Leading Projects: Conflict Management
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Questions and Answers

Which conflict-handling method is characterized by assertiveness and uncooperativeness?

  • Collaborating
  • Compromising
  • Competing (correct)
  • Avoiding

    • What is the key characteristic of the collaborating conflict-handling method?

  • It involves avoiding discussion of the issues.
  • It focuses on quick, mutually acceptable solutions.
  • It aims for a solution that satisfies both parties. (correct)
  • It seeks a solution that satisfies one party's concerns.

    • What does accommodating primarily involve in a conflict resolution context?

  • Avoiding the conflict altogether.
  • Prioritizing one's own needs over others.
  • Finding a compromise that benefits all parties.
  • Neglecting personal concerns to satisfy the other person's needs. (correct)

    • Which conflict-handling method is seen as unassertive and uncooperative?

    <p>Avoiding (A)</p> Signup and view all the answers

    Which of the following best describes the 'collaboration' conflict resolution style?

    <p>Incorporating multiple viewpoints for a win-win solution. (B)</p> Signup and view all the answers

    Compromising in conflict management aims to achieve what?

    <p>An expedient solution that partially satisfies both parties. (B)</p> Signup and view all the answers

    What is a similarity between compromising and accommodating?

    <p>Both can result in temporary or partial resolution of conflicts. (B)</p> Signup and view all the answers

    What does accommodating typically involve in a conflict situation?

    <p>Meeting the other person's needs at the expense of one's own. (B)</p> Signup and view all the answers

    In which scenario is the accommodating style most likely to be employed?

    <p>When the relationship is valued more than the issue at stake. (D)</p> Signup and view all the answers

    What underlying element is crucial in the accommodating approach to conflict resolution?

    <p>Self-sacrifice for the sake of others' concerns. (C)</p> Signup and view all the answers

    What is the primary focus of the Integrative conflict approach?

    <p>Long-term relationship focus (C)</p> Signup and view all the answers

    Which conflict approach involves pushing one's viewpoint at the expense of others?

    <p>Force/Direct (C)</p> Signup and view all the answers

    What does BATNA stand for in negotiation contexts?

    <p>Best Alternative To a Negotiated Agreement (D)</p> Signup and view all the answers

    Which strategy is emphasized for managing conflict effectively according to PMBok?

    <p>Keep communications open and respectful (B)</p> Signup and view all the answers

    Which of the following characterizes a withdraw/avoid approach to conflict?

    <p>Postponing an issue for better resolution (C)</p> Signup and view all the answers

    What should a project manager understand to minimize conflict in negotiation?

    <p>The organizational culture and communication styles (A)</p> Signup and view all the answers

    Which of the following actions could result from a failed negotiation?

    <p>Forming an alliance with a competitor (B)</p> Signup and view all the answers

    How can a project manager effectively negotiate peace among conflicting parties?

    <p>By identifying a neutral party or mediator (C)</p> Signup and view all the answers

    What is a correct definition of power in the context of project management?

    <p>The capacity to influence the behavior of others (C)</p> Signup and view all the answers

    Which statement best describes influence in project management?

    <p>It is a process by which leaders persuade followers. (B)</p> Signup and view all the answers

    Conflict can only have dysfunctional aspects and never functional ones.

    <p>False (B)</p> Signup and view all the answers

    Interpersonal conflict occurs between individuals.

    <p>True (A)</p> Signup and view all the answers

    One source of conflict in projects is competition for resources.

    <p>True (A)</p> Signup and view all the answers

    Dysfunctional conflict can lead to decreased job satisfaction.

    <p>True (A)</p> Signup and view all the answers

    Beliefs and value systems are often hidden during conflicts.

    <p>False (B)</p> Signup and view all the answers

    Competing is characterized by being assertive and cooperative.

    <p>False (B)</p> Signup and view all the answers

    Compromising aims to find a solution that fully satisfies both parties.

    <p>False (B)</p> Signup and view all the answers

    Avoiding involves addressing the conflict directly and assertively.

    <p>False (B)</p> Signup and view all the answers

    Collaborating seeks to identify underlying concerns to find a creative solution.

    <p>True (A)</p> Signup and view all the answers

    Accommodating is a cooperative method that might require giving up one's own concerns.

    <p>True (A)</p> Signup and view all the answers

    The Distributive approach to conflict is characterized by a win-win outcome.

