Digital Commons@Wayne State University

Cizmic, Alem

Turke, Elise

Baldwin, Hope

Lee, Justin

Parker, Katherine (Katya)

Al-Silwadi, Rabe

Wayne State University 
Patient Education Projects Patient Education 
1-25-2023 
Conflict With Administrators: Scheduling Conflicts 
Alem Cizmic 
Wayne State University School of Medicine, gh6796@wayne.edu 
Elise Turke 
Wayne State University School of Medicine, hi9956@wayne.edu 
Hope Baldwin 
Wayne State University School of Medicine, hh5210@wayne.edu 
Justin Lee 
Wayne State University School of Medicine, hj0418@wayne.edu 
Katherine (Katya) Parker 
Wayne State University School of Medicine, cq7726@wayne.edu 
See next page for additional authors 
Follow this and additional works at: https://digitalcommons.wayne.edu/pat_edu_proj 
 Part of the Curriculum and Instruction Commons, Medical Education Commons, and the Public Health 
Commons 
Recommended Citation 
Cizmic, Alem; Turke, Elise; Baldwin, Hope; Lee, Justin; Parker, Katherine (Katya); and Al-Silwadi, Rabe, 
"Conflict With Administrators: Scheduling Conflicts" (2023). Patient Education Projects. 502. 
https://digitalcommons.wayne.edu/pat_edu_proj/502 
This Infographic is brought to you for free and open access by the Patient Education at 
DigitalCommons@WayneState. It has been accepted for inclusion in Patient Education Projects by an authorized 
administrator of DigitalCommons@WayneState. 
Authors 
Alem Cizmic, Elise Turke, Hope Baldwin, Justin Lee, Katherine (Katya) Parker, and Rabe Al-Silwadi 
This infographic is available at DigitalCommons@WayneState: https://digitalcommons.wayne.edu/pat_edu_proj/502 
Conflict with Administrator:
Scheduling Conflicts
Authors: Alsilwadi R., Baldwin H., Cizmic A., Lee J., Parker K., Turke E.
Learning Community: Yellow 46
Focus: Communication
The hospital administration fails to effectively 
plan the agenda of the medical staff, leading 
to scheduling conflicts and appointment 
mismanagement.
- Approach the administration staff 
with an open and supportive mind.
- Bring up the current issue and ask if 
there is anything that the medical 
staff can do or provide to help 
resolve the situation. 
- An honest and open discussion is 
key so that every party involved can 
be coordinated and efficient. Such 
discussions increase understanding 
among one another to maintain staff 
morale, with the end-goal of being 
able to deliver the highest quality of 
patient-oriented care. 
Reflection
A growth mindset has the potential to transform a conflict into an opportunity to 
foster understanding for others and learn more about those you coordinate with. An 
important factor that facilitates this transition is an open mind; coming into the 
discussion with tunnel vision and the inability to listen will fail to promote any type 
of positive development. In a administrator communication conflict, there is the 
need to recognize that we are not inherent opposites nor are we opponents. There 
is a mutual ground and the ability to adapt your goals so that the benefit of the 
whole can improve is a key growth factor. Open-mindedness and honesty naturally 
paves the way for respect and compassion for others, all of which encourages 
harmony among the groups involved. The white coat itself is a constant reminder of 
the duty we have but acts as a barrier when with patients. We must actively 
remember and remind ourselves that it separates us from our patient in a visible 
power dynamic. Such constant reflection is what will inherently improve our 
repertoire with patients and encourage better outcomes. 


English

Conflict With Administrators: Scheduling Conflicts

Anton, Isabella

Kollman, Patrick

Behinaein, Parnia

Shelbaya, Samy

Pi, Yage

Waitzman, Jacob

Wayne State University 
Patient Education Projects Patient Education 
1-27-2023 
Implicit Bias Mask: Diversity as Strength 
Isabella Anton 
Wayne State University School of Medicine, hk4730@wayne.edu 
Patrick Kollman 
Wayne State University School of Medicine, hk4761@wayne.edu 
Parnia Behinaein 
Wayne State University School of Medicine, hm2742@wayne.edu 
Samy Shelbaya 
Wayne State University School of Medicine, hm2747@wayne.edu 
Yage Pi 
Wayne State University School of Medicine, hn1016@wayne.edu 
See next page for additional authors 
Follow this and additional works at: https://digitalcommons.wayne.edu/pat_edu_proj 
 Part of the Curriculum and Instruction Commons, Medical Education Commons, and the Public Health 
Commons 
Recommended Citation 
Anton, Isabella; Kollman, Patrick; Behinaein, Parnia; Shelbaya, Samy; Pi, Yage; and Waitzman, Jacob, 
"Implicit Bias Mask: Diversity as Strength" (2023). Patient Education Projects. 550. 
https://digitalcommons.wayne.edu/pat_edu_proj/550 
This Infographic is brought to you for free and open access by the Patient Education at 
DigitalCommons@WayneState. It has been accepted for inclusion in Patient Education Projects by an authorized 
administrator of DigitalCommons@WayneState. 
Authors 
Isabella Anton, Patrick Kollman, Parnia Behinaein, Samy Shelbaya, Yage Pi, and Jacob Waitzman 
This infographic is available at DigitalCommons@WayneState: https://digitalcommons.wayne.edu/pat_edu_proj/550 
Diversity as Strength: 
PIF Reflective Expression Mask Project
Authors: Anton, I., Behinaein, P., Waitzman, J., Shelbaya, S., Kollman, P., 
Pi, Y.
Learning Community: Red 42

