Problem Analysis

Contrary to the common belief that conflicts are a result of personality defects, most conflict situations
can arise from a number of deep rooted issues and consequently can be resolved with multiple approaches
as we will see here.
Problem Analysis
Individuals Involved
In the given scenario, the conflict revolves around two individuals, Abdul and Shirley, who were both
project team members, and now since the old manager has left, are now joint leaders of the software
company’s new product division.
The issue (can make a table)
 Shirley’s perspective
Abdul is a new employee who she was against hiring from day one. She wants it to be made it clear that
they are indeed joint leaders and in that respect she wanted it to be clarified that she was not working
underneath Abdul. Lately however, she has complained to me that Abdul is acting as if he is in charge
and treating her like a subordinate.
 Abdul’s perspective
Abdul, in his defense, claims that she has other projects to run too and does not pay much attention to
their project till he starts taking initiative. He further adds that he has no intention of showcasing that he is
the only one who is leading and that Shirley is just caught up on feelings of power.
Conflict Analysis
Types of conflict
Task based conflict:
 Abdul feels that Shirley is not fully dedicated and involved in the new project division as he is.
 He believes that Shirley has too much on her plate since she is an older employee with more
responsibilities and thus trying to consciously, or subconsciously, define team roles and lead the
team.
 Shirley believes she is being sidelined by Abdul as he is making decisions without her consent.
Her POV is further strengthened when Abdul sends memos and sets up meetings without
notifying her
Relationship based conflict
 A gender bias can also be an underlying cause behind this conflict.

 Abdul might, based on preconceived notions about women’s role in society, not be willing to give
her the lead or take orders from a female boss
 On the other hand, Shirley
Value based conflict

 She may assume that being the older employee, and thus having greater experience, the task of
leadership should solely, or majorly, belong to her.
Difference in leadership style, lack of communication
Let’s have an overview about the conflicts taking place here
Identity
Shirley’s Identity: Feels
Conflict Solutions
The first step to conflict resolution is realization - they need to understand that every individual’s view of
reality is highly subjective based on their experiences. Thus, both Shirley and Abdul would have to
consciously put in efforts to address their conflict.
Being chosen to resolve this conflict, I can use a number of models.
Two-Dimensional Model of Conflict
Conflict response Application
Competing approach  Instruct them to solve their issues fast as the company
does not have time for their bickering
This approach reflects a high  Threaten them with a report to management about their
degree of assertiveness and a low behavior that may affect their appraisals
degree of cooperation
Accommodating approach 
This approach reflects a high

degree of cooperation and a low
degree of assertiveness
Avoiding approach  Ignore the conflict and let things remain the same as
they were
This approach reflects a low degree  Tell them the issue will be looked upon soon and
of cooperation as well as instruct them to carry on with their tasks
assertiveness
Compromising response  I will analyze their roles and distribute their

responsibilities for the new product division
This approach reflects a moderate  I can ask Shirley to let Abdul have some decision
degree of assertiveness and making authority as she already leads other projects
cooperation
Collaborating approach
Shirley and Abdul need to communicate to ensure that they are
This approach reflects a high both on the same page and are directing their efforts in the
degree of cooperation as well as direction of achieving organisational goals.
assertiveness
Through this approach they will be able to take on a problem-
solving lens to ensure that once they have discussed and
addressed their issues, both of them would feel satisfied.
The DESC Approach
Consequences
Express Specify Finally, this
Describe Explain that he Abdul should would result in
First, explain to has no intentions state what he is mutual
Abdul that taking of making looking for in cooperation
initiatives without Shirley feel like Shirley e.g. between them
consulting Shirley a subordinate commitment to and result in
is creating but believes that the team, greater team
resentment in her. the team will accepting that he performance
Secondly, explain
to Shirley that underperform if is competent to when both
he doesn't take perform the role leaders work
the lead. etc. together
effectively
The 1-2-3-GOApproach
1-2-3-GO approach
Effective listening
How this conflict be avoided in the first place?

Problem Analysis

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Contrary to the common belief that conflicts are a result of personality defects, most conflict situations

The issue (can make a table)

Task based conflict:

Relationship based conflict

 A gender bias can also be an underlying cause behind this conflict.

Value based conflict

Difference in leadership style, lack of communication

Let’s have an overview about the conflicts taking place here

Shirley’s Identity: Feels

Being chosen to resolve this conflict, I can use a number of models.

Two-Dimensional Model of Conflict

Conflict response Application

This approach reflects a high

Compromising response  I will analyze their roles and distribute their

The DESC Approach

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