Essay about the Project Management

Question: Write an essay about the Project Management. Answer: Introduction Conflict management is the procedure to lower down the negative features of conflict at the same time raising the positive features of conflict. The motive of this process is to increase group results which include efficiency in both organizational and personal environment. There are various techniques to resolve conflict like Forcing, Collaborating, Compromising and Smoothing. Badly managed or without properly managed conflict could hamper trust and lower down effectiveness. When one understands the importance of individual needs and is ready to analyze them in a congenial environment, it then helps in team building and effective relations. Whenever a conflict is solved rapidly trust factor increases.A good conflict resolution is dependent on the capacity of a person to manage his stress by being attentive and peaceful. If a person cannot control himself, then he may become overwhelmed in difficult circumstances. One has the find the things that are comforting for them in order to r elieve stress by way of any of the five senses. Conflicts can become very demanding and tough therefore it is good to see if the matter really deserves the time and energy. There are various strategies, techniques, skills and tips in order to resolve conflict in a congenial way. Literature Review According to research, conflict related circumstances are bound to arise and also an essential feature in workstations. A conflict arises when the aspirations and targets of both the parties gets in the way of each other. It is a natural phenomenon as different parties have different set of concerns.It can arise between team members, separate department, superiors and colleagues. As per research conflict is not a negative connotation rather it brings opportunities for enhancement and development. Hence it is essential to study and make use of the conflict resolution techniques(Bolton, 2016). The first technique that is discussed is forcing in such a situation the individual rigidly follows his own issues rather than paying heed to the confrontation posed by the other person. This can result in putting across ones thinking forward at the cost of the other person.Forcing can be suitable in many situations like: - In cases when other powerful methods are fruitless When there is a requirement of standing up for oneself and resist hostility In case of situation when there has to be a quick action taken To solve long term conflicts. It is a very advantageous technique as it provides a speedy solution to a long term conflict; it would also increase the self esteem of the individual if the resistance was as a result of hostility. But as per the author there are certain cautionsto be taken care of while using forcing: It can have a negative impact on the relationship with the other person. It can make the other party respond in the same way, even if initially he would not have done it. This technique would require lots of energy.Some caveat offorcing as discussed are that it may negatively affect your relationship with the opponent in the long run(department, 2016). It may cause the opponent to react in the same way, even if the opponent did not intend to be forceful originally. Also one cannot take advantage of the strong sides of the other sides position. Further taking this approach may require a lot of energy and be exhausting to some individuals. Another technique that is discussed is Win-Win (Collaborating). This technique is known as a problem solving technique. It means to look for an all win solution for both the parties. This approach identifies the opportunity and finds ways to address each other concerns.Itcan be suitable in the following situations When the agreement and harmony with the other party is important to consider. When it is important to look for the wellbeing of several stakeholders. When there is trust and essential to have a long term relationship and also when the responsibility of the work has to be shared. Its advantage is that it helps to solve the real problem, leads to win win situation and trust and respect remains intact. Thecaveat is that it needs commitment more time and effort, and it may not be handy when there is paucity of time. Another technique is compromising; this technique is a mutually agreeable solution which to some extent is agreed by both the stakeholders.It can be used when the targets are not of much importance and trust factor is not yet developed. It helps for quick resolution and lowers down the stress levels, but it can result in lose-lose situations and may decrease the trust factor in the long run. Another technique as discussed is withdrawing, it is also avoiding when the person does not pay heed to either ones or other issues and keeps withdrawing. It can be important in case situations are not important and when one is unprepared and one has to deal with hostility. Its advantage is that it is a low stress approach, but it can lead to negatively affect th e relationship with the other party. Next is Smoothing is accommodating the worry of others first and then own concerns, it can be used in temporary situations and when the concern is not important for you it would help in analyzing the issue from a different perspective but the risk is that the other party can take advantage and it may hamper ones confidence level (Froyd, 2007). According to Eric Dontigney there are various conflict management strategies which can be applied. In a particular circumstance when two parties are involved, a chance of conflict is likely. The reason of conflict could be because of philosophical differences or differentpurpose to influencedisproportion. Badly managed or without properly managed conflict could hamper trust and lower down effectiveness. The author has discussed five conflict management strategies in order to resolve a conflict(Dontigney, 2015). In relationships conflict is bound to occur, but if it is