Week 6 Assignment 08132024

Unit 6 Assignment Analyzing and Resolving Resource Conflict with Executive Management Juhn Louissaint Graduate School of Business, Purdue Global GM593: Project Execution With Monitoring and Control Dr. Simon Cleveland August 13, 2024.

Introduction. The role of a project manager is pivotal in navigating through conflicts and maintaining a balanced team environment. Project managers need to be able to resolve conflicts in a way that preserves relationships, maintains team morale, and keeps the project on track. Effective interpersonal skills are essential for a project manager to (Gido. 2017): Facilitate open communication Practice active listening Employ empathy Negotiate and mediate Maintain neutrality.

Emotional Intelligence (EI). Research by Winardi et al. (2022) suggests that project managers can use emotional intelligence to enhance relationships with functional managers. EI is a critical factor for high performance across various fields. EI is a key means to resolving conflicts. Employees who possess high EI are better equipped to manage disagreements and find solutions. It is often considered twice as important as cognitive abilities. The ability to recognize and understand our own emotions, as well as the emotions of others, is a fundamental aspect of emotional intelligence..

Emotional Intelligence (EI) cont.. Winardi et al. (2022) has also found that this awareness allows project managers to manage their emotions effectively and respond to others in a way that fosters positive interactions and collaboration. When we are aware of what triggers strong emotions in ourselves, we can develop strategies to manage those emotions constructively. By recognizing the emotions of others, we can avoid actions that might provoke negative reactions and instead use that insight to communicate more effectively. Emotional awareness and management are key components of EI and are crucial for conflict resolution. It enables us to navigate interpersonal dynamics with empathy and understanding, which can lead to better outcomes in both personal and professional relationships..

Emotional Intelligence (EI) cont.. A case study performed by Abudi (2018) Consulting Group’s (ACG) found that strengthening EI among all employees is crucial for several reasons: Emotional Awareness: Employees with high EI are more aware of their own emotions and triggers, which helps them manage stress and avoid burnout. Empathy: Understanding and empathizing with customers’ frustrations can lead to more effective conflict resolution. Communication: Strong EI facilitates better communication, allowing employees to convey understanding and respect for customers’ concerns. Relationship Management: Building and maintaining positive relationships with customers is essential for customer satisfaction and loyalty..

Conflict Resolution Skills. Researchers Blake, Mouton, Thomas, and Kilmann have identified five approaches that people use to handle conflict. Avoiding or Withdrawing: This passive approach may prevent immediate tension but can lead to unresolved issues and resentment over time. Competing or Forcing: A more aggressive stance that prioritizes one’s own goals over the relationship, potentially damaging trust and collaboration. Accommodating or Smoothing: This approach emphasizes the search for areas of agreement within the conflict and minimizes the value of addressing differences, often at the expense of not resolving the issue. Compromising: Team members search for an intermediate position, focusing on splitting the difference to bring some degree of satisfaction to each individual, though it may not be the optimal solution. Collaborating, Confronting, or Problem Solving: This approach involves confronting the issue directly, looking for a win-win outcome, and valuing both the outcome and the relationship between individuals..

Conflict Resolution Skills cont.. Winardi et al. (2022) states Rahim’s five-style model of conflict resolution is a framework that categorizes different ways individuals handle interpersonal conflict. The model is based on two dimensions: concern for self and concern for others. Each style has its own advantages and disadvantages, and the effectiveness of each depends on the specific context of the conflict.

Problem-Solving Technique. Jaaron et al. (2022) discusses the ADKAR Model as a widely recognized model for problem-solving to secure stakeholder buy-in. This model addresses both the technical and emotional aspects of problem-solving to help ensure successful implementation. The model is applied by: Awareness: Create awareness among stakeholders about the need for change. Desire: Foster a desire for change by highlighting the benefits for stakeholders. Knowledge: Provide stakeholders with the knowledge they need to support the change. Ability: Ensure stakeholders have the ability to implement the change. Reinforcement: Reinforce the change by celebrating early successes and recognizing contributions..

Problem-Solving Technique cont.. Integrating the ADKAR model with a structured problem-solving approach can address both the technical and emotional aspects of change by: Identify the Problem (Awareness): Ensure stakeholders understand the problem and recognize the need for change. Define the Problem (Desire): Motivate stakeholders to support the change by aligning the benefits with their interests. Investigate (Knowledge): Equip stakeholders with the necessary information to make informed decisions. Analyze (Ability): Enable stakeholders to actively participate in the problem-solving process. Solve (Ability): Ensure stakeholders have the practical ability to implement the solution. Check the Solution (Reinforcement): Reinforce the change to ensure it becomes a permanent part of the organization’s workflow..

Conclusion. Effective project managers facilitate open communication, practice active listening, and employ empathy to navigate conflicts and preserve relationships. Emotional intelligence, as highlighted by Winardi et al. (2022), is crucial for managing emotions and fostering positive interactions, which are essential for high performance and conflict resolution. Conflict resolution skills, as identified by researchers like Blake, Mouton, Thomas, and Kilmann, offer various approaches to handle disagreements. The ADKAR model, discussed by Jaaron et al. (2022), provides a structured problem-solving approach that addresses both the technical and emotional aspects of change, ensuring successful implementation and stakeholder buy-in. By integrating these skills and techniques, project managers can effectively manage conflicts, enhance team morale, and keep projects on track.

References. Abudi, G. (2018). Using Strong Emotional Intelligence to Manage Conflicts: A Case Study. Intelligent strategy by DESIGN. Using Strong Emotional Intelligence to Manage Conflicts: A Case Study - Gina Abudi Blake, R., & Mouton, J. (1978). The new managerial grid. Houston, TX: Gulf Publishing Co. Gido, J. (2017). Successful Project Management (7th ed.). Cengage Learning US. https://mbsdirect.vitalsource.com/books/9798214353647 Jaaron, A. A. M., Hijazi, I. H., & Musleh, K. I. Y. (2022). A conceptual model for adoption of BIM in construction projects: ADKAR as an integrative model of change management. Technology Analysis & Strategic Management, 34(6), 655–667. https://doi.org/10.1080/09537325.2021.1915975 Thomas, K., & Kilmann, R. (1975). The social desirability variable organizational research: An alternative explanation for reported findings, Academy of Management Journal, 18(4), 741–752. Winardi, M. A., Prentice, C., & Weaven, S. (2022). Systematic literature review on emotional intelligence and conflict management. Journal of Global Scholars of Marketing Science, 32(3), 372–397. https://doi.org/10.1080/21639159.2020.1808847.