INTERPERSONAL SKILLS – CONTINUOUS ASSESSMENT

CASE STUDY
1. What according to you are the sources of conflict between Kartik and Shivani?

Answer:

 The first problem I feel is status problem. They are having more debate related to who
should be represented as a leader rather than talking about the project.
 Secondly: I feel like there is a communication gap because they are not able to communicate
to each other what steps should be taken and what work is assigned to whom. They should
have sat and understood what are the strength and the weakness of each other and should
have assigned the work to each other accordingly.
 Thirdly: I feel like after rejecting Kartik once Shivani was not able to accept him properly and
did not took the initiative to build bond with him as she would have done if some other
person would have been assigned.

2. How would you like to comment upon the rapport between Kartik and Shivani? Support
your answer with facts from the case?

Answer:

Kartik and Shivani were joint project leaders of the product divisional project. They do not have
the harmonious relation between them with no mutual trust and understanding. Shivani felt
Kartik incompetent for the job and when he joined the team she did not accept him fully and
made her assumption that he would act as the her boss father than treating her equally .It is
believed from the fact “Shivani agreed reluctantly with the condition that it be made clear she
was not working for Kartik.”

3. How is the interpersonal relationship between Kartik and Shivani? Support your answer
with facts from the case?

Answer:

Kartik and Shivani has a professional relationship of the colleagues who are working together on
the same project as the leader. There are various interpersonal conflicts between them:

• Value Conflict: Kartik and Shivani have different values and believes due to which Shivani did
not selected Kartik during the interview and was not able to accept him as the second leader
due to which communication gap occurred and they end up fighting without any conclusion of
the problem. It is believed from the fact “Kartik’s charismatic personality and impressive
communication skills. Shivani, a feminist did not feel him competent enough.”

• Ego Conflict: Kartik and Shivani both had and ego as they wanted to save their pride
they did not take the initiative to talk to each other properly and manage the task by
distributing the duties.

→ Shivani always wanted that each and everything done in the project should be
done after her consent as she was already the member of project and Kartik was
new. It is believed from the fact “He just told me when it was being held and said I
should be there. At the meeting, Kartik reviewed everyone's duties line by line,
including mine”

→ Kartik did not tried to communicate with to Shivani about when was she free and
how much time she could give this project? He made his own assumption that she
was not fee as she had other projects to do. It is believed from the fact “Shivani
has other things to do! Other projects to run! So, she doesn't pay too much
attention to this one. She mostly lets things slide”

• Status Conflict:

→ Shivani believed that Kartik does not treat him equally as most of the decisions were
taken by him and as if he was considering as her subordinate. it is believed from the fact
“He sends out letters and signs himself as project director, which obviously implies
to others that I am working for him."

→ Kartik on the other hand should understand the nature of the person with whom he
is working he should be little sensitive towards them and make them feel that they
are important because completing a task is not only important but taking your
team along with you is also important.

4. What are the possible ways to deal with the conflict between Kartik and Shivani? Which
conflict resolution style would you recommend in resolving this conflict? Why?

Answer:
The possible way to deal with the conflict between Kartik and Shivani are:
→ Let it out: We should give them the opportunity to let their feelings out. What they actually
think about each other and what they don’t like about each other.
→ Active listening skill: They should practice active listening skill so that they can listen to each
other point of view and then come to the conclusion.
→ They both should be calm and have patience while talking and listening to each other.
→ Sense of security: Provide them the sense of security that no is superior they have equal
status
in the organisation and after completing the project both will be appreciated equally as it is a
team project.
Collaborating is the best conflict resolution style because I think both the party point of you
should
be listened carefully and should understand the each other’s strength and weaknesses so that
they can share their work and understand each other’s point of view and build trust. This
solution will provide sense of security to both the leaders as they can see both are given equal
importance. So that they do not hesitate in future also while working together.

5. What could or should have been done to avoid this conflict in the first place?

Answer: When Devika left the job, she should have introduced Kartik and Shivani both formally
and informally so that they could understand their beliefs and values. This could have built the
trust within each other and they would have been aware of each other’s feelings.
 By: Gaurav Tiwari
MITU20MBGL0005
GLOBAL MBA