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HowtoResolveaConflict3.docxWhen you are managing a project, you depend on people to get the work done. However, when they have any sort of conflict, your project can grind to a halt. Additionally, you are the one held accountable when it causes delays and costs money! Since you are on the hook when a conflict threatens your project, you are the one who has to resolve it. Luckily, there are numerous techniques for getting your conflicts resolved.
Collaborating, or problem solving, is the most effective way to resolve a conflict. This means working with other people to make sure that their viewpoints and perspectives are taken into account. It is a great way to get a real commitment from everyone while you get to the bottom of what’s causing the issue and figure out a solution that works for everybody.
Task: Review each of the attempts to resolve a conflict below and figure out which conflict resolution technique is being used. Type your response and why you selected that conflict resolution technique.
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Attempt to Resolve Conflict |
Type Your Response Here |
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1. “I do not really have the time for this—let’s just do it your way and forget I ever brought up the problem” |
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2. “Look Sue, Joe has already filled me in on your issue. I have considered his position, and I have decided that he is right. Therefore, I do not need to hear any more about it.” |
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3. “Hold on a second, let’s all sit down and figure out what the real problem is.” |
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4. “Joe, you have got a solid case but Sue really brings up some good points. If you just make two little concessions, and Sue gives up on of her points we will all be good.” |
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5. “You guys are almost entirely in agreement – You just differ on one little point! I bet we will be laughing about this next week.” |
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6. “I do not really have time to deal with this right now. Just figure it out and get back to me.” |
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7. I know this problem seems really big, but I will bet if we take a long, hard look at it, we can figure out how to fix it permanently.” |
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Human Resources Involvement:
From your point of view, what can the HR representative do, if anything, to assist resolving issues or moving the project forward in each scenario?
Scenario #1:
Scenario #2:
Scenario #3:
Scenario #4:
Scenario #5:
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Compromise: Compromise sounds good but ismore difficult to achieve than mostthink. Compromise is when two or more individuals give up something to arrive to an acceptable solution. Consequently, this is called a "lose-lose" situation. Always try to solve the problem first. Compromise only after you have tried every possible way to solve the real problem.
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Smoothing: Also known as accommodating, is what you are doing when you try to play down the problem andmake it seem like it is not so bad.It is a temporary solution, but sometimes you need to do it to keep tempers from flaring and give people some space to step back and really figure out what is going on.
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Forcing: Putting your foot down and making a decision. There is a clear "winner" and a clear "loser"
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Withdrawal: Does not do much good for anyone.It is when people get so frustrated, antry, or disgusted that they just walk away from the argument. It is almost always counterproductive. If someone withdraws from a problem before it is resolved, it will not go away, and your project will suffer.
