Model for Analysis
Atlanta Medical Center is a renowned and one of the most successful healthcare organizations in Atlanta, Georgia. Having been founded in 1901 and going through several purchases and acquisitions, the organization has made a mark in the healthcare industry in Georgia, and it is a benchmark of several other organizations. These facts notwithstanding, the organization faces numerous challenges, a key one being incessant interpersonal conflicts that threaten its future success. To analyze root causes and all issues surrounding the organization’s interpersonal conflicts, a perfect analysis model, in this case, would be the fishbone model.
The fishbone analysis, also known as the cause and effect analysis, is a visualization tool that helps in the categorization of the potential causes of a problem with the aim of identifying the problem’s root causes (Ilie & Ciocoiu, 2010). With this technique of analysis, Atlanta Medical can be classified as a service industry, and as such, the potential causes of interpersonal conflict can be categorized into policies, procedures, people, and technology (Watkins et al, 2012). An image showing the fishbone diagram with the mentioned categories is as follows:
How policies cause interpersonal conflict
Atlanta Medical’s ineffective and outdated policies have resulted in frustration and lack of motivation among employees paving the way for incessant interpersonal conflicts (Wilmot & Hocker, 2001). For instance, the organization’s management stresses that employees must be dressed in a specific manner and that they must behave in a certain manner, perspectives that tend to be impossible given the individual differences.
How procedures cause interpersonal conflict
Procedures at the organization are also catalysts of the incessant interpersonal conflicts, and this is seen where the organization’s management prevents nurses and physicians from completing certain tasks without consulting top managers. Such procedures result in the lack of motivation, which in the long run results in interpersonal conflict.
How ‘people’ cause interpersonal conflict
People are also seen as a potential cause of the organization’s interpersonal conflict. The “People” concept, in this case, implies that employees and employers of the organization often have different ideologies and opinions as to how things should be done. The result of these ideological differences is unfair treatment of employees by employers, which in the end results in interpersonal conflicts (Borkowski, 2011).
How technology causes interpersonal conflict
As seen in the fishbone diagram, technology is a potential cause of interpersonal conflict in Atlanta Medical Center. Technological platforms such as Internet, which play an integral role in the organization result in miscommunication and misunderstanding, which end up causing interpersonal conflicts in the organization.
Justification for the use of Fishbone analysis model
To solve or address the incessant interpersonal conflicts at Atlanta Medical Center, every stakeholder must be involved in the process. In other words, a team approach to problem solving is necessary in this case, as there are several opinions as to the root causes of interpersonal conflict. The fishbone analysis model is the perfect option in this case because it captures different ideas and stimulates the stakeholder’s brainstorming on root causes of interpersonal conflict (Ilie & Ciocoiu, 2010). Besides, the use of fishbone analysis is based on the fact that it clearly and visually displays the potential causes of the specific problem (interpersonal conflict) paving the way for an easier solution of the same. Most importantly, the fishbone analysis technique brings out a more thorough exploration of the issues or causal factors of interpersonal conflict, and thus, there is the likelihood that it will lead to a more robust solution of the problem.
Other than the fishbone analysis model, social cubism model would also help in the exploration of all issues and root causes of interpersonal conflict at Atlanta Medical Center. With this model, the focus would be on how facets such as history, religion, political forces, economic factors, demographics, and political factors contribute to interpersonal conflict in the organization (McKay, 2001). There is no doubt that this model would best fit the analysis of the problem as the mentioned facets are the key antecedents of interpersonal conflict in the organization.
By solving the in-house interpersonal conflicts, Atlanta Medical will provide healing, support, and comfort as well as maintain the best possible experience for patients and visitors without challenge. It will also become the hospital of choice for the Tri-Cities and South Fulton area, treating patients, visitors, and each other with respect and dignity.
Borkowski, N. (2011). Organizational behavior in health care. Sudbury, Mass: Jones and Bartlett Publishers.
Ilie, G. & Ciocoiu, C. N. (2010). Application of fishbone diagram to determine the risk of an event with multiple causes. Management Research and Practice, 2(1), 1-20.
McKay, J. (2001). Use of Social Cubism in the Analysis of Community Conflicts, The. ILSA J. Int’l & Comp. L., 8, 883.
Watkins, R., West-Meiers, M. & Visser, Y. L. (2012). A guide to assessing needs: Essential tools for collecting information, making decisions, and achieving development results. Washington, DC: World Bank.
Wilmot, W. W. & Hocker, J. L. (2001). Interpersonal conflict. New York: McGraw-Hill.