#conflictmanagement #thomaskilmannmodel #pmpcertification
How to Manage Conflict in a Project Environment and Sample Questions on Conflict Management
// Conflict Managment
Conflict is any situation in which your concerns or desires differ from those of others.
People can be counted but they are not numbers. In a project environment, conflict is inevitable. The key is how conflict is dealt with and managed by You - the Project Manager. So As a Project Manager, you need to be an expert to deal with conflict to keep your team moving.
// Table of Contents
00:00 Intro
00:05 Conflicting Situation
01:30 Types of Questions from Conflict Management in PMP Exam
03:03 The Thomas-Kilmann Conflict Resolution Model
07:20 Sample Questions on Conflict Management
08:30 Sample Question 1: Multiple Response
09:40 Sample Question 2: Simple Multiple Choice
10:25 Sample Question 3: True/False
10:58 Sample Question 4: Matching
13:25 Sample Question 5: Simple Multiple Choice
13:45 Agile Team's Conflict Resolution Approach
14:15 Sample Question 6: Multiple Choice (Situational)
15:06 Sample Question 7: Drag and drop
16:30 EndNote from Shahid Reza
The ability to manage conflict requires an understanding of why conflicts occur, the sources of the conflict, and the specific needs of the stakeholders involved. In many cases, conflict begins with poorly defined objectives and unclear roles and responsibilities. Another major root cause of conflict is poor communication. Many conflicts can be prevented and others reduced in intensity if the parties involved focus on the very basic concepts of effective communication.
// Five Approaches for Conflict Management
There are five techniques or approaches or styles that you can use to managing conflicts:
1. Avoid/Withdraw (0/0)
2. Collaborate/Problem Solve/ Confront (100/100)
3. Force/Direct/Compete (100/0)
4. Smooth/Accommodate (0/100)
5. Compromise/Reconcile (50/50)
// The Thomas-Kilmann Conflict Resolution Model
The Thomas-Kilmann Conflict Resolution Model is a great framework/model/Instrument (TKI) to manage conflict and negotiation.
The TKI uses two axes called "assertiveness" and "cooperativeness." The TKI identifies five different styles of conflict: Competing (assertive, uncooperative), Avoiding (unassertive, uncooperative), Accommodating (unassertive, cooperative), Collaborating (assertive, cooperative), and Compromising (intermediate assertiveness and cooperativeness).
1. Avoiding style - Unassertive and Uncooperative. This is seen as the withdrawal from or refusal to address the conflict.
2. Collaborating style - Assertive and Cooperative. This style consists of thoughtful consideration of each party's views including discussion of goals, resulting in a mutual understanding.
3. Competing style - Assertive and Uncooperative. You can expect an unwillingness to negotiate with another's opinions.
4. Accommodating style - Unassertive and Cooperative. The result is the submission of one party by acknowledging and accepting another's side of the issue.
5. Compromising style - moderately Assertive and Cooperative. It gives neither party everything they desire but both parties receive enough to leave each satisfied.
// Connect with me
LinkedIn: / mdshreza
Facebook: / shahid.reza
// Contact for training and consulting
Email: training@dayspringltd.com
Phone/WhatsApp: +880 1910 500 400
Web: dayspringltd.com
// References
kilmanndiagnostics.com/overvi...
en.wikipedia.org/wiki/Thomas%...