The following article is a sample from the full BVOP™ Ultimate Guide and is part of the preparation for the BVOP™'s modern Agile Human Resources Management Professional Certification Program.
While conflicts may result in improved outcomes of an effort, they may be a reason for drops in motivation, waste of time and resources, people leaving the organization, or negative organizational image.
The Business Value-Oriented People Management (BVOPPM) office needs to manage the conflicts and to reduce their negative aspects and creates a positive outcome to some degree.
Conflicts management activities may include:
- Identifying the parties
- Identifying the issues that cause the conflict
- Sharing concerns
- Post-conflict support
Identifying the parties
Identifying the parties may include:
Which specific individuals are involved in the conflict
Conflicts may involve more than two individuals. All of them need to be identified and informed about the conflict, and a session with the BVOPPM office representatives needs to be scheduled.
The roles of the individuals in the organization
Identifying the roles, positions, responsibilities, skills and other attributes that may provide information about the parties involved in the conflict
The context of the individuals
The context of the parties may provide an initial understanding of the conflict.
Identifying the issues that cause the conflict
Identifying problems may require interviewing the parties directly and investigating problems, emotions, tasks, or events. The root cause of the conflict must be understood.
Sharing concerns needs the participation of everyone involved in the conflict. Concerns and feelings are clearly stated. BVOPPM office representatives listen and collect the shared information.
The BVOPPM office representatives need to define the steps necessary for the cooperation from each party and a statement of how the BVOPPM office may assist in cooperation between the parties.
Each party shares their needs, demonstrate possible outcome, or requests specific support from the other party. All parties cooperate on finding possible solutions.
Each party needs to understand the possible solutions, the advantages, and disadvantages of them, how the conflict affects the other parties and the organization, and the common business goals. Understanding mistakes or emotions is needed before the parties officially agree on their mistakes, proposed solutions, and a general understanding of the conflict.
Everyone involved in the conflict officially agrees on the solutions.
Deeper accepting others' solutions, skills, competence, and emotions is a slow process that may require time. The parties and the BVOPPM office representatives may schedule further sessions where the general acceptance is discussed.
The BVOPPM office monitors the conflict topics and individuals after the conflict is resolved if this is needed and approaches them with advice and support.