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Importance of conflict management in projects
Importance of conflict management in projects
Importance of conflict management in projects
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Every procedure has various factors that influence its workings; few more than the other. In determining which factors are more influential than the rest, an analysis of the procedure in the light of the purpose that it intends on achieving is required. This essay will also examine Dispute Avoidance Procedures (DAPs) in the context of resolving conflicts and furthering the project to its completion in the best interest of contracting parties. During which it will be argued against the necessary existence of a good working relationship between the parties to have an effective DAP. DAPs are mechanisms that are (usually) employed at the commencement of a contract to resolve conflicts on-site before they develop into a dispute. These are procedures established to put into effect the long quoted advice of prevention being better than cure. These procedures avoid or at the very least manage to their best, problems occurring in the course of project being undertaken before they develop into a bigger issue, resulting in a problem that eventually would lead to Dispute Resolution Methods and/or Litigation. The two forms of DAPs that this essay shall consider are Dispute Review Boards (DRBs) and Dispute Resolution Adviser (DRA). The DRA is a dispute resolution system that is based on an individual to avoid disputes. The procedure intend on having maximum party control. The DRA avoids disputes through site visits, familiarization techniques and strong relationships to be built; followed by a series of steps that become more and more interventionist as the early resolution procedures strike out, until a final form of short arbitration commences as a seal to the entire procedures. This form of procedure was first recorded to have been practi... ... middle of paper ... ...tc. that may be involved in the efficiency of a DAP. Indeed all these are relevant matters. It is pertinent to note that most of these issues are not affected by the working relationship of the parties. The purpose of the DAP is not to promote a good working relation between the contracting parties, but that is often seen as a factor influencing the project. It is other factors such as the DRBs and/or DARs’ selection, powers, sanctity and importance attached to their decisions etc. that affect their efficiency. It is therefore submitted that various factors affect the working and effectiveness of the DAPs; a good working relationship is useful and aids to the working of a DAP but does not affect its effectiveness. The sanctity parties attach to the DAP, faith in them and awareness of the advantages of the DAPs etc. do significantly determine their effectiveness.
1 What are the Marine Corps' leadership traits? Judgment, Justice, Decisiveness, Integrity, Discipline, Tact, Initiative, Enthusiasm, Bearing, Unselfishness, Courage, Knowledge, Loyalty, Endurance
Alternative Dispute Resolution (ADR) involves resolution methods and approaches that fall outside the structure of the judicial process. Despite its praise in preventing costly litigation and unpredictable outcomes when there are severe disagreements and impasses this, there have been objections to ADR in the past. Still, alternative dispute resolution has increased its comprehensive reception among the legal profession and business world, in recent times. In fact, numerous courts require applicable parties to remedy through resolution before consenting the parties' cases to be heard. In addition to the increased caseload of traditional courts, its growing popularity can be linked to the perception that ADR levies lower costs and
In the movie Raisin in the Sun, the plot focuses on the struggles of The Younger family, an African American family that lives in a cramped apartment in urban Chicago. The Younger’s main struggle within the movie is determining how to spend the inheritance money that their recently deceased Walter Younger Snr had left behind as his legacy. Within the family dynamics lies a conflict between the ideals of Walter Snr’s wife, Lena and her stubborn son Walter who wants to use the money to grow a alcohol business, become rich, and lose his dignity as a hard working man. Another main conflict is between Beneatha and her brother, Walter, her momma, Lena, and Ruth, her pregnant sister-in-law.
It is important to identify the unresolved conflict that exists. The process can be illustrated through a conflict resolution diagram or evaporating cloud, Goldratt (1994). As a first step a "current reality tree" is used extensively to portray and depict the cause and effect that join all the problems proceeding in a specific situation. After this, one will realize that you don't have to deal with multiple problems because normally there are only one or two reasons or causes. The thinking processes give you a step by step procedure how to do this. This is where the undesirable effects (UDE's) come in.
Disputes are almost unavoidable between people when there are disagreements or misunderstandings. In the construction industry, contractual relationships could lead to dispute. To resolve disputes, construction disputes are most likely encouraged to use Alternative Dispute Resolutions such as arbitration, mediation, and mini-trials to resolve their disputes faster and keep the dispute confidential and at lower cost (Ray, 2000). The construction case presented in this paper first resorted to negotiation; however, it could not give the parties a resolution which led to a mini-trial.
