Conflict in projects refers to the clash, disagreement,
disputes, discord or differing viewpoints among project
team members, stakeholders, or other parties involved in the
project due to differing opinions, goals, priorities, or
expectations. These conflicts can be caused by various
factors such as differing goals, priorities, resource limitations
or constraints, communication breakdowns, changing project
requirements, competing priorities, power struggles,
personality differences, differing working styles, competing
interests, scope changes, and more.
Conflicts are a natural part of human interactions and
can arise in any project, regardless of its size or
complexity and it often arises when people with different
perspectives and objectives work together.
Conflicts can manifest in various ways, including verbal
disputes, emotional tensions, passive-aggressive behavior, or
even complete breakdowns in communication.
Conflicts in projects can have a range of consequences that impact various aspects of
the project and its stakeholders. The consequences can be both positive and negative,
depending on how the conflicts are managed and resolved.
Constructive conflicts can encourage diverse perspectives, leading to Innovative and
Creative Solutions to Project Challenges; Improved Decision-Making; Better
Problem Solving; Increased Team Cohesion; Enhanced Understanding;
Strengthened Communication Skills; Project Improvement etc.
However, if not managed properly, conflicts can Create a Tense and Stressful Work
Environment, Leading to Decreased Team Morale, Decreased Productivity; Missed
Deadlines; Poor Communication; Increased Employee Turnover; Resource
Wastage; Negative Impact on Quality; Damaged Relationships; Resistance to
Change and even Project Failure.
Conflicts can be categorized as either substantive (related to project-related tasks and
goals) or emotional (stemming from personal feelings or interactions). They can also be
either functional (beneficial for the project's progress and outcomes) or dysfunctional
(harmful to team dynamics and project success).
The consequences of conflicts depend on factors such as the severity of the conflicts,
the project environment, the approach to conflict resolution, and the overall project
management strategy. Effective conflict management involves identifying and
addressing conflicts in a timely and constructive manner to mitigate negative
consequences and leverage positive outcomes for the project.
A conflict is a situation when the interests, needs, goals or values of the project stakeholders interfere with one
another.
From the Traditional view points :
➢ Conflicts are considered as bad
➢ Conflicts are caused by trouble makers
➢ Conflicts should be avoided
And from the Contemporary view points :
❖ Conflicts are inevitable
❖ Conflicts are often beneficial
❖ Conflicts should be managed
Effective project management involves not only preventing conflicts but also managing them when they arise. Effective conflict
management involves identifying and addressing conflicts in a timely and constructive manner to mitigate negative
consequences and leverage positive outcomes for the project.
Skilled project managers are adept at identifying the root causes of conflicts, facilitating open communication, and using
appropriate conflict resolution techniques to ensure that conflicts are addressed constructively and do not hinder project
progress or team morale.
By aligning conflict management strategies with the priority, importance, and urgency of conflicts, project managers can
allocate their efforts efficiently, maintain a positive project environment, and ensure smoother project execution.
Conflict management involves various models and approaches to effectively
address and resolve conflicts within projects. Thomas-Kilmann Conflict
Model is commonly used conflict management approach.
This model based on Two Factors – Assertiveness & Cooperativeness and
accordingly categorizes conflict-handling behaviors into five modes –
competing, collaborating, compromising, avoiding, and accommodating.
It helps individuals choose the appropriate approach based on the situation
and the desired outcomes.
Other Model is Force Field Analysis. This model involves identifying and
analyzing the driving and restraining forces behind a conflict. By addressing
restraining forces, conflicts can be effectively managed.
Interest-Based Relational (IBR) Approach. Also known as the "Win-Win"
approach, this model focuses on identifying underlying interests and needs of
all parties involved. It aims to find mutually beneficial solutions that satisfy
everyone's concerns.
And Various other Models are also Available. Each of these models offers a
structured framework for addressing conflicts based on different scenarios,
preferences, and desired outcomes. The choice of model depends on factors
such as the nature of the conflict, the project environment, the involved parties,
and the available resources.
