Project Management

Conflict Resolution

last edited by: Peter Wootton on Apr 22, 2024 6:35 AM login/register to edit this page

1 Conflict Resolution

Conflict Resolution

Schedules, priorities and people are integral to the project, and where interaction, decision making is involved, conflicts will also arise. Conflicts also forms an integral ingredient of the project. The way in which conflicts are handled will go on and determine the success or failure of the project in execution. Ground rules, good planning practices and anything that has to do with communication in a project will all help to prevent the most common reasons that conflicts happen.

Common reasons that conflict happens:

Resources: Resources are scarce, and hence you need to negotiate for or for that matter a busy conference room. Resources can lead to many conflicts.

Priorities: One project or person is more important than another and gets budget, resources, time, prestige and other perks. If the priorities are clear the conflicts won’t happen.

Schedules: Schedules decides who gets what i.e. which project gets which resources and hence one project gets delayed and another one gets precedence.

Personalities: Different people working together will have different opinions and different way of thinking, these differences can lead to conflict. Hence Team building activities are important and to do away with the differences the team needs to undergo stages as mentioned by in the Tuckmann Ladder.

Cost: Cost is a major factor for conflict. Even when the cost is agreed upon the buyer's remorse will come in and will lead to issues.

Technical Opinions: are very much a reason for conflicts, as it is very difficult to change the opinion of an expert. Successful conflict management results in greater productivity and fosters good relationship amongst fellow workers and team. If the conflict is handled properly, the differences can lead to better decision making whereas if mishandled can have drastic effect. It is very essential to handle conflict early and in private using an approach which beneficial.

There are five specific techniques for conflict resolution:

Withdraw/Avoid - Retreating form actual potential conflict, postponing the issue to be handled by other at a later instance. This does not offer any solution but rather the implication of the conflict aggregates over time making it harder to resolve.

Smooth/Accommodate - Herein we try to downplay the problem and make appear as if the problem is not that bad. This is a temporary solution and this is done to prevent tempers from flaring and give the involved stakeholders time to look back. This focusses on areas of agreement. Conceding one's position to the needs of other.

Compromise/Reconcile - When 2 people compromise, each person gives something in order to temporarily or partially resolving the conflict. This is a Lose-Lose situation.

Force/Direct - Pushing one's viewpoint at the cost of the other. This a win-lose combination.

Collaborate/Problem Solve - Include various viewpoints from different perspectives This is a win-win situation. Best way to resolve a conflict is to confront the issue.

last edited by: Peter Wootton on Apr 22, 2024 6:35 AM login/register to edit this page

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