Name - Yashveer Dhariwal

Course Name - Project

Management Fundamentals

Course Code - MGMT1510

Final Test – PART A

1. Was the argument today between Neil and Susan the true conflict
or a symptom? What evidence do you have to suggest it is merely a
symptom of a larger problem?

1. Neil and Susan's quarrel during the project team meeting looks to
be a symptom rather than the actual dispute. The persistent conflicts
between marketing and finance officials that have been developing
for some weeks confirm this view. The fact that this quarrel has
lasted since the establishment of the project team suggests that
there are underlying difficulties that go beyond a particular
disagreement.

To begin, Susan and Neil's frequent complaints about each other's

behaviour, commitment, and performance indicate deeper-seated
concerns. These continual objections would not have been present if
the disagreement had been limited to this one debate. The
complaints, which range from a lack of collaboration to poor
performance, suggest a trend of unhappiness.

Second, the harsh statements made by both debate participants

reflect their opposing views about one other's responsibilities. Neil
accuses Susan of being a "bean counter" who does not understand
value delivery, while Susan accuses Neil of being a "cowboy in sales"
willing to sacrifice long-term stability for short-term gains. These
assumptions and generalisations point to broader misunderstandings
and miscommunications about each department's responsibilities
and contributions.

To summarise, the dispute is most likely a symptom of deeper faults

in the project team's communication, role comprehension, and lack
of appreciation for each other's perspectives. Addressing these
underlying issues is crucial for creating a more collaborative and
productive team environment.
2. Explain how differentiation plays a large role in the problems that
exist between Susan and Neil.

2. In the context of organisational behaviour and team dynamics,

differentiation refers to the awareness and acceptance of distinct
roles, responsibilities, and viewpoints within a team. Susan and Neil's
troubles stem from their failure to recognise and comprehend one
other's responsibilities and contributions, which leads to a lack of
teamwork and a breakdown in communication.

Susan, who represents the marketing team, and Neil, who represents
the finance department, have different responsibilities within the
organisation. These positions have distinct goals, duties, and
viewpoints. Susan's major responsibility is to promote the company's
products, create customer connections, and generate income
through sales. Neil, on the other hand, is entrusted with managing
budgets, analysing expenditures, and guaranteeing the company's
financial health and stability.

The tension stems from a failure to recognise the importance of each

function. Susan sees Neil as a "bean counter" who focuses too much
on financial research without comprehending the complexities of
sales and customer relationships. In exchange, Neil saw Susan as a
"cowboy" in sales, someone prepared to sacrifice financial security
for short-term profits.
3. Develop a conflict management procedure for your meeting in 30
minutes. Create a simple script to help you anticipate the comments
you are likely to hear from both parties.

3. Conflict Resolution Procedure: Prior to the meeting, it's miles

important to set an impartial and sympathetic tone. Begin via way of
means of recognising the fee of each finance and advertising in
accomplishing overall organisational performance.
Use the subsequent script throughout the meeting :

Introduction: Recognise the scepticism: I've observed a few ongoing

anxiety among the finance and advertising teams.

Put an emphasis on shared objectives: Our remaining aim is the

fulfilment of the task and the company, which calls for collaboration.

Individual Points of View: Encourage Susan and Neil to air their

grievances: I'd need to listen from absolutely each person of you.
Susan, ought to you please specific your mind first? Please follow,
Neil.

Grounds for Agreement: Determine not unusual place objectives:

Despite our differences, all of us need the task to succeed.

Interdependence must be highlighted: Finance and advertising are

interdependent for the fulfilment of our projects.
4. Which conflict resolution style is warranted in this case? Why?
How might some of the other resolution approaches be inadequate
in this situation?

4. A collaborative conflict resolution technique is appropriate in this

situation. Collaborative conflict resolution is characterised by a
cooperative approach in which parties collaborate to create a
mutually beneficial solution. This technique is ideal since Susan and
Neil, who represent marketing and finance, need to discover
common ground and create a shared knowledge of one other's
points of view. The continuing antagonism and tension between
them indicates a deeper issue that must be addressed collectively.

Other dispute resolution techniques may be ineffective in this case.

An avoidance strategy, for example, in which the matter is ignored or
postponed, would likely enable the tension to rise further, thereby
hurting team relationships and project performance. A competitive
strategy, in which one party triumphs over the other, would simply
elaborate the situation.

Accommodation, in which one side yields to the other, may

momentarily relieve tension, but it does not address the underlying
issues. Compromise, while seeking a middle ground, may not be
sufficient in this circumstance since it may not result in a thorough
understanding or resolution of the opposing viewpoints.
Collaborative resolution, on the other hand, promotes open
communication, active listening, and cooperative problem-solving, all
of which are necessary for resolving difficulties between Susan and
Neil and creating a more cohesive team atmosphere.

The goal of the meeting with Susan and Neil should be to facilitate a
positive discourse, encourage them to share their concerns, and
guide them towards finding common ground for the benefit of the
project and the team.