managed in a positive manner, then it offers a chance of advancement which eventually strengthens the relationship between two individuals. Conflict takes place when there is disagreement over the viewpoints and perspectives of people. At times these differences look small but it can generate hard and ill feelings towards each other. In personal matters misunderstanding of different individual requirements can consequen tly give rise to distances and breakups.At workplace divergent requirements are the reason of conflict. When one understands the importance of individual needs and is ready to analyze them in a congenial environment, it then helps in team building and effective relations. Whenever a conflict is solved rapidly trust factor increases. A good conflict resolution is dependent on the capacity of a person to manage his stress by being attentive and peaceful. By remaining peaceful one can exactly understand verbal andnonverbal communication. Controlling thebehavior is another technique. When one can manage his emotions well he can communicate about his requirements without forcing others. It is important to be attentive about the feelings and the verbal communication. One should respect the differences. If one avoids being hasty and disrespectful the conflict can be resolved at a faster pace and it would build trust and foster healthy relationships The person responds in an unhealthy manne r when he does not respond to the urgent issues that are essential for the other party. When one undertakes hurtful and bitter reactions there will be lesser love and person would be lonely. A person responds in a healthy manner when he understands and responds to essential issues. The person quickly forgives and is ready to compromise. There are four skills that help to resolve conflicts quickly and build hope and assurance. The ability to be calm and attentive in stressful situations is an essential feature to resolve conflicts. If a person cannot control himself, then he may become overwhelmed in difficult circumstances. One has the find the things that are comforting for them in order to relieve stress by way of any of the five senses, i.e. sight, sound, touch, taste and smell. Being familiar and identifying ones emotions: being emotionally aware is the key. If the person himself cannot comprehend how and why he feels in a particular way, then he will not be able to put across his views effectively. As many individuals ignore feelings of being sad and angry, but the capacity to manage conflict is dependent on being associated with the emotions. Improving non-verbal communication skills: Very essential information delivered in conflicts is through the gestures like eye contact, facial expression etc. in the midst of a problem one should be watchful of the non verbal body language which will help in better understanding the main problem and will help in building trust. A relaxed tone, a gentle touch can help in resolving a strong argument. Usage of wittiness to tackle confrontations: one can solve disputes and solve conflicts by dealing in a very witty and courteous manner. Laughter can deliver things which are not easy to articulate. Though it is essential to laugh along with the other party and not mock at them. In times when humor is used lower down anxiety and tension and reanalyze the problems the dispute can be converted into a chance of building better association and closeness. According to research there are certain tips to manage andresolvingconflict to control a conflict requires control over emotions. One has to give importance to the relationship and keep it at the forefront. It is essential to take steps to strengthen the relationship rather than strengthen the argument. Conflict can be avoided by being considerate with the other person and his perspective. One should pay attention to the present if we are clinging to old hurt, then the capacity to see the present situation will weaken. Instead of going back in the past and picking up faults, it is important to see what can be done now in the present (Segal, 2009). Conflicts can become very demanding and tough therefore it is good to see if the matter really deserves the time and energy. In order to put an end to a conflict it is very important to be willing to forgive. The solution to ending a conflict is stopping the motivation to punish the other party which cannot pay for our damages but would onl y further take way our energy. One has to decide when to let go, agree or disagree with an argument. If a conflict is not worth the time one should learn to disengage and move away. The ability to be calm and attentive in stressful situations is an essential feature to resolve conflicts. Conflict management model The conflict management model illustrates that how can we handle different conflict in organizations. There are various options for conflict which are: (Meier, 2011) Competing The competing option is at the extreme left of self-assured with less cooperative attitude to resolve the conflict. It means standing for your rights with the approach to be aggressive and standing for your rights Accommodating This stands at extreme right, which means resolving conflict through less assertive approach and being more cooperative. Here, the person resolves the conflict with generosity and selfless nature. This means to take decision taking care of another persons needs. Avoiding This means to totally avoid the conflict and the deal. This approach is neither being assertive nor neither cooperative. This option might lead to diplomatic issues or withdrawing the issue. Compromising This is at the center of the graph which means that the issue is resolved with consent of both the parties. The needs of both parties are taken care in this option. An alternative is being chosen which is best for both the parties. Collaborating This option is opposite of avoiding where both the parties mutually agree to respect each others needs and willing to come to a solution with mutual respect, they