    <p>False (B)</p> Signup and view all the answers

    BATNA stands for Best Alternative To a Negotiated Agreement.

    <p>True (A)</p> Signup and view all the answers

    An integrative conflict approach focuses primarily on short-term outcomes rather than long-term relationships.

    <p>False (B)</p> Signup and view all the answers

    The Smooth/Accommodate method highlights areas of disagreement to resolve conflicts.

    <p>False (B)</p> Signup and view all the answers

    Withdrawing from a conflict situation is considered an assertive approach to conflict management.

    <p>False (B)</p> Signup and view all the answers

    What are two functional aspects of conflict that can benefit a team?

    <p>They can set the stage for 'forced' dialogue and foster greater understanding among team members.</p> Signup and view all the answers

    Name one source of conflict related to communication within project teams.

    <p>Lack of transparency in information sharing.</p> Signup and view all the answers

    What type of conflict involves disagreements between different departments or divisions?

    <p>Intergroup conflict.</p> Signup and view all the answers

    How might differences in values and interests contribute to conflict in a project?

    <p>They can lead to misunderstandings and create barriers to collaboration.</p> Signup and view all the answers

    What is one effective strategy for resolving conflict that project managers should employ?

    <p>Developing team agreements or norms on how to handle conflicts.</p> Signup and view all the answers

    Conflict is a process that involves people ______.

    <p>disagreeing</p> Signup and view all the answers

    Sources of conflict can include competition for ______, time, and money.

    <p>resources</p> Signup and view all the answers

    Functional aspects of conflict can help set organizational ______.

    <p>priorities</p> Signup and view all the answers

    Dysfunctional conflict can lead to reduced job ______ and increased turnover.

    <p>satisfaction</p> Signup and view all the answers

    Types of conflict include intrapersonal, interpersonal, and ______ conflict.

    <p>intergroup</p> Signup and view all the answers

    Flashcards

    Competing

    A conflict-handling style that prioritizes satisfying one's own concerns, often at the expense of the other person's. It often uses power to achieve one's objectives.

    Collaborating

    A conflict-handling style that focuses on finding a solution that satisfies the concerns of all parties. It requires a thorough understanding of both sides' needs.

    Compromising

    A conflict-handling style that seeks a middle-ground solution that partially satisfies both parties. It involves give-and-take.

    Avoiding

    A conflict-handling style where individuals do not immediately address or pursue their concerns, or the concerns of the other person.

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    Accommodating

    A conflict-handling style that prioritizes satisfying the other person's concerns over one's own.

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    Lose-Lose Conflict Style

    A conflict management approach where neither party achieves their desired outcome or goals. It often involves situations where parties choose to avoid, smooth over, or force their way through disagreements, leading to negative consequences for everyone.

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    Win-Lose Approach

    A conflict management style where one party aims to achieve their goals at the expense of the other party. This approach often involves using power, threats, or tactics to impose a solution.

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    Withdraw/Avoid Conflict Style

    A conflict management style where parties choose to withdraw from or avoid engaging in a conflict situation. This approach may stem from a lack of confidence, fear of confrontation, or a desire to postpone the issue.

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    Smooth/Accommodate Conflict Style

    A conflict management style where parties focus on highlighting areas of agreement and minimizing disagreements. This approach relies on downplaying or ignoring the conflict to maintain harmony, even if it means sacrificing one's own needs.

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    BATNA - Best Alternative to a Negotiated Agreement

    A strategic concept in negotiation where you determine the best outcome you can achieve if the current negotiation fails. This helps you evaluate whether a proposed deal is truly favorable or if you can achieve a better result elsewhere.

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    What is power?

    Power is the ability to influence the behavior of others. It's about having the capacity to make others do something they wouldn't normally do.

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    What is influence?

    Influence is the process where leaders successfully persuade followers to act in a certain way. It's the art of getting people to buy into your ideas.

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    Sources of Power

    Sources of power include legitimate authority (position), reward power (giving something desirable), coercive power (using punishment), expert power (having knowledge), and referent power (personal charisma).

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    Influence Styles

    There are four main influence styles: Assertive (direct & confident), Ingratiating (flattering & friendly), Coercive (threatening & forceful), and Rational (using logic & facts).

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    Power and Influence in PM

    Project Managers need to understand power dynamics and influence strategies to effectively lead teams, manage stakeholders, and overcome challenges.

