Running head: CONFLICT MANAGEMENT STYLE

Conflict Management Style

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Conflict Management Style

Conflicts always exist in all work environments, but in the healthcare settings, these

conflicts are significantly common due to the characteristics of the work environment including

patient-provider and provider-provider interactions. As Feigenbaum (2019) points out, conflicts

are quite common, and people have to find the best ways of addressing disagreements and

resolving conflicts as experienced within an organization. In understanding the concept of

conflict handling, a review of change and conflict theories is conducted followed by a

description of a leader as a change agent, and finally a description of how my conflict handling

ability can hinder or enhance leadership.

Change Theories

In the healthcare environment, change is inevitable, and the need for management and

leadership to ensure that change processes and activities are successful. In ensuring success in

initiating and implementing a change process, leaders must identify the most appropriate change

theory to apply. Some significant change theories include Kurt Lewis change theory and

Lippitt’s change theory all which describe the change process in different ways but all aiming at

supporting effective change.

Kurt Lewin’s change theory, as described by Hussain et al. (2018), is widely used in the

healthcare setting and primarily involves three key stages; unfreezing, moving, and refreezing.

While the model seems simple, it is the most practical as change is not always a onetime thing

and should be conducted sequentially to ensure success. According to Hussain et al. (2018), the

process of change as described by Lewin entails the creation of a perception that a change is

needed, then identifying the best way to make this change through enhancement of the desired
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behavior, and finally solidifying the behavior as part of the practice. However, the change model

is dependent on the driving, and resistant forces and a change agent must, therefore, seek ways of

enhancing the effect of the driving forces and reduce the effect of the resistant forces to attain

change. The driving forces are the change agents who motivate other people towards change

while resistant forces are the human factors that prevent change from occurring. According to

Lewin, the effect of the driving forces must overcome that of the resistant forces for change to

occur (Hussain et al. 2018).

Lippitt’s change theory is another important change theory, and unlike Kurt Lewin’s

model which involves only three phases, Lippitt’s model contains seven steps of change.

Problem diagnosis, change agent’s role, motivation assessment, change agent’s resources,

progressive change assessment, change maintenance, and relationship termination are the main

change steps (Spears, 2016). Lippitt’s model approaches a complex process of undertaking

change from when it is initiated to when the relationship between change agents is terminated

due to completion of the change objectives. A change agent can influence not only an

organization but also the employees to adopt a new behavior different from their current one by

following these steps of change.

Conflict Theories

Change is an important aspect in the healthcare environment, and while this may be

accepted by many, there is always opposition which has been described by Lewin as resisting

forces (Hussain et al. 2018). The resistance is the primary cause of conflict in any organization,

and the need to address these conflicts is important in ensuring successful change. Conflict

theories are essential in supporting conflict management efforts.

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An important conflict theory applicable in the healthcare setting and the general settings

is a social cognitive theory (SCT) which began as a social learning theory and later advanced to

SCT positing that learning occurs when people interact socially within an environment, with a

person, or behavior (LaMorte, 2019). According to this model, social interactions are important

in giving meaning to human behavior and actions and understanding these interactions is

important in determining the cause of conflict and the best ways of addressing these conflicts.

The model assumed that knowledge in some way, is associated with a person’s interaction with

the environment or other people (LaMorte, 2019). It defines the unique ways through which

people acquire certain behaviors and how they maintain them taking into account the past

experiences of an individual and their influence on expectations, reinforcements, and

expectancies shaping the behavior of an individual.

Second important conflict theory is social conflict theory which states that a conflict will

exist between different entities including organizations and individuals, especially when some

factors or situations motivate different entities to act on personal interest. Social conditions

surrounding an individual or an organization have the potential of worsening the individual or

organization’s desire to act on their personal interests as opposed to those of other people

(Crossman, 2018). Understanding the cumulative effect of social issues on conflicts is important

when seeking to prevent conflicts and manage them. Social conflict theory enables people to

identify these issues and address them. Change is one issue that can result in conflicts, and a

change agent needs to find ways to address negative issues associated with change.
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Leaders as Change Agents

A leader plays different roles within the healthcare organization, and these roles may at

times, include undertaking change initiatives. Change in the healthcare system is inevitable, and

healthcare providers must determine the best ways of addressing change issues. As pointed out

by Michigan State University (2019), change agents must have diversified knowledge, flexible,

responsible, and effective listeners. Nurse leaders have always been recognized as having skills,

expertise, and knowledge that allows them to influence other people to follow them in the course

of change. With the power vested in them, leaders can be better change agents as they can

captivate on the followers’ feelings and commitment to the leader. Change comes with

challenges, personal and organizational goals and opportunities which the leader can take

advantage of to improve followers’ commitment to change.

Conflict Handling Ability and Impact on Leadership

Conflicts are a common occurrence within the healthcare setting, and healthcare

professionals need to identify ways of managing these conflicts thereby improving the overall

performance. There are many ways through which a person can handle conflicts, but not all of

these strategies result in best outcomes. As noted by Amaresam (2019), many conflict handling

strategies exist including competing, collaboration, compromising, accommodation, and

avoidance. By adopting collaboration conflict management style, there is always a chance that all

parties to the conflict feel valued and understood as it allows a conflict manager to listen to the

concerns of the people. That way, people tend to like and appreciate a leader’s commitment to

other people enhancing the individual’s leadership abilities. On the other hand, it may hinder one

from becoming an effective leader as it takes a lot of time and energy aspects that negate the

effectiveness of a leader.
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Conclusion

As has been demonstrated in the discussion, conflicts are a common occurrence, and this

happens mostly when an individual or the management seeks to initiate a change within the

organization. Change results to disagreements resulting to conflicts but change agents must

identify the best change theory that will limit the chances of conflicts and when there are risks of

conflicts, and effective conflict model will help address the challenges.
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References

Amaresan, S. (2019). 5 conflict management styles for every personality type. Hubspot.

Retrieved from https://blog.hubspot.com/service/conflict-management-styles

Crossman, A. (2018). Understanding conflict theory. ThoughCo. Retrieved from

https://www.thoughtco.com/conflict-theory-3026622

Feigenbaum, E. (2019). Organizational conflict theory. Chron. Retrieved from

https://smallbusiness.chron.com/organizational-conflict-theory-4874.html

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin's

change model: A critical review of the role of leadership and employee involvement in

organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.

LaMorte, W. W. (2019). Behavioral change models: The social cognitive theory. Boston

University School of Public Health. Retrieved from

http://sphweb.bumc.bu.edu/otlt/MPH-

Modules/SB/BehavioralChangeTheories/BehavioralChangeTheories5.html

Michigan State University (2019). Qualities of effective change agents. Retrieved from

https://www.michiganstateuniversityonline.com/resources/leadership/qualities-of-

effective-change-agents/

Spear, M. (2016). How to facilitate change. Plastic Surgical Nursing, 36(2), 58-61.