Resolving Interpersonal Conflict
In any society and organisation, differences in opinions, attitudes and
ideas exist. An interpersonal conflict usually arises when these differences
infringe on others. In most cases interpersonal conflicts can be resolved
through proper communication and by not taking hasty decisions. In many cases
the inability to work under stress is the cause for many interpersonal
conflicts. The following is one such example.
Kelmec is a
Multinational Company specialising in Software Engineering. Henry and Joseph
are two software engineers working in the company. In 2005, Henry was a part of
a 5 member team that worked together with other teams in creating a big
application. Joseph was the leader of the team in which Henry was present. These
leaders of various teams were working under the supervision of Mr Rutherford, a
senior project manager.
Joseph divided the task
into 5 equal parts and handed it over to the teammates and set a comfortable deadline
of 20 days for each of the teammates. When it was the last date for submission,
everyone except Henry had completed their work. Joseph learned from Henry that
he was unwell and hence was not able to complete on time. He extended the
deadline for Henry by a couple of days.
In the mean time, Joseph was called for a
meeting with other team leaders and Mr Rutherford. In the meeting, Joseph was
fired for being the only team leader who did not submit the team’s part on
time. Joseph was agitated and lost his peace of mind as he felt that he was
being blasted due to Henry’s delay. After the meeting, the Joseph went straight
to Henry and shouted at him for his delay. He further asked Henry to somehow
submit his work and did not bother about the previous extension in deadline. Henry
too shouted back at him worsening the conflict.
This incident
illustrates that most interpersonal conflicts occur when we are angry or
agitated. We try to put the pressure on others when we feel the pressure
ourselves. In the previous situation I feel that it would have been better if Joseph
had explained how to complete the project on time to Henry rather than just
shouting at time. He could have also asked other team members to help Henry with
the project.
What are the other
methods that you think Joseph could have adopted to solve the interpersonal
conflict?
This comment has been removed by the author.
ReplyDeleteHi Dinesh,
DeleteI agree with you that Joseph should not have lost his temper at Henry because he was partly responsible as he was the one who decided to extend the deadline for Henry as he knew that Henry was ill at that point of time. Shifting and pushing blames to one another will only worsen the situation as nobody will feel motivated to give their best shot. Probably Joseph should take things to his stride and admit that he could have given the team an earlier deadline to ensure things can be done on time. Alternatively, he could request Henry to speed up in his work or request other co-workers to help him so that things can be done on time :)
Shiying
Hey Denish.
ReplyDeleteI think in this case Joseph failed as a leader because he did not manage the time well. As a leader, it is not wise to put responsible to the team member. Leader in nature should be responsible for the whole team’s mistakes. On the other hand, Joseph and Henry had already settled the problem before the meeting. Got scolded by his superior, does not justified Joseph got mad at Henry for something already settled.
If I am Joseph, I would take the blame and ask the whole team to help Henry with his job. In the mean time, I would reduced Henry’s bonus (if I could) and redistribute to other team members for their extra effort.
If I was Henry, I would tell Joseph when I know I can not finish my job on time. When Joseph shouted at me, I would take the blame because I know Joseph was given a lot of pressure because of my mistake.
I like the part you said we tend to transfer our pressure to other people. That is true. I will remind myself to avoid this kind of behaviors.
Cheers.