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    Conflict

    A process where individuals disagree or experience incompatibility in interests, goals, or values.

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    Sources of Conflict in Projects

    Common causes of conflict in projects include communication breakdowns, differing values, resource competition, interdependency, and contrasting goals.

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    Functional Conflict

    Conflict that is beneficial and can lead to positive outcomes, such as improved understanding, clarity of values, and enhanced creativity.

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    Dysfunctional Conflict

    Conflict that negatively impacts a project, leading to reduced productivity, decreased job satisfaction, and increased turnover.

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    Types of Conflict

    Conflict can be categorized as intrapersonal (within oneself), interpersonal (between individuals), or intergroup (between teams or departments).

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    Assertiveness

    The degree to which someone tries to get their own needs met in a conflict.

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    Cooperativeness

    How much someone focuses on the other person's needs in a conflict.

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    Competing Style

    A conflict approach where someone pushes for their own needs, even if it means the other person loses out.

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    Collaborating Style

    Working together to find a solution that satisfies everyone in a conflict.

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    Compromising Style

    Finding a solution that partially satisfies everyone, but not fully.

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    Force/Direct Conflict Style

    A conflict management style where one party attempts to push their viewpoint on others, often ignoring their concerns. This style is often used in emergencies and relies on power to enforce solutions.

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    Distributive Negotiation

    A negotiation approach where parties aim to divide a fixed amount of resources, leading to a win-lose outcome. This approach focuses on short-term gains and emphasizes individual interests.

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    Integrative Negotiation

    A negotiation approach that focuses on finding mutually beneficial solutions where all parties can achieve their goals. This approach prioritizes long-term relationships and shared interests.

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    What is conflict?

    Conflict is a process that involves people disagreeing. It's when individuals experience incompatible interests, goals, or values.

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    Conflict in Projects

    Common sources of conflict in projects include communication breakdowns, differing values, competition for resources, interdependency between teams, and contrasting goals.

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    Study Notes

    Leading Projects in an Organizational Context

    • The presentation covers conflict, power, and influence in project management.
    • It details conflict management strategies and how to resolve conflicts.
    • BATNA is crucial in negotiations, and understanding alternatives is important.

    Today's Topic: Conflict

    • Conflict is defined as a process where individuals disagree.
    • Common terms to describe conflict include disagreement, difference, and dispute.
    • Sources of conflict in projects may include communication breakdowns, differing attitudes of reference groups, competition for resources (people, time, money), interdependencies amongst teams or lines of business, differing values, personalities and interests, differing educational backgrounds, cultures or work perceptions, and differences in goals or expectations.

    Aspects of Conflict

    • Functional conflict is productive. It can encourage dialogue, increase understanding, clarify values, and prompt creativity through mindful debate.
    • Dysfunctional conflict reduces productivity, takes focus away from organizational goals, reduces job satisfaction, increases turnover, and causes anxiety and absenteeism.

    Types of Conflict

    • Intrapersonal conflict: Internal conflict (feelings of inadequacy).
    • Interpersonal conflict: Conflict between people.
    • Intergroup conflict: Conflict amongst departments or divisions.

    Conflict Management

    • Conflict is a natural part of work and life.
    • Project managers should guide their teams in establishing norms and agreements to manage conflicts.
    • Techniques to agree on disagreements & move on from disagreements are important.

    Handling Conflict

    • Conflict behavior can be described by assertiveness (satisfying personal concerns) and cooperativeness (satisfying the interests of others).
    • Five modes of dealing with conflict are defined: competing, collaborating, compromising, avoiding, and accommodating.

    Handling Conflict: Specific Strategies

    • Competing: Assertive, uncooperative. Pursues one's own interests at the expense of others.
    • Collaborating: Assertive and cooperative; seeks solutions to satisfy the concerns of both parties.
    • Compromising: Intermediate in assertiveness and cooperativeness; finds mutually acceptable solutions that partially satisfy both parties.
    • Avoiding: Unassertive and uncooperative; doesn't immediately pursue concerns of oneself or others. Postpones or avoids conflict.
    • Accommodating: Unassertive and cooperative; neglects one's own concerns to satisfy others' concerns.

