Custom term paper on The conflict

The conflict is “a state of disharmony between incompatible or antithetical persons, ideas, or interests; a clash.”(Online dictionary). The conflict within the working team can lead the decrease of productivity and frustration. The best way to eliminate the conflict is to avoid it; however, sometimes it is impossible. The supervisor in the company should remember that conflict resolution is distinct from conflict management. Conflict resolution is aimed in the good of people, conflict management is the way to achieve the corporative objectives in the best possible way including internal competition, and manager has to use first or second tactics depending on situation. Nevertheless, in the case of Carly and Morris the resolution of conflict seems to be the best way of solving it because of a lack time to project deadline.
Analysis
The conflict between Carly and Morris is the exemplary case of interpersonal conflict in the team. The reason of the conflict is different point of view on some problem, hypothetically related to the future project. This conflict could also be classifies as the hierarchical conflict, because it happened between the team member and its leader.
It could be supposed that Morris really showed the better understanding of project goals and could propose better solutions for it. This could be concluded from the fact that no other member of the team came to the supervisor and told him about conflict situation. It means that the team was on the side of Morris in the conflict. Another reason of team’s support to Morris is biased behavior of Carly. Probably she demonstrated such behavior to team members earlier, or there were close connection between the members of the team.
Carly should feel discomfort from the behavior of Morris. The main reason of this discomfort is her insufficient confidence in her abilities and her qualification for this project. Besides, Carly felt threatened by the team member, probably she was afraid to loose her leadership. That’s why she could reject all the propositions of Morris whether they were reasonable or not.
However, it could be supposed that Carly was smart enough to understand her behavior was incorrect. That is why she did not come to supervisor with the report of delay. In this report she had to specify the reason of delay, and the conflict with team member is the unsatisfactory explanation of project delay. Such report could shake her reputation as a team leader. custom term paper
There is a small chance, however, that Carly did not come to supervisor because she really was insufficiently qualified for this project and could not estimate the time for its development.
For that reason Carly hasn’t had a conversation with Morris. This conversation could reveal her poor qualities as a leader, or prove she was low-qualified as a specialist. So she did not initiate this conversation. There is no information if Morris tried to communicate with Carly, so it could be supposed he did not, too. There are two probable reason of his unwilling to speak with Carly. First, he could refuse communication with Carly because of her hostile behavior and unfair treat. Second, Morris probably did not estimate the situation to be a conflict.
In the case of their conversation Carly could insist on her point of view, because she needed more confidence and the recognition of her authority as a leader. The behavior of Morris could not be foreside so easy because of lack information about his working activity. However the most probable scenario is that Morris doesn’t agree with Carly, and the conflict continues.
The biggest problem in the interaction of these team members is the lack of leader’s authority. To remedy this situation it is necessary to reveal the reason of it. It could be useful to use counseling to know the real reason of the conflict. Three situations could be supposed: poor leadership, poor qualification and rejection of new leader. Poor leadership means that Carly has good qualification for this job, but she can not organize her team for work. Poor qualification means that Carly has good qualities as a leader but because of lack of the knowledge in working specifics she can not explain her team its objectives and tasks. Rejection of new leader means that Carly is good leader and qualified worker, but the team feels an aggression to her because of some external reasons.
The result of this investigation would determine the future work of supervisor, of the team and of its leader. As it known, to avoid or eliminate conflict is it necessary to decrease the conflict potential of the conflict starter.
In the case of poor leadership it is necessary to improve the leader’s qualities of Carly. The good training program could raise her leader abilities.
In the case of poor qualification the working consultation would be helpful. Some of team members could explain Carly all the details of the project. It would improve the connection between the members of the team and help Carly to write new schedule and meet the project deadline.
Refusal of new leader could be overcome with the help of team-building exercises. The help of skilled trainer could be useful, too.
I think Carly should continue to serve as the manager of this project, because I can not imagine that she was taken on this position by chance. I believe Carly has some characteristics that help her to meet the demands to this position. Besides, the conflict itself could be a great locomotive force to development of the whole team and every of its member. The replacement of project manager could be used if every other ways didn’t remove the conflict, or this is the sign of low-qualified HR-management.
The best of this problem solving is negotiations ands diplomacy. To remedy the project supervisor could do the following:
– investigate the reason of the conflict and eliminate it together with HR department;
– provide team-building training for this team or other measures to improve the psychological climate in the team;
– ask Carly to compose schedule of the work on the project;
– ask team members to do the same and compare the results;
– ask every members of team to specify the reasons that prevent the work on the project and the ways of their elimination;
– approve the final schedule adjusted for all special items;
– monitor the development of the project and meeting the time-line step by step.
Conclusion
The replacement of project manager in the time of the work on the project is one of the worst possible solutions, that is why it is necessary to find the ways of conflict resolution.

References
Bannon, I. & Paul Collier (Eds.). (2003). Natural resources and violent conflict: Options and actions. Washington, D.C: The World Bank.
Henry P Knowles; Börje O Saxberg (1971). Personality and leadership behavior. Reading, Mass.: Addison-Wesley Pub. Co.. Chapter 8.
Richard Arvid Johnson (1976). Management, systems, and society : an introduction. Pacific Palisades, Calif.: Goodyear Pub. Co. pp. 148–142. ISBN 0876205406 9780876205402.
Kellett, Peter M. (2007). Conflict Dialogue. London: Sage Publications. ISBN 1412909309.
Bercovitch, Jacob and Jackson, Richard. 2009. Conflict Resolution in the Twenty-first Century: Principles, Methods, and Approaches. University of Michigan Press, Ann Arbor.