REFLECTION
The outside of the mask: 
• Diverse range of values, from quietness to weirdness. Our backgrounds have 
converged upon the goal of being excellent physicians.
• Our role in the group are very diverse, from entertainment (Samy) to a reassuring 
presence (Isabella). Our different roles complement each other as we take on 
challenges such as anatomy lab.
• On the outside of our mask, we explored different aspects of our personalities, from 
”chill” to “spirited” to “just peachy.” We addressed our diversity of life paths by 
placing “multiple routes” centrally on the front of the mask.
The inside of the mask:
•On the inside of our mask, we addressed our attributes we tend to keep 
private, such as the idea that we all need to maintain wellness in different 
ways, we all strive ultimately for connection we all experience different 
moments of pain as well as strength, and none of us are perfect
• Included in this is the idea that we all come to medical school with implicit 
biases, but our diversity of life experiences and cultural backgrounds will 
strengthen our ability to better understand our peers and patients’ 
perspectives.
•Conscious attitudes will change over our four years of growth and 
collaboration, strengthening our resolve to do good, empathetic 
understanding of others challenges, and belief that are equal and deserving 
of dignified care.
• Through collaboration with this this project, our professional identities will 
be further formed as grow in interpersonal skills, reliability when working on 
a team, and respectful communication.
“How does implicit bias by physicians affect patients' health care?” 
Article Questions
Throughout our 4 years of medical school, we hope to become 
self-transforming professionals. Medical school is the prime time to explore 
our own biases and to improve as both individuals and future healthcare 
workers. While we may have been more independent as undergraduate 
students, now our paths have converged as medical students at Wayne State. 
Our professional identities in the 1st year will evolve into that of a member of 
a team rather than enduring the upcoming years of training by ourselves.
In order to thrive and adapt to changing conditions during medical school 
and in our future careers, we have to face circumstances with a growth 
mindset, humility, and a willingness to persevere and improve. Also, 
maintaining mental and physical health is important to face difficult 
circumstances with the right mindset.
Correlations between lessons learned and 
influence on PIF
• In undergraduate we relied more so on ourselves to succeed. 
However, in medical school we learned the only way to become 
successful academically and professionally is through learning and 
relying on our teammates. This method would permit for a more 
smooth workflow and allow us to better understand patients using a 
systematic approach. It would enhance the process of our 
professional identity formation. 
• Learning from each other’s perspective and mistakes would enhance 
our core values and beliefs which would entail honesty, altruism, 
respect, accountability


Implicit Bias Mask: Diversity as Strength

ReFocus: The Films of Elaine May. Edited by Alexandra Heller-Nicholas and Dean Brandum. Edinburgh: Edinburgh University Press, 2019. 264 pp., ISBN 9781474440189 (pb), US $24.95

Shearer, Martha

On Heller-Nicholas and Brandum’s ReFocus: The Films of Elaine May

Hay, Alexandra

Stephan, Catrina

Fivecoat, Chayton

O\u27Brien, Hannah

Stevenson, Nicholas

Howson, Sofia

Conflict With Administrators: Resolving Administrator Conflicts in the Workplace

Wayne State University

Not a member yet

Conflict With Administrators: Scheduling Conflicts

Implicit Bias Mask: Diversity as Strength

On Heller-Nicholas and Brandum’s ReFocus: The Films of Elaine May

Conflict With Administrators: Resolving Administrator Conflicts in the Workplace

Conflict With Administrators: Growing Through Differences

Conflict With Administrators: Personifying Professionalism

Conflict With Patients: Communication is Essential

Conflict With Administrators: Administrators Repeatedly Late to Meetings

Conflict With Peers: Peer Misconduct

Conflict With Administrators: Scheduling Problems

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