listen to each other and work out for creative solutions. Thus we can understand that collaborating is the best option available in Conflict Management. Various situations which can arise in conflicts and debates are: Win-Win situation This is the most acceptable situation where each individual is benefited and both the parties are at a win-win situation. The people involved in discussions win, thus this is collaborating option. Eg: A wanted to purchase a mobile but he was not satisfied with the price as it was affordable for him, he asked the shopkeeper to lower the price. Initially, he refused to do it, but after mutual discussion with long discussion and persuasion, the shopkeeper lowered the price which he could do. Now, both the parties were at win-win situation where A could now buy mobile at affordable price and the shopkeeper can sell the product after making his profit and also made a customer with loyalty. There is no need to go for conflicts in such small issues, hence situation can be handled through negotiation (Experts, 2016). Win-Lose Situation In this situation, one party wins and the other party is at losing or dissatisfied. In this model, even after several discussions, one party will remain benefitted and the other party will remain at a loss. Lose-Lose Situation In this situation, both the parties are at a loss and neither is benefitted. Eg: In the same above case, if A had not purchased the mobile even after discussions and negotiation, the both the parties were dissatisfied at hence at a loss (Kilmann, 2016). An example from corporate world: An Executive Director and Finance Manager are discussing to finalize a donation letter. The right output and goal of this letter is to convey right message to the donars which will be beneficial for the entire organization. Now, the finance manager and ED have to maintain a dynamic and pleasant relationship for long-lasting and reliable working relationship. Both parties are individuals with their specific expertise. Both have to maintain a collaborating relationship with creative alternatives before signing-off the letter. Both parties needs have to fulfill and neither of the parties should be ignored. RADPAC Approach Details of Radpac are: R Rapport, A Analysis, D-Debate, P=Propose, A Agreement, C- Close Rapport This point indicates that both the parties should be comfortable and should share a good rapport with each other. Eg. In corporate, a new joinee and HR Manager should be comfortable with each other to start the negotiation or any discussion; they must break the ice and start the conversation with a greeting and a smile. Analysis In this point, both the parties should understand each others needs. The customer should understand that shopkeeper is here to earn while shopkeeper should understand that customer needs product at an affordable price. In the same way, an employee should understand that he is here to grab the opportunity and HR Manager to select good employee, so they should understand each others needs (The President and Fellows of Harvard College, 2009). Debate This is round of discussion and debates which are done to convince each other. Both pros and cons are evaluated and people debate to convince each other. One must not lose his temper while debating. Both employee and HR Manager had series of debate to try to get want they want. Propose Both the party gives their best possible idea and solution for the situation. Like, HR Manager proposed best possible salary and Employee will debate to get best maximum salary. Agreement Both the parties come to a conclusion and agree for the best possible outcome. Both employee and HR Manager will come to an agreement where each will compromise to their best possible extent. Close The discussion and negotiation are closed and both are satisfied. Like both Employee and HR manager are satisfied and the offer letter is generated and the employee will join (Thomason, 2008). Key Features of this Model with respect to my personal views are: - This model is acceptable in all situations and at the workplace. We can manage conflict and resolve conflicts ourselves with collaborating method. RADPAC approach will be highly useful in this Whenever we are entering into a conflict, we can refer to this model. Our decent and well-thought approach can help to resolve our conflict amicably. When I personally enter into conflict, my eyes become red and my head starts burning. My forehead starts to seat with little headache. Any individual can analyze our model i.e., if they are dominating and aggressive, they are resolving the situation with the help of competing. If the individual is calm, peaceful and stress free he is resolving the situation with collaborating way. Conclusion Conflict related circumstances are bound to arise and also an essential feature in workstations. A conflict arises when the aspirations and targets of both the parties gets in the way of each other. Being familiar and identifying ones emotions is the key. If the person himself cannot comprehend how and why he feels in a particular way, then he will not be able to put across his views effectively. One has to give importance to the relationship and keep it at the forefront. It is essential to take steps to strengthen the relationship rather than strengthen the argument. Conflict can be avoided by being considerate to the other person and his perspective. Thus, in end it can be concluded that various conflict management strategies and RADPAC approach can be applied to have a win-win situation. References Bolton, R., 2016. Conflict management techniques. Conflict management techniques. department, N. R. m. a. E., 2016. Conflict management. Dontigney, E., 2015. 5 Conflict Management Strategies. 5 Conflict Management Strategies, Experts, M., 2016. Models of Negotiation. Models of Negotiation, tion, Segal, J., 2009. ConflictResolution Skills: Edcc.edu., The President and Fellows of Harvard College, 2009. Approaches to negotiation. Approaches to negotiation.