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Conflict resolution strategies
Relevance of conflict management to management
Conflict resolution strategies
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Introduction
Project management planning, scheduling, controlling and implementation can be a difficult and challenging task. This is because a project involves many organizations and stakeholders whose interests and needs should be adequately addressed. Failure to address such issues among various stakeholders and interested parties can create conflicts. However, the method and strategy of resolving such conflicts will determine the sub sequent success of the project. Therefore, project managers need to learn appropriate and effective conflict resolution methods and techniques to employ during planning and implementation of a project (Borisoff & Victor, 1989).
The purpose of this paper is to identify a particular problem causing conflicts
This has been further facilitated by lack of trust, respect, effective listening skill which has contributed to serious communication problems. These communication problems eventually result in failure to perform as instructed, misinterpretation of designs or drawings, or clearly misunderstood change orders delays in delivery of critical components (Vilchis, Tovar & Flores, 2012).
According to Thamhain &Wilemon(1975),conflicts arise from many sources as shown in the table below
SOURCES OF CONFLICT AND THEIR RANKING BY CONFLICT INTENSITY.
Sources of conflicts Conflict intensity rankings
Conflict over project priorities 2
Conflict over administration procedures 5
Conflict over technical opinions and performance trade-offs 4
Conflict over human resources 3
Conflict over schedules 1
Personality conflict 6
Conflict over cost and budget
The court has ordered the environment impact assessment to be redone. However, the lobby group claims the state environmental agency has lost credibility and requests an independent report from the Federal Environmental Management Agency. This has created a conflict between the project management and various stakeholders
Impact of the problem on the project
The above problem has significant impacts on the project. The project could get cancelled or fail completely; this very bad since all financial and human resources have already been allocated to the project. If the project gets cancelled, the financial losses arising from it will impact negatively on the company
Conflict mitigations
Since sources of conflicts have been identified, appropriate resolution mechanisms should be applied. The table below shows the various sources of conflicts and their suggested
A problem that could occur is a lack of capital. A lack of capital means less projects can be pursued unless more capital is raised. If more capital is raised the cost of capital will also increase which will lead to the acceptability of some projects changing. The second problem that could occur is capital rationing. The capital budget may be limited due to not wanting to relinquish equity or a lack of skilled
Gray, C., Larson, E. (2008). Project Management: The managerial Process. New York, NY: The McGraw-Hill Companies Inc.
Four sources of conflict presented by Lamberton & Minor (2014) are content, values, negotiation-of-selves and institutionalized will be discussed. Awareness of and knowing what causes conflict is important in strategizing ideas and plans to resolve them. Explanations and examples of these four sources will follow. The outcome and process of resolving conflict can affect what direction and success we achieve personally and
Kezner, H. Project Management: A Systems Approach to Planning, Scheduling, and Controlling. 6th. New York: John Wiley and Sons, Inc, 1998. Print.
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
Finally, it is important to seek the assistance of a mediator or third-party facilitator if the conflict cannot be resolved internally. Conclusion In conclusion, conflict is an inevitable part of working in teams or groups. However, by using effective conflict resolution strategies, conflicts can be resolved, and a cohesive and productive team can be established.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Project management is said to be completed within time when it completed within the “triple constraints”: cost, time and quality. And in a lot of causes, one them is sacrificed so as to meet the other two. Project managers prioritize which ones are the most important.
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
This model distinguishes six possible sources of conflict that may arise: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problem (McShane and Von Glinow 332-333). Incompatible goals involves that “the goal of one person or department seem to interfere with another person’s or department’s goal” (McShane and Von Glinow 333). Differentiation is described as the “difference among people, departments, and other entities regarding their training, values, beliefs, and experiences” (McShane and Von Glinow 333). Interdependence “occurs where individuals operate interdependently except for reliance on a common source or authority” (McShane and Von Glinow 335). Scarce Resources are a source of conflict when several persons or units require the same recourse to fulfill their goals. Ambiguous Rules occur as a source of conflict because “uncertainty increases the risk that one party intends to interfere with the other party’s goals” (McShane and Von Glinow 335). Communication Problems are a source of conflict “due to the lack of opportunity, ability, or motivation to communicate effectively” (McShane and Von Glinow 333).
Leung, Liu and Thomas (2005) discussed conflict management in construction. The study findings suggest two types of conflicts: team and task conflict. Conflict and conflict resolution both are essential part of goal setting process and can affect the final outcome. Integration style is desirable approach for solving conflicts in conflict management. Integration style for solving conflicts means the best decisions with improved level of satisfaction of m...
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Rahim (2002) differentiated person’s perception towards handling a conflict into two: “concern for self and concern for others” (p. 216). Further, the study explored two types of conflicts and observed that most conflicts arise during the decision-making process. Dysfunctional conflict, which hinders team performance and interpersonal relations due to individual’s self-interest in implementing particular decision. Functional conflict serves organization purpose with employees involved in the conflict regarding which proposal to implement (Rahim, 2011).
Project management involves all activities that encompass scheduling, planning, and controlling projects. A successful project manager ensure that an organization’s resources are being used both efficiently and effectively. Most projects need to be uniquely developed require a sense of customization and the ability to adapt to any posed challenges. The scope of effective project management includes defining what the project is and what is being expected to be accomplished. Projects are imposed to fulfill a certain need and project managers must have the ability to create the proper definition. Goals and the means used to attain those goals have to be clearly stated. Project Managers must also have the ability to plan
When planning a new project, how the project will be managed is one of the most important factors. The importance of a managers will determine the success of the project. The success of the project will be determined by how well it is managed. Project management is referred to as the discipline that entails the processes of carefully planning, organizing, controlling, and motivating the organization resources so as to foster and facilitate the achievement of specific established and desired goals and meet the specific criteria of success required in the organization (Larson, 2014). Over the course of this paper I will be discussing and analyzing the importance of project management.