Journal of Dispute Resolution, 401-427.
...e steps that are required to be addressed while coming to deal with vendors. The Proposed idea, looks satisfactory in meeting the outcomes. One thing that should be ensured is that they should incorporate the clauses pertaining to risk in the plan.
Every member has a duty to perform in order to accomplish the goals set by the team. Different views, beliefs, methods, and ideas shall be the group’s strengths and not a weakness that can cause conflicts to arise. Cooperation is expected from each of the members. Cheesebro, O’Connor, & Rios (2010), enumerated the procedures in conflict resolution. First and foremost, it is necessary to identify the problem and set its limitations. Every member shall clearly understand how they can contribute to the team. Second is analysis of the problem. Each member shall be given specific tasks for data gathering procedures in order to specifically set the limitations of the study. Third is setting benchmarks for the possible solutions. This procedure requires a detailed list of requirements for every solution. Fourth is the group’s consideration of the all the possible solutions. Brain storming is usually done during this stage. They make the solutions as creative as possible. Fifth is the selection of the best alternative among all the listed solutions. This is the final selection of best conflict resolution method. Sixth is the implementation of the selected resolution method. Once the group has made up its detailed execution plan, the conflict can be resolved accordingly. The last step is the actualization of the execution plan. This includes accomplishment evaluation after the implementation
ADR holds an extensive, easily influenced and diverging choice of processes for finding solutions to disputes which are personified by structured negotiation and consensus. It is regarded that arbitration is a familiar ADR technique, however, it is more of an official adjudicative and adversary technique initially a confidential litigation process which has more commonality to litigation than the more original consensual processes which symbolise ADR. As simplified by Angyal (Alternative Dispute Resolution, 1987, p. 11). "The key difference between ADR and those traditional techniques of litigation and arbitration is that ADR techniques are used to produce a resolution to dispute through a negotiated agreement while litigation and arbitration are processes by which a result is imposed on the parties. " We can say that many issues arise with terms.
... with the aggrieved worker and representative meeting with the supervisor involved, followed by an appeal system with strict time limits and ultimately ending in binding arbitration. When management and the union cannot resolve a grievance submitted by a union, the union must decide whether to proceed to the final step of the grievance procedure: arbitration. Arbitration is an adversary proceeding like a trial in court. An arbitrator’s function is usually to interpret the collective bargaining agreement between the parties, not to apply his or her standards of what is right in a given situation. The courts have sought to compel labour and management to a peaceful resolution of grievances through arbitration. The Supreme Court has given support to the arbitration process in a series of decisions, and judicial deferral to arbitration has become a basic tenet of national labour policy.
Leung, Liu and Thomas (2005) discussed conflict management in construction. The study findings suggest two types of conflicts: team and task conflict. Conflict and conflict resolution both are essential part of goal setting process and can affect the final outcome. Integration style is desirable approach for solving conflicts in conflict management. Integration style for solving conflicts means the best decisions with improved level of satisfaction of m...
establishing a collaborative relationship between the OD practitioner and the members of the client system. A major component of entering and contracting is to make a good decision about how to carry out the OD process. The contract allows the parties involved to explicitly set the direction of the project and how the process will take place. The OD contract will generally address three key areas: setting mutual expectation or what each party expects to gain from the OD process; the time and resources that will be devoted to it; and the ground rules for working together and the stating of what are the proper roles of all the parties involved including the practitioner.
Conflict avoidance is a technique used to deal with conflict. Avoiding conflict is mainly used to disregard the direct issue at hand. Avoiding conflict can be used to temporarily get rid of an issue or it can be used to permanently remove the issue. Avoiding conflict within the workplace most often results in relationship division. Workplace conflict is inevitable, meaning wherever and whenever there is a group working to accomplish similar goals as a whole, conflict will be present. Workplace conflict exists due to various factors. (Graham 2014) The most common seen factors influencing workplace conflict include role understanding, meaning who is responsible for what task, how tasks are to be accomplished, personality difference and poor
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.