management

1. A case study on
“ Winthrop Hospital“
PRESENTED BY:
GROUP-7
Priyadarshini Samantaray PGDM/2019-21/53
Soumyakanta Lenka PGDM/2019-21/33
Swostik Rout PGDM/2019-21/44
Swagatika Dash PGDM/2019-21/42
Suchitra Majhi PGDM/2019-21/38
Adarsh Kumar Gupta PGDM/2019-21/01

2. Introduction
SPOT
Analysis
Qn-1 Qn-2 Qn-3 Qn-4 Conclusion
FLOW OF CONTENTS

3. INTRODUCTION
 The case is about the organizational conflict in one
of the general hospitals called Winthrop Hospital.
Winthrop Hospital:
located in middle sized suburban hospital
Serves a large portion of area in the locality
Operates beyond its capacity
Has a specific structure for nurses in each floor.
LPNs do most of the RNs work resulting in thorough
mesh up of both group’s work
Major cause of conflict:
Negligence in the procedural manual updating.
Supervisor
Registered Nurses
Licensed Practical
Nurse
Students
Nurse’s Aides
Structure for Nurses in Winthrop Hospital

4. SPOT ANALYSIS
STRENGTH
• Well established
hospital
• Offers medical
facility beyond its
capacity
• Serves a large
portion of area in the
locality
PROBLEM
• Non-updated
procedural manual
• Lack of vision among
Hospital Supervisors.
• Hostile feelings &
Inferiority complex
among staffs.
• Lessening of the high
degree of care of the
patients
• Non-availability of
system for cross-
checking staff’s
attendance. (check-
in and check-outs)
OPPORTUNITY
• Updating Manual
according to the
latest needs
• Giving proper
vacation privilege to
employees.
• Having a common
attendance system
for the Hospital Staff.
• Installation of a
grievance redressal
cell
THREAT
• Spreading of the
conflict to other
floors
• Decreased efficiency
of the hospital staff
• Possibility of an all-
employee strike
• Drop in the Morale
of the Hospital staff.

5. Qn.1: What is the source of the conflict ?
The main source/ cause of the conflict: Negligence in modifying the
procedural manual. The immediate consequences of the are:
1. Acknowledgement of the unfair vacation privilege by the LPNs.
2. Ill feeling among the employees due to inferiority complex.
Resentment of the LPNs for being placed in “others” category
Lab technicians got 2nd week vacation after only 1 year of service
while LPNs were given the same after 10years of service.
RNs were allowed to sign themselves in on the job while LPNs had
to punch in.

6. Qn.2: If the employees work “strictly according
to the book” and productivity suffers, what
does this tell us about formal operations ?
According to us, there is an absence of formal operations
here.
It is quite evident from the case that the Hospital
Supervisors showed sheer negligence and inability to draw
conclusion based on their hypothesis about
 the need to change the procedural manual according to
the latest need,
a possible conflict or
rise in inferiority complex.

7. Qn.3: The RNs might be encouraging the
conflict to further their self-interest,” Explain.
This might also be true as there might be another angle to
this case, that is not explained in the content of the case.
The RNs might be opportunists and using the LPNs as
scapegoats for their personal gains as they felt the rising
conflict can solve the problem of understaffing of the
RNs.

8. Qn.4: What might be done to alleviate the
problem ?
The conflict can be solved by:
Updating process Manual according to the latest needs
Giving proper & fair vacation privilege to employees.
Having a common attendance system for the Hospital
Staff.
Installation of a grievance redressal cell

9. Conflict management can be done by having the right
structure and processes in an organization.
Inter-organizational relationship is very crucial for any
organization to grow & succeed.
Top management should diagnose any faults in the
established processes and rectify them if necessary.
Each and every staff in an organization should be given
their due importance so that they don’t feel inferior and
work efficiently & effectively.
CONCLUSION