The primary individual involved in our case study is the father of one of the patients that were admitted at the hospital. He had the perception that people should behave in a certain way that was acceptable to him. He was the person who was disrespectful when he referred to a co-worker in the health center as a black girl. No one deserves to be discriminated based on the color of their skin no matter the race that they come from. People need to have the values of respect no matter the person that they are referring to.
The issue of bringing the conflict is that one person was accused of disrespecting another person. There is no proof that there was disrespect in the scenario. The goal of the battle was meant to make other nurses within the health center to understand that one of their colleagues was rude; therefore they needed to come up with ways of dealing with the habits of the accused person. People have their attributes in terms of how they view things; therefore what is good for one person does not necessarily mean its good for the other.
The conflict in our case was moderate because the people that were involved were able to control their hanger into finding the solution of the conflict. What made the conflict moderate is that the person accused to be rude did not respond that could have raised the tension (Durden, 2018). This level of conflict implies that hatred continues for a long time. Arguments that are allowed to occur within the health center should be constructive arguments that are meant to benefit the people participating in it. The argument that was taking place between the nurses and the parent to one of the patients should not have been allowed to occur because the intention of the parent who was engaged in the argument was to make one person be ridiculed. Such arguments affect the stakeholders which our case include one of the employees of the health center, and this might influence their productivity. The argument was dysfunctional.
The argument risk dividing the employees by making them hostility to each other and this will influence their productivity at the workplace. Where the employees are not in good terms, they cannot collaborate in achieving the organizational goal (Rahim, 2017). The conflict affected the morale of the accused nurse because she was worried about how the management would respond if they hear of what she was accused of by one of the clients.
Some people exaggerate issues in order to get their desired outcomes, and the exaggerated comment is designed in a manner that people will believe when they hear the accusation messages. Many people are not comfortable in their current working environments because of how they are treated by their colleagues (Myatt, 2017). The nurse manager should hear the case first before jumping into conclusions that one person was wrong. Working as a group should be encouraged because the employees feel that they are part and parcel of the organizations that they are working for. In conclusion, the case study enabled me to learn how to solve conflicts at the workstation.
Durden, O. (2018, November 27). Ways of Managing Conflict in Organizations. Retrieved from Human Resources: https://smallbusiness.chron.com/ways-managing-conflict-organizations-2655.html
Myatt, M. (2017). Resolving Conflict Situations. Retrieved from Human Resource: https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/interaction/conflict/resolving