    Handling Conflict (Negotiation): Different Approaches

    • Collaborate/Problem Solve: Incorporates multiple viewpoints (Win-Win).
    • Compromise/Reconcile: Seeks solutions that give some satisfaction to all parties (Lose-Lose).
    • Force/Direct: Pushing one's perspective at the expense of others; commonly enforced via power (Win-Lose).
    • Withdraw/Avoid: Retreating from conflict; postponing (Lose-Lose).
    • Smooth/Accommodate: Highlighting areas of agreement; downplaying differences (Lose-Lose).

    Distributive vs. Integrative Approaches

    • Distributive: Win-Lose approach with fixed resources.
    • Integrative: Win-Win approach; not a zero-sum game; focused on long-term relationships.

    Conflict Simple Strategy

    • Maintain open, respectful communication.
    • Focus on issues, not personalities.
    • Focus on the present and future.
    • Search for alternatives jointly.

    BATNA (Best Alternative to a Negotiated Agreement)

    • Crucial in negotiations. Know your alternatives.
    • Understand the other party's circumstances and limits.

    Negotiation

    • Choose representatives (neutral parties) and mediator if necessary.
    • Understand relationships, communication styles, organizational cultures, and bargaining perspectives.

    Results of Failed Negotiations

    • Alliances outside negotiations, often with competitors.
    • Invoking silent authorities within the organization (CEO, Leadership Team).
    • Threatening legal action or job action.
    • Walking away from deals.

    Summary of Conflict

    • Conflict is normal.
    • Excellent project managers communicate clearly, respect values, and seek solutions for mutual gain.
    • Understanding causes and facilitating communication and understanding are fundamental.

    Organizational Power and Influence

    • Organizational structure impacts power and influence.
    • Power is the capacity to affect others' actions; tactics are involved.
    • Influence is the process of persuading followers.

    Source of Power

    • Expert: Knowledge/experience.
    • Referent: Trust/respect developed over time.
    • Legitimate: Authority.
    • Information: Possession of valuable information.
    • Charismatic: Personal appeal.
    • Reward: Ability to grant rewards.
    • Coercive: Ability to inflict penalties.
    • Location: Higher status/position; important in organizations.
    • Timing: Availability, opportunity, and timeliness in decision-making

    Empowering to Gain Power

    • The more powerful a leader is, the more power they empower their team with.
    • Trust and confidence engender team accomplishment.
    • Establish clear communication pathways

    Influence Tactics

    • Rational persuasion: Logic and reasoning.
    • Inspirational appeals: Appeals to shared values/ideals
    • Consultation: Inputs from others.
    • Ingratiation: Appealing to a person's ego.
    • Exchange: Bartering/trading.
    • Coalition tactics: Joining with others.

    Influencing Styles

    • Assertive persuasion: Reasoning and debating.
    • Reward and punishment: Demanding expectations and offering incentives/pressures.
    • Participation and trust: Empathy, understanding, involving others.
    • Common vision: Establishing shared vision.

    Influence Responses

    • Commitment: Active support for the request.
    • Compliance: Obedience to the request, but not necessarily full backing.
    • Resistance: Passive or active rejection.

    Influencing Strategies

    • Establishes credibility (trust) with your team.
    • Frames goals to find common ground.
    • Uses vivid language/compelling evidence.
    • Connects emotionally/relates to your audience.

    Sustained Influence

    • Build credibility as an expert.
    • Invest in strong relationships.
    • Develop networks of expertise.
    • Employ influencing tactics with sensitivity and subtlety.

    Strategy Building for Influencing

    • Establish your objectives, "why".
    • Identify who needs cooperation and what motivates/demotivates them.
    • Develop and nurture crucial relationships.
    • Recognize and understand your own power base.
    • Understand outcomes and your comfort level with influencing.
    • Communicate effectively as a Project Manager.

    Summary of Influencing Tactics

    • Understanding influencing tactics and how they relate to project management strategies and navigating team interactions is important.
    • Power dynamics are central to all project developments.
    • Ongoing learning from experience and self-reflection is essential.

    Assignment: Conflict in Project Management

    • Students are assigned two conflict scenarios to analyze and propose solutions, including questions like who, what, when, where, and how.

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    Leading Projects in an Organizational Context - BUSN 10276 - Week 10 - PDF

    Description

    This quiz explores the dynamics of conflict in project management, focusing on power, influence, and effective resolution strategies. Understand the various sources of conflict and how to navigate through them, including the significance of alternatives in negotiations. Test your knowledge on functional and dysfunctional aspects of conflict in project settings.

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