5 Conflict Management Techniques To Resolve Team Conflicts
- read the above and relate to any contemporary organization. Explain the practicality and relevance of the concept and the resolution process. Read additional literature on the subject matter and draw whatever conclusions you deem appropriate…should there be organizational room for conflict? Why or why not? Justify your rationale(s) if any…think creatively outside the box….. Write up requirements: At least 3-4 double space pages with introduction, analysis (Body/case making), conclusion, lessons learned, and works cited page….include KEY TERMS and in bold in your paper/write up.
Whenever two or more stakeholders have difference of opinion or interests, conflict can occur. According to a recent survey, managers spend 24% of their time managing conflicts. Conflicts can happen due to many reasons, such as schedule priorities, scarce resources, technical reasons, and personal issues.
There are five conflict resolutions techniques that an organization can use to resolve conflicts
Collaborating or Problem Solving
In this technique, the issue is discussed with all parties to agree on a solution, while considering multiple viewpoints. This technique may be use d in the following cases:
-When one wants to incorporate multiple views.
-If the people involved in conflict are very influential.
- When a consensus is needed.
- If one wants to distribute responsibility equally to all parties.
Advantages - This is a real problem solving technique and gives a final solution to the whole conflict. It brings consensus, commitment and shared responsibility for the result. This technique also creates a win-win situation. It builds confidence in the team, earns respect and establishes authority.
Disadvantages- This technique cannot beused when one needs a quick solution because it takes time and effort. Also one cannot utilize this technique with all conflicts; it is generally used for those conflicts which may severely affect the project.
Compromising
In this technique, one takes suggestions from both sides and try to partially satisfy both the parties. This technique is useful when the stakeholders involved in the conflict hold equal level of power. This technique is used in the following cases:
-All the parties involved in the conflict need to win.
-When the project manager has an equal relationship with both parties.
-Collaborative and forcing techniques have not been successful
-When one needs a temporary solution to move forward quickly.
Advantages - It brings quick results, lowers stress and keeps all parties placated until a permanent solution is found. One can solve a conflict and gain enough time to find a better solution.
Disadvantages- This technique doesn't generate trust in the long run, all parties remain unsatisfied and the conflict could again surface at any time. Moral is not being built here. One may be required to interfere sooner to make sure that all parties abide by the agreement.
Smoothing
This technique deals with finding the areas of agreement and trying to smooth the situation and circumvents tough discussions. One can give more consideration to one party than the other. A person tries to downplay the seriousness of the situation and behave as if the problem never existed.
This technique is useful in the following:
-There is not enough time to deal with the conflict.
-When only a temporary solution to the problem is required
-If the conflict is minor and involves lesser influential stakeholders.
Advantages- This technique doesn't require much effort. One can focus on essential issues while ignoring relatively unimportant arguments. The situation can be handled simply by bringing harmony, creating goodwill, and providing enough time to find a permanent solution.
Disadvantages - If one fails to bring a balanced approach to smoothing, other party may take advantage of the situation since they are being given more consideration. Members of the party not being accommodated to may raise questions on the authority or stop reporting conflicts. It is technique is not recommended as it often weakens the project manager’s authority.
Forcing
In this technique, we agree with one party’s viewpoint and enforce their wishes. This is a win-lose situation and there is risk demoralizing of the team.
This technique can be used in the following cases:
-When one needs a quick solution.
-When , one knows that the other party is right and they do not have time to investigate.
- When the stakeholders on the losing side of the conflict are not so important.
-If the relationship with those stakeholders is not very essential.
Advantages- This technique provides a quick remedy to the problem. Almost no effort is required from the project manager and it may help establish the project manager’s authority.
Disadvantages- By using this technique, anegative impression of oneself might be created and may also lose opportunities gained from the opposing party’s viewpoint. This technique cannot be used on high power stakeholders. Sometimes it may backfire and further worsen the conflict.
Withdrawing
In this technique, one avoids the conflict or retreats and allows it to resolve itself. This technique is beneficial when stakes are low and likely the conflict will disappear on its own. This technique can be used in the following cases:
- People involved in the conflict are not major stakeholders.
-The issue doesn't require a great time investment.
- Intense argument has already happened, and the individuals need some time to cool off.
-If one does not have enough information to pursue other techniques.
Advantages - This technique xan save time that can be invested in other productive activities. It is a good approach for low-level conflicts and gives enough time to prepare if the conflict re-emerges.
Disadvantages - Withdrawing from a conflict may weaken one's position as a project manager because parties may assume that the person has an unfair bias. Team members may think the person lacks skills and is not authoritative. Another main issue in this technique is some experts say it is not a technique because when the conflict arises, we avoid it, and do not take any action.
Conflict is inevitable and we should learn to manage it. Whenever two or more people interact for a long enough time, conflict happens and is envitable. Organizations can significantly reduce hidden costs associated with conflict by building processes and systems to remove the underlying causes.
In organizational setup, lots of people interact for lots of time. Yet few of the organizations devote resources to proactively managing these conflict. Organizations can significantly reduce the hidden costs associated with conflict by building processes and systems to remove underlying causes of conflict.
When these underlying factors remain unaddressed, conflict situations can lead to destruction. Unresolved conflict preys on minds and distracts them from their most important tasks. They remember past conflicts and those memories can cause them to avoid contacts that can actually contribute to their success. Conflict shifts the focus from long-term results and consequences to short-term issues.
In many cases, conflict can also be good for organizations because it encourages open-mindedness and helps to avoid the tendency toward group think that many organizations eventually fall prey to. The key is learning how to manage conflict effectively so that it can serve as a catalyst, rather than a hindrance to overall organizational improvement.
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