CONFLICT MODEL

Question 1

What is the 1st of the six ways to address Conflict?

Answer 1

Confronting/problem solving. Confronting a conflict treats the conflict as a problem to be solved. This style of conflict resolution is used when the relationship between parties is important, and when each person has confidence in the other party’s ability to problem-solve.

Question 2

What is the 2nd of the six ways to address Conflict?

Answer 2

Collaborating. Collaborating involves incorporating multiple views about the conflict.
The objective is to learn about the various views and see things from multiple perspectives. This is an effective method when there is trust among the participants and when there is time to come to consensus. A project manager may facilitate this type of conflict resolution between project team members.

Question 3

What is the 3rd of the six ways to address Conflict?

Answer 3

Compromising. There are some conflicts in which all parties will not be fully satisfied. In those instances, finding a way to compromise is the best approach. Compromise entails a willingness to give and take. This allows all parties to get something they want, and it avoids escalating the conflict. This style is often used when the parties involved have equal “power.” A project manager may compromise with a technical manager regarding the availability of a project team member to work on the project.

Question 4

What is the 4th of the six ways to address Conflict?

Answer 4

Smoothing/accommodating. Smoothing and accommodating are useful when reaching the overarching goal is more important than the disagreement. This approach maintains harmony in the relationship and can create good will between the parties. This approach is also used when there is a difference in the relative authority or power of the individuals. For example, this approach may be appropriate when there is a disagreement with the sponsor. Since the sponsor outranks the project manager or project team member,
and there is a desire to maintain a good relationship with the sponsor, adopting an accommodating posture may be appropriate.

Question 5

What is the 5th of the six ways to address Conflict?

Answer 5

Forcing. Forcing is used when there is not enough time to collaborate or problem-solve.
In this scenario, one party forces their will on the other. The party forcing has more power than the other party. A forcing style may be used if there is a health and safety conflict that needs to be resolved immediately.

Question 6

What is the 6th of the six ways to address Conflict?

Answer 6

• Smoothing/accommodating. Smoothing and accommodating are useful when reaching the overarching goal is more important than the disagreement. This approach maintains harmony in the relationship and can create good will between the parties. This approach is also used when there is a difference in the relative authority or power of the individuals. For example, this approach may be appropriate when there is a disagreement with the sponsor. Since the sponsor outranks the project manager or project team member,
  and there is a desire to maintain a good relationship with the sponsor, adopting an accommodating posture may be appropriate.
• Forcing. Forcing is used when there is not enough time to collaborate or problem-solve.
  In this scenario, one party forces their will on the other. The party forcing has more power than the other party. A forcing style may be used if there is a health and safety conflict that needs to be resolved immediately.
• Withdrawal/avoiding. Sometimes a problem will go away on its own, or sometimes discussions get heated and people need a cooling-off period. In both scenarios, withdrawing from the situation is appropriate. Withdrawal is also used in a no-win scenario, such as complying with a requirement imposed by a regulatory agency instead of challenging the requirement.