Conflict, Change, and Team Building 1

Conflict, Change, and Team Building

Emily King

NURS 478 Nursing Leadership and Management in Health Systems

University of Arizona

Conflict, Change, and Team Building

Conflict, Change, and Team Building 2

When taking the conflict-management style quiz, I learned a lot about my own

personal conflict management. I scored the same score on my top 3 conflict

management style results. My top three style preferences are Accommodator,

Compromiser, and Problem Solver. Accommodators focus on supporting others in

conflict situations and focus on making others happy. They often build up resentment

from denying their own needs (United States Institute of Peace, n.d.). Compromisers

focus on compromise to resolve conflict while Problem Solvers focus on discussing

problems and working through them as a group. Problem solvers welcome differences,

build trust, and mutual understanding in group settings (United States Institute of Peace,

n.d.). My High 5 Strengths test results indicated that my top five strengths are Coach,

Philomath, Analyst, Catalyst, and Optimist. Coaches are known to strongly support

other’s growth and discover hidden potential in others (HIGH5TEST, 2023). Philomath’s

love to learn and explore new interests and paths, while Analysts are known to search

for simplicity and clarity within a complex system. Catalysts are known to create

momentum and get things started in difficult environments (HIGH5TEST, 2023). Finally,

Optimists praise the good in others and are incredibly grateful for what they have.

For the most part, I agree with my survey results from both tests. The conflict

styles assessment test revealed how I manage conflict and caused me to self reflect.

Sometimes in conflicting situations, I tend to be an accommodator. This sometimes

results in me being resentful since I would deny my own needs. I learned that this is

something I need to work on in my own life.

Conflict Management:

A specific situation when I had to deal with a conflict was during level 2 of nursing

school. During a five student group project, the majority of us felt that one of the group
Conflict, Change, and Team Building 3

members was not putting in the appropriate amount of effort. Some of my fellow group

members had sent her messages letting her know that we need her to put in more work,

however, those efforts failed. We decided that at a group meeting, we would try to

discuss this issue with her, since less personal efforts had failed. At the meeting, we

discussed with her our concerns regarding the work she has put into the project.

The type of conflict this was is an interpersonal conflict because it was a

disagreement between two or more people and happened because of differing priorities,

values, and goals (Murray, 2022). The conflict management strategy used to solve this

problem was collaborating. During the meeting we all had together, we identified goals

for the group and each committed to doing our shared portion of the work on time. We

identified the problems and concerns each of us was struggling with and came to a

resolution. My own personal values impacted this conflict because I was upset that one

of the group members wasn’t doing her part. I believe that if you make a commitment or

agree to do something, it should always get done. This caused me to get more

frustrated than I normally would have, which is something I can personally work on.

Change Theory:

The change theory I used in this conflict is Lewin’s Force-Field Model. This

theory describes change resulting from driving forces that attempt to facilitate the

change and restraining forces attempting to maintain the status quo (Murray, 2022). In

order for meaningful change to occur, the driving forces must be greater than the

restraining forces. This change theory involves three steps, including unfreezing the

status quo, moving toward the new way, and refreezing the change for sustainability

(Murray, 2022). This change theory was used in my own conflict because we “unfroze

the status quo” by making communication efforts to put in more effort and work. We
Conflict, Change, and Team Building 4

“moved toward the new way” by having an effective conversation and seeing more effort

being applied. Finally, I experienced “refreezing the change for sustainability” by making

equal work and effort to be expected and the new norm for our group project.

Team Building:

My conflict management characteristics and personal values will benefit me in

my ability to build teams in my career as a nurse. A successful nurse leader must learn

to engage in conflict and remain engaged to promote collaboration and effective care

coordination (Van Baren, 2023). One of my conflict management characteristics is

problem solver, therefore, in future groups I will discuss problems and work through

them as a team. I think my future teams will appreciate this and feel trust and mutual

respect. My personal values may hinder my ability to manage teams in my career

because if I feel a team member is giving poor work, it would be more difficult for me to

manage. However, with my conflict management characteristics, I believe I would be

able to effectively manage the problem through collaboration and open communication.

Conclusion:

Conflict management can be a difficult topic and experience for many people.

During the time I experienced an interpersonal conflict, the collaborating conflict

management strategy proved to be an effective strategy to manage our group’s issues.

While using the change theory, Lewin’s Force Field Model, we went through the three

stages of unfreezing, moving, then refreezing. The conflict management strategies and

use of change theories I use will benefit me in my ability to build and manage teams in

my future career as a nurse.

References
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HIGH5TEST. (2023). High5 strengths test. https://high5test.com

Murray, E. (2022). Nursing leadership and management: For patient safety and quality

care (2nd ed.). F.A. Davis.

United States Institute of Peace. (n.d.). Conflict styles

assessment.https://www.usip.org/public-education-new/conflict-styles-

assessment

Van Baren, E. (2023). The Importance of Conflict Management. Arizona Nurse, 76(2),

11. https://web-s-ebscohost-com.ezproxy4.library.arizona.edu/ehost/pdfviewer/

pdfviewer?vid=6&sid=ec8f4b72-8aa8-4c37-9747-0750802eaed8%40redis