東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

A qualitative study of the perceived...

Sullivan, Adele H.

FindBook

Google Book

Amazon

博客來

A qualitative study of the perceived impact of management training in conflict resolution in a hospital.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	A qualitative study of the perceived impact of management training in conflict resolution in a hospital./
作者:	Sullivan, Adele H.
面頁冊數:	198 p.
附註:	Source: Dissertation Abstracts International, Volume: 66-04, Section: B, page: 1965.
Contained By:	Dissertation Abstracts International66-04B.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3171573
ISBN:	0542086840

A qualitative study of the perceived impact of management training in conflict resolution in a hospital.
Sullivan, Adele H.

A qualitative study of the perceived impact of management training in conflict resolution in a hospital. - 198 p.

Source: Dissertation Abstracts International, Volume: 66-04, Section: B, page: 1965.

Thesis (Ph.D.)--Nova Southeastern University, 2005.

Hospitals in our society serve an important role as the cornerstone of health care delivery and as a major employer in most communities. Changes in the health care environment, such as competing priorities, are having a significant impact on the ability of health care professionals to deliver patient care. The structural divide based on professional roles results in an environment where there are power imbalances and inequality. The purpose of this study was to interpret and report management's perceptions of the impact of conflict resolution training on managerial style, knowledge, and comfort level in the workplace. Traditional methods of resolving conflict often lead to adversarial working conditions and reduced interdepartmental teamwork (Walton & Dutton, 1969); disputes between administrators and staff in health care benefit from a common understanding of the problem and a culture in which differences are respected, voices heard, and disputes resolved. This study was conducted using a qualitative methodology that was based in the tradition of phenomenology where the meanings of lived experiences are described (Creswell, 1998). The need for further research of managers and conflict resolution in health care was indicated by the relatively small amount of research currently available in this area. The significant results of the study suggest that participants gained skills to resolve workplace conflict; benefited from building relationships and observing coworkers resolving conflicts during role play in a non-threatening environment; and, incorporated conflict resolution skills into processes established within the hierarchal structure of the organization. In addition, they discovered more options to resolving conflicts they routinely encountered, and these skills were incorporated into their management styles with increased confidence to achieve strategic objectives. The training in conflict resolution enhanced participants' effectiveness in their roles. Learning to manage conflicts constructively will make the work environment safer (Distasio, 1995) and more favorable to meeting strategic initiatives (Michael, 1993; Olian, Durham, Kristof, Brown, Pierce, & Kunder, 1998). Since an organization's ability to respond to industry challenges with staff support is critical to long-term success, conflict resolution in healthcare organizations is essential for a work environment that provides quality patient care.

ISBN: 0542086840Subjects--Topical Terms:

626628
Business Administration, Management.

A qualitative study of the perceived impact of management training in conflict resolution in a hospital.
LDR:03407nmm 2200301 4500 001 1815480
005 20060710102003.5
008 130610s2005 eng d
020 $a 0542086840
035 $a (UnM)AAI3171573
035 $a AAI3171573
040 $a UnM $c UnM
100 1 $a Sullivan, Adele H. $3 1904901
245 1 2 $a A qualitative study of the perceived impact of management training in conflict resolution in a hospital.
300 $a 198 p.
500 $a Source: Dissertation Abstracts International, Volume: 66-04, Section: B, page: 1965.
500 $a Chair: Judith McKay.
502 $a Thesis (Ph.D.)--Nova Southeastern University, 2005.
520 $a Hospitals in our society serve an important role as the cornerstone of health care delivery and as a major employer in most communities. Changes in the health care environment, such as competing priorities, are having a significant impact on the ability of health care professionals to deliver patient care. The structural divide based on professional roles results in an environment where there are power imbalances and inequality. The purpose of this study was to interpret and report management's perceptions of the impact of conflict resolution training on managerial style, knowledge, and comfort level in the workplace. Traditional methods of resolving conflict often lead to adversarial working conditions and reduced interdepartmental teamwork (Walton & Dutton, 1969); disputes between administrators and staff in health care benefit from a common understanding of the problem and a culture in which differences are respected, voices heard, and disputes resolved. This study was conducted using a qualitative methodology that was based in the tradition of phenomenology where the meanings of lived experiences are described (Creswell, 1998). The need for further research of managers and conflict resolution in health care was indicated by the relatively small amount of research currently available in this area. The significant results of the study suggest that participants gained skills to resolve workplace conflict; benefited from building relationships and observing coworkers resolving conflicts during role play in a non-threatening environment; and, incorporated conflict resolution skills into processes established within the hierarchal structure of the organization. In addition, they discovered more options to resolving conflicts they routinely encountered, and these skills were incorporated into their management styles with increased confidence to achieve strategic objectives. The training in conflict resolution enhanced participants' effectiveness in their roles. Learning to manage conflicts constructively will make the work environment safer (Distasio, 1995) and more favorable to meeting strategic initiatives (Michael, 1993; Olian, Durham, Kristof, Brown, Pierce, & Kunder, 1998). Since an organization's ability to respond to industry challenges with staff support is critical to long-term success, conflict resolution in healthcare organizations is essential for a work environment that provides quality patient care.
590 $a School code: 1191.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Education, Business. $3 1017515
650 4 $a Health Sciences, Health Care Management. $3 1017922
690 $a 0769
690 $a 0454
690 $a 0629
690 $a 0688
710 2 0 $a Nova Southeastern University. $3 1017571
773 0 $t Dissertation Abstracts International $g 66-04B.
790 1 0 $a McKay, Judith, $e advisor
790 $a 1191
791 $a Ph.D.
792 $a 2005
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3171573