Conflict at workplace is natural as it is not possible that all team members have same mindset and understanding. Also, for Project manager it is not possible to give same opportunity, rewards, recognition, appraisal etc. to all team members. Then Conflict is Natural.
What is Conflict?
When someone has different opinions than others or someone have some different though, perception and any other issues as comparatively others then Conflict will arise.
What is the reason for Conflict arising:
Conflicts in project teams can be arise by:
- Lack of sources,
- Deadline pressures,
- Personal work styles,
- Salary disagreements
- Personality clashes, and
- Differences of opinions.
Example of Conflict: Suppose Project manager is asking Resource-X to come office daily and other team members are coming occasionally. Apart from them Resource-X are getting more work with tight deadlines, now Resource-X need one day leave and Project manager not approving, now Resource-X is start arguing or raise his concern that why other team members are not coming office daily ?, why they are doing Work from Home (WFH)? Now conflict will arise between team.
What is Conflict Management
Conflict Management is the process of handling and resolving arguments or disagreements between teams, groups, or organizations in a productive and positive manner. Conflict is a natural and expected part of human interactions, and effective conflict management is important for maintaining healthy relationships, promoting collaboration, and achieving organizational goals.
Some key principle to manage conflict:
- Open Communication
- Active Listening
- Identifying issues
- Collaboration
- Learning and Growth
- Act as a Mediator
- Negotiation
- Respect and Professionalism
- Time management
- Emotional Intelligence
- Use different type of Conflict Management Styles
Types of Conflict Management Styles:
There are several conflict management styles that you can use when in a conflict or while facilitating a solution to a conflict. These styles are:
- Problem-Solving/Collaborative/Confrontation: Enables you to achieve a win-win solution.
- Compromise/Reconciling: This is also known as a lose-lose solution.
- Forcing/Directing: This is a win-lose solution.
- Smoothing/Accommodating: Uses down-playing techniques to arrive at the solution.
- Withdrawal/Avoid: Avoiding the team conflict issues.
Problem-Solving/Collaborative Conflict Management Styles
It requires both parties to sit together and keep their view on a table in front of management with facts. Management will listen both the parties and come to a collaborative solution where both the parties will agree on that solution.
Compromise Conflict Management Styles
When conflicts will come to the end with a compromised solution where neither first party nor second party got what they want, but somehow they have to agree.
Like, a project manager asking a team member to complete this task by tomorrow EOD, but team member is start arguing that this task will take min 5 days and by tomorrow it is not possible, but PM has huge pressure from Client. PM trying to convince the project criticality, and both agreed to complete this task by day after tomorrow EOD ( within 3 days instead of 5 days). Here neither PM not Team members got what they want.
Forcing Conflict Management Styles
Sometime management has to force team member to complete the work within given timeframe without any further discussion or argument. This is something Forcing conflict resolution technique which management has to use. This dictator attitude is useful when quick decisions need to be made and deliver the task in a tight schedule.
Smoothing/Accommodating Conflict Management Styles
The smoothing technique is also known as the accommodating conflict resolution technique. This is one of the conflict resolution techniques in which one of the parties accommodates the other party. In this technique all parties (Client, PM and team) all are accommodate to each other.
Withdrawal Conflict Management Styles
Withdrawal conflict means avoiding the Situation or argument. But avoiding or withdrawing the situation will not work if we need to deliver something to client or if there are revue loss or project impact. But if issue is minor or matter of just satisfying the other Ego, then it’s Ok, like if team is arguing on the venue of team party or catalyst party or some non-productive discussion.
Conclusion
Effective conflict management is important at workplace in various settings, such as organization, Project, families, communities and team. When conflicts are managed fruitfully, they can lead to improved relationships, increased productivity, and a good team building.
Read More : https://techblog.kbrosistechnologies.com/
Visit to our site : https://www.kbrosistechnologies.com/
Watch more Video https://www.youtube.com/channel/UCpcd6IshE1caAbf9EdJd3gw
