Case Study: Resolving Team Conflict in Web Programming Department

This case study examines a conflict within a web programming department stemming from a change in workspace. The programmers are dissatisfied with the new, smaller space, leading to tension and decreased productivity. Sanjay's mood and communication issues further exacerbate the problem. The analysis applies Fisher and Ury’s principled negotiation method and Kilmann and Thomas conflict styles to understand and resolve the conflict. Fractionation and face-saving techniques are also considered as potential solutions. The case emphasizes the importance of leadership in addressing team issues, improving communication, and fostering a collaborative environment. The reflection highlights personal experiences and reinforces the need for proactive conflict resolution strategies to maintain team morale and productivity. Desklib provides this and many other solved assignments to aid students.

Case study

Table of Contents
Part -1...............................................................................................................................................3
Part -2...............................................................................................................................................4
REFRENCES...................................................................................................................................6

Part -1
1. The conflict that has arisen between members of the Web programming department due
to new space. The old room was big and all programmers are comfortable there but in
new place there is less space and members are not satisfied. In new place, all
programmers are sitting in the row of cubicles and to interact with each other they have to
speak loudly. Sanjay is not giving his window place to anyone and he is in the middle of
cubicle with Rosa and Kris. Conflict arise because programmers are not satisfied by
space and they are not able to focus on their work. Sanjay seems to be in bad mood daily
because Rosa and Kris are chatting, this affect work of all members. The leader need to
prioritize actions, for establishing motivation and working scenarios effectively within
system to bring on connective rise diversely.
2. This conflict is not relational conflict because in this case study, issue arise due to change
in space and programmers did not get proper space to work. Earlier, they were having
their own cubicles and working as a team to complete work. Now, programmers are not
having proper cubicles and due to this reason conflict arise between them. Relational
conflict refers to differences between individuals for issues related to esteem, control and
affiliation. In staff meeting, no one spoke and no one is taking interest in working. This
conflict is related to space because members are used to of old place and they need time
to adjust in the new place (Einola, and Alvesson, 2021).
3. According to Fisher and Ury’s method of principled negotiation, people should
understand viewpoint of others and place themselves in other’s place so that they can
know that why decisions is taken. Do not blame others for any problem or action taken
by them. There are four elements of Fisher and Ury method of principled negotiation i.e.,
separate the people from problem, focus on interest, not position, insist on using objective
criteria and invent different options for mutual gain. In the given case study, to separate
people from problem, a meeting should be arranged and issues must be solved by Martin.
He should tell staff members that earlier work was done properly but now no one is
working efficiently. He should make new plans or strategies and tell members to follow it
so that work can be completed on time. Staff members should have some patience and try
to solve their issues by interacting with other.

4. According to Kilmann and Thomas conflict styles, there are five styles of conflict
management such as, collaborating, competing, avoiding, compromising and
accommodating. These are some styles which can be applied in an organisation to avoid
conflict among employees. Sanjay’s conflict style is compromising because he is working
alone and not taking help from anyone even when problem arises. Sanjay is upset and
having bad mood daily, he is not able to concentrate on work. Bradley’s conflict style is
avoiding, he is not talking to other programmers and communicates only with emails.
Rosa and Kris are not having any conflict style according to given case study.
5. Fractionation is a technique which is used to resolve conflicts, this helps in breaking
down large conflicts into smaller pieces. Fractionation generally occurs in early stage of
conflict resolution process (Timms, 2018). There are five strategies for conflict resolution
including, avoiding, defeating, compromising, collaborating and accommodating. This
technique can be applied by Martin to resolve conflicts. Martin should conduct meeting
and solve issues of members so that they can work properly.
Face saving refers to effort which is put to avoid embarrassments between parties and
involved in negotiation. Face saving involves, other party’s culture, norms and
communication style. Martin can use this technique to solve conflict.
Martin after program has to exponentially head on towards collaborating teams
and employees effectively with each other, for gaining stronger varied experience of motivation
and actively engage on discussions. Things to be specifically motivated for attaining productive
engagement goals, enhance keen untapped strengthened scope which will also bring change in
leadership style. Change in leadership style further will personify new productive changes,
enhance competitive scale efficacy within longer scale paradigms dynamically. Leadership style
implementation further adds to connective parameters, strengthening wider scale goals
primitively on higher technical working goals. Usage of motivational leadership, will further
enable Martin generate to be engaged on rapid efficacy targets for strengthened efficacy which
will motivate teams for longer term paradigms and confident group engagement (Väyrynen,
2019).

Part -2
 After analysing the respond of other person, I came to know that why conflict has arisen
between members of the web programming department. There was no collaboration
between team members regarding project of new cubicles. Martin is not paying attention
to the issues and consequence is all are feeling tension. Communication is also disturbed
and team members are not interacting with each other. According to second respond,
there is lack of communication among team members and they are not working properly.
This is affecting overall performance of company and Martin is not paying attention to
the issues (Smith and et.al., 2021).
 Yes, this assessment has confirmed my thoughts and feeling because according to my
opinion, conflict has arise because of new place and people are not able to interact with
each other. It is the responsibility of Martin to pay attention to issues and did not taking
steps for solving problems. Martin should try to solve issues so that all can work properly
and there will be no issue. It is important to solve problems among team members so that
work can be completed on time. According to response, there is lack of control and it is
over aching type conflict. Martin should focus on what problem members are facing and
try to solve problems so that goals and objectives of company. For success of
organisation it is important to solve issues and make better plans so that work can be
done on time. After reading the response I get knowledge and able to understand why
conflict arise and how it can be solved ( Krumrei-Mancuso and Rowatt., 2021)..
 I have a personal experience; I was working in a company where place was changed.
Employees were not satisfied because they were used to of doing work in old office.
After sometime, manager conduct a meeting in which he motivates all the members and
solve issues of employees. He provides all the necessary facilities to employees so that
they can work properly and boost their confidence to accomplish targets of company.
After sometime, all members were happy and work efficiently, there was no issue and all
members were focusing on their work. So, in this case study Martin should pay attention
to problems of employees and try to solve it to boost confidence of workers and motivate
them to work efficiently.

REFRENCES
Books and Journals
Einola, K. and Alvesson, M., 2021. When ‘good’leadership backfires: Dynamics of the
leader/follower relation. Organization Studies, 42(6), pp.845-865.
Krumrei-Mancuso, E.J. and Rowatt, W.C., 2021. Humility in novice leaders: links to servant
leadership and followers’ satisfaction with leadership. The Journal of Positive
Psychology, pp.1-13.
Smith, T.E., and et.al, 2021. Exploring the link between principal leadership and family
engagement across elementary and middle school. Journal of School Psychology, 84,
pp.49-62.
Timms, R. E., 2018. Fractionation. In Lipid technologies and applications (pp. 199-222).
Routledge.
Väyrynen, R., 2019. From conflict resolution to conflict transformation: a critical review. The
new agenda for peace research, pp.135-160.