PROJECT CONFLICT & TEAM RECOGNITION

Project Conflict & Team Recognition

Project Conflict & Team Recognition

What are you going to recommend as a plan forward concerning Robb?

I want to recommend a plan to Robb given below: Project Conflict Plan

Dealing with a conflict one step at a time

As it usually takes time for conflicts to reach some kind of boiling point, it often will also take time to solve the conflict. Again there are cultural and personality differences to take into account. Some people explode and simmer down again rapidly, others are more likely to build up tension in a slow and invisible manner. (Wilmot,W. & Jouyce Hocker, 2007)

Step A: Blowing Off Steam

Often when it becomes clear that 'something has to be done about this' the first thing needed is for everyone to tell their story, to express their side of things, to blow off steam. In such a first step of conflict resolution the most important thing is that all the parties involved receive their share of time, attention and empathy. So that the first edge of pain and/or anger maybe softened somewhat in the telling of what happened.

There are no guidelines on how long this first step should take. Some people need a lot a time, need to release a lot of emotional tension before they can move on to step 2. Some are able to do this with all the actors involved and present, others - depending on (individual) background - may find this too confronting to do it in public or to show their emotions at all. (Wilmot,W. & Jouyce Hocker, 2007)

Step B: Sharing All Available Information

The second step of conflict resolution is to share and compile the available information surrounding the conflict in some kind of rational manner. In part this will be information about what happened in chronological order. Important information is how people perceived and interpreted the events which occurred. Nearly always conflicts are in part based on lack of information - about certain facts or events, and most certainly about the way others perceived the events. Be aware about differences related to class, culture, gender and individual background that influence the way behaviour and events are seen.

Step C: Analysing The (Many) Aspects Of A Conflict

A third step is to analyse the available 'data'. At this point it is possible to develop working theories about the background of the conflict, the reasons for its occurrence, the relationship it bears to the organisation or the people involved. (Wilmot,W. & Jouyce Hocker, 2007)

Step D: Finding Feasible Solutions

The final and fourth step is to use the analysis (step 3) in order to decide upon certain solutions - which will hopefully solve the conflict, or keep it at a certain level, or prevent the involved people or parties from flying off the handle again in the near future.

The need to analyse and to explicitly talk about a certain conflict, in itself is tied in with cultural habits. This means that these four steps (blowing off steam, sharing information, analysing the conflict, ...