Project of Leading Lean 2022

Running head: LEADING LEAN PROJECT
Leading Lean Project
Name of the Student
Name of the University
Author’s Note:

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LEADING LEAN PROJECT
Table of Contents
1. Discussion of Handling Conflict with Partner and Builder with details of Conflict
Management Strategy for these Stakeholders............................................................................2
2. Selection of One Leadership Style and Explanation about Successful Management of the
Project to Completion................................................................................................................4
3. Explanation of using Seven Quality Control of 7QC Tools and Techniques for helping to
manage the Project.....................................................................................................................5
4. A Risk Management Strategy for the Project with proper Identification of Risks and
Explanation of Strategy for Management of the Risks..............................................................7
References................................................................................................................................11

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LEADING LEAN PROJECT
1. Discussion of Handling Conflict with Partner and Builder with details of Conflict
Management Strategy for these Stakeholders
Conflict management can be referred to as the major procedure to limit each and
every negative aspect of conflicts, when each and every positive aspect of conflict is being
incremented (Folger, Poole & Stutman, 2017). The major objective of this conflict
management can be referred to as proper enhancement of group and learning outcomes like
performance and effectiveness within the organizational settings. A properly managed
conflict could easily and promptly improvise the group results. Resolution of conflicts
includes subsequent reduction, termination as well as eradication of all types and forms of
conflicts. The five major styles of this conflict management are competing, compromising,
collaboration, avoidance and finally accommodating. The businesses could easily gain high
advantages from the correct levels and types of conflict (Saeed et al., 2014). A proper
managed and controlled conflict can easily increment organizational learning only after
incrementing the total number of questions being asked and even encourages people for
challenging the respective status quo.
A conflict in the company at specific interpersonal level involves disputes within the
peers and even conflict between supervisor and subordinate. One of the most distinct and
important approach of mediation for conflict is party directed mediation or PDM, which is
mainly suited for the disputes within peers, colleagues and co-workers and hence leading to
multi ethnic, multi-cultural and interpersonal disputes (Prenzel & Vanclay, 2014). This
particular mediator is responsible for listening to every party separately within a pre
mediation even before bringing them into a joint session. The entire for this mediation is that
the parties eventually learn about conversing directly with the adversary within joint session.
The major causes of conflict substantially range from the divergent goals and objectives to
philosophical differences for powering imbalances. A poorly managed or unmanaged conflict
can generate a significant breakdown in lack of productivity and trust. For the smaller
businesses, this success can hinge over the cohesion of some individuals and finally loss of
the business.
For the given construction project of building a dream home, it is required to handle
the probable conflicts to a high level, so that there exists no chance of dispute or conflict in
the project work. It would also ensure that each and every stakeholder of the project, like
builder or project partner are agreeing to the various important points and aspects of that

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LEADING LEAN PROJECT
particular project (Stipanowich & Lamare, 2014). With a basic understanding of this type of
conflict management strategy, the organizations or businesses get better opportunity of
dealing with the conflicts even before they escalate beyond repairing.
1. a) Conflict with Project Partner: The details of handling conflicts with the project
partner are as follows:
i) Collaborating: The first and the foremost important and significant strategy for
conflict management with the project partner would be collaboration. This type of
collaboration eventually works after integration of different ideas and ideologies that are
being set out by different people. The main aim of collaboration would be finding out of a
creative and innovative solution that is highly acceptable to all stakeholders of the project.
Collaboration, although being highly useful, subsequently calls for a specific time
commitment that is not at all appropriate to each and every conflict (Einarsen et al., 2018).
The project manager of the dream home project should work collaboratively with the partner
for the core purpose of establishment of project policies, and the collaborative decision
making can easily reduce complexities of project management to a high level. Proper
collaboration can provide transparency to the various procedures and outcomes of the project.
ii) Accommodating: The second vital and noteworthy strategy for conflict
management with the project partner would be accommodation. This particular strategy of
accommodation can easily and promptly entail in providing the opposite side of expected
outcomes. A proper usage of the accommodation can eventually take place when any 1 of the
parties is expecting to keep status quo and perceiving the subsequent issue as minor one. It
helps in placing high emphasis on the goodwill and harmony than mere winning. This
particular strategy for conflict management has the chance of including the ideas of both
project partner and project manager and hence ensuring success in the project.
iii) Competing: This is yet another noteworthy and important strategy for conflict
management with the project partner. Being a project partner, he or she comprises of equal
right for getting involved in the decision making process (Jiang et al., ). For this purpose, it is
required to compete or take part in the activity. Although, any 1 of the party or partner loses
in this type of strategy, the conflict or issue gets the best result without any doubt. This
competitive strategy works extremely well for few number of conflicts, majorly for the
emergency conflicts.