 “The Joint Commission has issued a Leadership
Standard that requires conflict management
process to be available to administration, medical
staff leadership and the governing board,” which is
helpful to have a conflict management process
instead of avoiding or ignoring the problems.

5. Continued…
 Not only does this focus on policy for
leadership but also how to install a conflict
management-based approach for patients or
employees and managers who are dealing
with conflict.

6.  People will behave when something happens that
could give rise to professional discipline especially
when working in hospitals or health care. An
example would be to for those people to put aside
their personal fears and behave professionally.
 For example, when an event has occurred and the
patient has questions then the facility and each
employee should have the same moral and ethical
commitment to the patient

7. Poor Communication
 The article mentions that “the primary cause
of sentinel events, some of the most serious
of unintended outcomes, is communication
failure,” which is where things usually go
wrong or when conflict occurs.

8. Article Review
 A comprehensive conflict management
approach will be able to give the
administration, employees, board of trustees
and medical staff the tools they need to
address communication and conflict in a
manner that resolves disputes and
encourages the sharing of lessons learned
which is very helpful and beneficial

9.  Most hospitals that have seen improvement in
conflict management in the workplace have
picked one area and focuses on that one area
for improvement which has been successful.

10. Defining Conflict
 “Interaction of independent people
who perceive opposition of goals, aims, and
values, and who see the other party as
potentially interfering with the realization
of these goals (Putnam & Poole, 1987)”

12.  Poor communication is one the main reasons
that conflict occurs in hospital management.
 This article continues to explain how conflict is
handled in a well manner way which will allow
for improvement at the workplace and within
the organization.

13. Levels Of Organizational Conflict
 Within hospital originations, there are more
interpersonal conflict and intergroup conflict,
meaning that there are conflict existing
between individual members like nurses and
employees or nurses and surgeons. There is
also intergroup conflict which is between work
teams and departments which seems to occur
as mentioned in the article

14. Considering Conflict
 When dealing with conflict within the workplace,
organizations should use one of the approaches
to deal with it. For example, in this article they use
the Human Resources Approach which refers to
that conflict is viewed as a possible mean for
growth and conflict parties are encouraged to
collaborate on mutually solutions. Therefore, in
the article they explain that conflict is looked at as
healthy and viewed as growth and development
and even allows for improvement in the workplace

15. Leadership
 The article focuses on both leadership and
managing which focuses on accomplishing a
goal, mobilize resources, organization
figurehead and motivate others.
 Being able to acquire both skills is vey
beneficial because it allows for less conflict if
the leader/manager has both leaderships
skills and managing skills.

16. Models Of Leadership
 This type of leadership focuses on both
transactional and transformational leadership.
However, transactional leadership is used
more because the focus is on leader and
follower. Also, it focuses on the task which is
the important aspect when working in hospital
managements. The article explains how
important it is to focus on the tasks and
complete the tasks.

17. Transactional Model
 The model works with a system and goes
step by step which is how it works at
hospitals. Also, it minimizes the variation of
the organization and expects everyone to
meet a standard which in hospitals, each
employee/worker and manager is expected to
meet a standard to continue their work and
get the job done.

18. Questions???
 How can communication be improved in the
workplace?
 What other techniques or tools can be used to
decrease conflict?
 How can enforcing a transformational
leadership model be more beneficial and
productive?

19. Solutions!!
 Look at conflict as a positive aspect and allow it to
help each person grow as well as the
organization.
 Make sure each employee is able to define
conflict and understand/point out the conflict
occurring.
 Ask each participant to describe the conflict,
including desired changes. Direct participants to
use “I” statements, not “you” statements. They
should focus on specific behaviors and problems
rather than people.

20. More Solutions!!
 Summarize the conflict based on what you
have heard and obtain agreement from
participants.
 Brainstorm solutions. Discuss all of the
options in a positive manner.
 Close the meeting by asking participants to
shake hands, apologize and thank each other
for working to resolve the conflict.

21. References!
 Miller, Katherine. (2016). Organizational
communication Approaches and
Processes Seventh Edition. Stanford
University.
 Hetzler, D., Messina, D., & Smith, K.,
(2011).Conflict management in hospital
systems: not just for leadership. Hospital
Accreditation Standards, 29(9),331-339.