There are many decisions to be made in any kind of organization including health care. Most of these decisions affect everyone in one way or another and therefore managers and those in authority have to ensure that the decisions they make impact not only just their organizations but also their employees.
Decision making is not an easy task and as stated above one style cannot be utilized to making all decisions. According to Borkowski, (2011) “managers have different styles when it comes to making decision and solving problems” (p.276). Therefore when a manager is presented with a problem or when a decision has to be made, he or she may utilize different styles in solving the problem or issue. According …show more content…
It further states that managers utilizing this style of decision making, share their departmental goals with their employees, have open relationships with fellow employees thereby, encouraging trust among everyone, and further regarded as thinkers than doers (Borkoski, 2011, p.277). Behavioral approach of decision making is considered low in the cognitive complexity scale as a manager with style is considered to have deep concern for both the organization and the other employees (Borkowski, 2011, p.277). “They provide counselling are receptive to suggestions, communicate easily, show warmth, are empathetic, are persuasive, and are willing to compromise and accept a looser style of control (Borkwoski, 2011, p.278).
Conflicts are inevitable in any organization where people have diverse personalities, ideas, and cultures. The definition provided by Borkwoski, (2011) for conflict “as an interactive state manifested in disagreement or differences, or incompatibility, within or between individuals and groups” (p.285). Conflict can therefore be positive or negative, and therefore, the technique a manager utilizes to manage a conflict impacts one way or another those involved in the conflict and other times those around …show more content…
Through research done three developments have been noted and include distributive, integrative and interactive (Borkowski, 2011, p.296). The distributive negotiation process has been referred to as “hard bargaining” with the negotiators considered as adversaries and whose style leads to them getting a greater “piece of the pie” while using tactics such as use of threat thereby, leading to the agreement being one sided according to Borkowski, 2011, p.296). The scenario provided would best be resolved by utilizing the integrative model. In this model all parties concerned deal with the conflict by exploring various options in order to achieve a mutual gain for all versus unilateral gains (Borkowski, 2011, p.297). Opening up communication therefore allows all affected the opportunity to share their