Conflict Resolution in Project Management

Revision as of 20:14, 21 February 2019

Disclaimer

I'm aware that this article isn't complete at all, and as I am yet to figure out how on earth to properly format this, I haven't entered refenreces yet, either.

Abstract

Conflicts are unavoidable in projects, as conflicts with others is considered part of human nature. While it is unavoidable it is however of great importance to minimize conflict in projects, as they may lead to delays, improper work and poor results, increased cost etc. When properly handled, conflicts can however lead to improved involvement and cohesion as well as clarification of key issues and values. A project manager should thus posess skills in identifying conflict, apporaching and managing conflict as well as creating an environment, that aims to reduce conflicts.

Sources of conflict may come from areas as different as poor communication, differences in values or limited ressources. As there is no one origin, there can be no one solution, i.e. no one-size-fits-all. Hence the manager must possess knowledge of different ways to handle conflict, and know when to tackle conflict and when not to.

The Importance of Conflict Management

Positive outcomes

De Janasz

• Increased involvement
• Increased Cohesion
• Increased innovation and creativity
• Positive personal growth and change
• clarification of key issues
• Clarification of values

KPI

• Greater productivity
• positive working relationships
• Increased creativity
• better decision making

Negative outcomes

De Janasz

• Unresolved anger
• Personality clashes
• Low self-esteem
• Unclear views on responsibilities
• Lack of efficiency
• "Unfinished business"

Dana

• Wasted time
• Bad decision
• lost employees
• lowered motivation
• lost work time
• health costs

Sources of Conflict

Conflict Management Strategies

Avoiding

Accommodating

Compromising

Competing

Collaborating

Pros and cons to each strategy

Prevention of Conflict

As stated previously conflict can, when handled properly, benefit the project in various ways, but might have dire consequences as well. As such, it is of equal importance to attempt to minimize grounds for conflict. This is to a large extend done through preemptive measures, some of which are listed below.

Effective Team Building

(De Janasz) At the early stages of project forming, it is crucial to form well-structured teams, and to ensure that the members of these function ideally both profesionally and personally. This can be achieved by setting clear objectives, attempting to develop common goals and guidelines and streamlining expectations. Many companies offer courses on effective team building, and many larger coorporations handle such matters internally in Human Ressources-departments. This is covered in greater detail in Managing groups for high performance (I really need to figure out how to reference and link stuff in this silly format - it's on the 2018 article list).

Conflict Management Training

(De Janasz) While efforts can be put forth to lessen the risk of conflict, it cannot be prevented that some conflict will arise. Thus there is benefit to be found, in training not only managers but also the staff involved in the projects on ways to manage conflict. Among other things, it may allow personnel to identify potential conflict at earlier stages and adressing it prior to it becoming a concern. I may also allow staff to handle conflict constructively and solve prolems in collaborations, when they inevitably arise.

Mapping Personality Traits

Multiple companies use various systems to identify and map out personality traits, in order to improver understanding of the individuals characteristics, and how this may effect communication with others. One of these systems is Insights.

Insights Personality Tests

Insights personality tests is based on the work of Dr. Jung, who proposed that our personalities are made up of two traits, Introversion and Extroversion, as well as four functions, Thinking, Feeling, Sensation and Intuition. (https://www.insights.com/media/1169/insights-discovery-validating-the-system.pdf) Based on the results from the personality test participants will be ranked in four groups; Fiery Red, Sunshine Yellow, Earth Green and Cool Blue. Typically one or two traits will be dominant and dictate the preferred style of thinking and working, while the remaining are less defining of the individuals personality. In short, the four dominant traits are as follows: (http://www.inside-inspiration.com.au/insights-discovery/insights-colour-energies.html)

Fiery Red

People in the Fiery Red-category are high-energy extroverts and oriented towards action. They approach others with authority and emmit a desire for power and control.

Sunshine Yellow

Sunshine Yellow indicates extroversion and friendlyness. People in this category are focused on positivity and human relations, and approach their surroundings with a desire for sociability.

Earth Green

Value and depth in human relations are key points for a person in this category. They want to be considered a reliable ressource. They value democratic relations and radiate a desire for understanding.

Cool Blue

Cool Blue defines introverts with a desire to understand the world around them. Written communication is preffered over oral delivery, as to maintain precision and clarity, ensuring the best base line for analysis.

Each group has strengths and weaknesses, but knowing these aid people in communicating well with each other. While Fiery Red and Cool Blue have a desire for details and clarity Sunshine Yellow accepts meetings going off topic and has little interest in detail. (https://aaps.ubc.ca/insights-learning-system-personality-type-communication-tips)

It should be noted, that Insights (R) maintains strict control over their material, why only very few valid sources on the methods and personality types are available, and no scientific research on the application of methods have been located.

Case Studies

Vastly different

(https://www.insights.com/us/case-studies/)