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    Dutch Test For Handling Conflict

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    bob
    This document discusses the results of a Dutch Test conflict handling assessment. The test results showed moderate to low preference for yielding, high willingness to compromise, low preference for forcing views on others, preference for problem solving, and tendency to avoid conflicts. The document discusses reflecting on how these tests perceive someone versus self-perception and using the results to improve team contributions. Several change theorists are also mentioned, including Lewin, Lippitt, Havelock and Rogers, along with concepts such as driving and restraining forces, communication to promote change, overcoming resistance, and ensuring adoption of change processes.

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    Dutch Test For Handling Conflict

    Uploaded by

    bob
    563 views2 pages
    This document discusses the results of a Dutch Test conflict handling assessment. The test results showed moderate to low preference for yielding, high willingness to compromise, low preference for forcing views on others, preference for problem solving, and tendency to avoid conflicts. The document discusses reflecting on how these tests perceive someone versus self-perception and using the results to improve team contributions. Several change theorists are also mentioned, including Lewin, Lippitt, Havelock and Rogers, along with concepts such as driving and restraining forces, communication to promote change, overcoming resistance, and ensuring adoption of change processes.

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    Resolveing conflict

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    Dutch Test for Handling Conflict

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    This document discusses the results of a Dutch Test conflict handling assessment. The test results showed moderate to low preference for yielding, high willingness to compromise, low preference for forcing views on others, preference for problem solving, and tendency to avoid conflicts. The document discusses reflecting on how these tests perceive someone versus self-perception and using the results to improve team contributions. Several change theorists are also mentioned, including Lewin, Lippitt, Havelock and Rogers, along with concepts such as driving and restraining forces, communication to promote change, overcoming resistance, and ensuring adoption of change processes.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    563 views2 pages

    Dutch Test For Handling Conflict

    Uploaded by

    bob
    This document discusses the results of a Dutch Test conflict handling assessment. The test results showed moderate to low preference for yielding, high willingness to compromise, low preference for forcing views on others, preference for problem solving, and tendency to avoid conflicts. The document discusses reflecting on how these tests perceive someone versus self-perception and using the results to improve team contributions. Several change theorists are also mentioned, including Lewin, Lippitt, Havelock and Rogers, along with concepts such as driving and restraining forces, communication to promote change, overcoming resistance, and ensuring adoption of change processes.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Dutch Test for handling conflict

    Yielding = 11
    Compromising = 20
    Forcing = 8
    Problem Solving = 17
    Avoiding = 15
    According to this evaluation I range in the moderate to low preference of yielding.
    So apparently I dont mind compromising to meet my teammates wishes and I have no
    expectations of them for reciprocal help. I am always searching for a middle ground and
    am highly willing to compromise to find the common interest of all parties involved.
    When it comes to being assertive to full fill my own interests I rank very low in this area.
    Forcing other to see things my way is not how I like to get things done. Problem solving
    seems to be strength of mine. I will try to a mutual agreement between all involved
    parties with little to no conflict. Lastly my score says I will probably avoid conflicts as
    much as possible to smooth over an uncomfortable situation.
    Yes it is true that I dont like conflict. I always try to remain neutral when an
    uncomfortable situation arises. I definitely try to view the situation from everyones point
    of view. This way I can have a better understanding of the thought process of everyone
    involved. I would say that I am a pretty easygoing, open-minded person. I have a
    willingness to resolve (Kearney-Nunnery, 2009, p.131)
    I find these assessment tests interesting. They definitely help me reflect on how
    the tests perceive me rather that how I perceive my self. They can be seen as both a
    positive and a negative. What are the attributes of each individual (Kearney-Nunnery,
    2009, p.139). This line from our reading is something to think about when reflecting on
    what I can contribute to a team. In the end I think reflecting on the outcomes from these
    assessments is always helpful for self-improvement
    Lewin, Lippitt, Havelock, Rogers. Proposed many different theories about
    change. Change may be planned or unplanned. Unplanned changes bring about
    unpredictable outcomes, while planned change is a sequence of events implemented to
    achieve established goals. Lewin identified forces that are supportive of as well as those
    barriers to change; he called these driving and restraining forces (Kelly, p.303). Lippitt is
    all about communication to promote change. His theory included seven steps that are
    good when implemented for general change. Havelocks theory included six steps with
    the end goal to focus on accepting change. His focus was on overcoming resistance to
    change. Rogers theory emphasizes timing and format to ensure that the change process is
    adopted.
    Reference:
    Kearney-Nunnery, R.K. (2012). Advancing your career: Concepts of professional
    nursing (6th ed.). Philadelphia, PA: F. A. Davis
    Kelly, P.K. (2011), Nursing Leadership & Management (3rd ed.). Clifton Park. N.Y.:
    Delmar

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