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Conflicts management

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 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
  • Cooperation
  • Conceding
  • Agreements
  • Accepting
  • 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 need 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

What is the context in which the parties are may provide an initial understanding of the conflict.

Identifying the issues that cause the conflict

Identifying the issues requires interviewing directly the parties and investigating problems, emotions, tasks or events, and understanding about the root cause of the conflict need to be developed.

Sharing concerns

Sharing concerns involves group participation of each party and Business Value Oriented People Management (BVOPPM) office representatives where each concern and feeling is clearly stated.


The BVOPPM office representatives need to define the action and steps needed from each party and 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.

Post-conflict support

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.

Conflicts Management in Human Resources and Project Management
Comments of our guests
  1. Paul R.
    If conflict management is done regularly and adequately by human resources, the productivity of the teams will be much higher. It's so simple. I do not know why this practice is not applied regularly to serious companies. Something very serious must happen to pay attention to the problem. It's unfortunate how lazy the employees of HR departments are always. Even more insulting is that no one ever controls them, no inspection, no feedback. As an employee, there is no one to complain about. I strongly support these practices. Let more people pay attention to these topics.

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