Using The Root Cause Analysis And `` 5 Whys ``

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

In Cloke and Goldsmith’s Resolving Conflicts at Work, strategy 1 gives us an overview of conflict today and the many factors that influence. The authors also explain the many ways nearly every conflict can be handled. Cloke tells us that differing human perceptions keep us stuck in conflict longer than is necessary and productive. Early family development sets the default settings for each person’s perception of the situations they will face for the rest of their lives. Cloke goes on to say that conflict is unavoidable especially because today’s media continually subjects Americans to conflict following a common injunction, “if it bleeds it leads.”

Whether we like it or not, conflict is a part of everyday lives. It can happen to anyone, from your friends to your family.

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We

Root cause analysis process will utilize a systematic step-by-step approach to help identify all causative factors leading to this sentinel event. The main purpose of the Root Cause Analysis is to understand how the event happened, why did it happen, and what can be done to prevent an event from happening again. The first step, collect all necessary data associated with this event such as: current policy and procedures, incident report, Mr. B’s health history, environmental flowcharts, dispensed medications, equipment and staffing factors relevant to the event. The process of identifying causative factors can begin once all the data is collected. The goal, of a Root Cause Analysis, is to identify interventions to prevent an event from reoccurring.

Conflicts are realities of life and can be defined as a “situation of competition in which the parties involved are quite aware of the incompatibility of future condition whereby each party wishes to occupy a position that is incompatible with the wishes of the other” (Olu & Adesubomi, 2013, p. 2). They have no boundaries. They occur whether we like it or not, especially when there is disagreement and misunderstanding which stands as major key characteristics of human relationships. The relationship could be domestic, national, or international (Spiroska, 2014). Furthermore, conflicts happen when people are incompatible. In the organizational setting, conflict could arise due to failure of the employer, not honoring certain agreed bargaining. Henry (2009) indicated that if the workers’ right and prerogative is not appropriated rightly, it could cause conflict; such workers’

Often, when the conflict happens, it is more volatile and more debilitating to the organization than it was initially. An open conflict or interpersonal disagreement festers just below the surface in the work environment. It comes up to the surface whenever enabled, and always at the worst possible instant.

On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.

We study conflict because if we didn't, we are more likely to keep continuing the damaging patterns we see on the job and in our homes. Making sure we understand the structure of conflict and the factors that can help or eliminate conflict such as at work with fellow employees or managers or conflict at home with a girlfriend or wife, friend, or any other family member. When we study conflict, we can see the conflict is coming or occurring and can help resolve the disputes that are happening.

One thing that is a part of every person’s life on every day of every week of every month of every year is conflict. Conflict is something that people, no matter how they strive, cannot escape from. Whether the conflict on a certain day is on a large scale or it is a miniscule bump in the road, it can be said that there will always be conflict. When people encounter conflict, the sole thing on their minds is to devise a way to be rid of it. The way that a person responds to whatever conflict they are faced with is what determines success or failure. If a person meets the conflict head on and with a positive attitude, then it is almost certain to end in success. If a person meets the conflict with a negative attitude and tries to avoid it, then

Sentinel events occur, but finding out the root cause of what may happened is used to improve patient safety. According to the National Patient Safety Foundation (2015), “RCA is a process widely used by health professionals to learn how and why errors occurred,” and “investigating the event in question with the intent of eliminating the possibility or reducing the likelihood of a future similar event.” The most crucial step in the root cause analysis and action process is to identify actions to eliminate or control vulnerabilities and hazards from the cause of death (RCA2 Improving Root Cause Analyses and Actions to Prevent Harm, 2016).

: In a similar research on cancer patients, Cohen, Ellis, Ownby, Rude, & Bailey (2003) performed a retrospective study to determine whether application of JCAHO standards has been followed while caring for the patients with pain or not. The study was performed in 5 hospital in a large city in Southwest, USA. A total of 150 patients were selected both from inpatient and outpatient department. All patients were from diverse population with a mean age of 57 years. The sample consisted total of 117 charts, 80 from inpatient and 37 from out patients. Data was collected between August and November 2000. Review of charts were done to check for followed documentation criteria for assessment, management and reassessment of pain in patients with cancer. This

Conflict can become a destructive instrument if there is ongoing disagreements. However, role of conflict arises when there exist contradictions between different roles that a supervisor takes on or plays in a criminal justice organization. According to Stojkovic, Kalinich and Klofas (2015), “The source of conflict may be faulty communication

4 possible sources of conflict could be the individual themselves, family or friends, colleagues or policies.