Friday, August 13, 2010

eCornell Conflict Resolution class review - the first week

I am in my first week of the eCornell Project Leadership Certificate course titled 'Conflict Resolution.' According to the eCornell website, the course focuses on, "understanding the organizational nature of conflict and the approaches that a leader can use to resolve conflict."

We are working with Role Theory, learning the sources of role conflict and utilizing the Thomas-Kilmann Conflict Mode Instrument, located at
http://peace.mennolink.org/resources/conflictstyle/

I was surprised to learn that the class teaches that conflict is sometimes an integral and positive part of project management. It is recommended that project managers see conflict as a problem solving opportunity, not something to always be avoided.

Other texts the class uses include:

"How to Design a Conflict Management Procedure that Fits Your Dispute," Sloan Management Review

“The Social Psychology of Project Management Conflict,” European Journal of Operations Research

According to the Thomas-Kilmann Conflict Mode Instrument, the five styles of conflict management include forcing, collaborating, compromising, avoiding, and accommodating. If compromise doesn't work, I tend to use force to solve a conflict. I am certainly in need to learning additional methods of conflict resolution!

Thank you for your time! If you have any questions about my experience with the eCornell Project Leadership classes, please email me at lisson@gmail.com

2 comments:

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  2. Risk management attempts to plan for and handle events that are uncertain in that they may or may actually occur. These are surprises. Some surprises are pleasant. We may plan an event for the public and it is so successful that twice as many people attend as we expected. A good turn-out is positive. However, if we have not planned for this possibility, we will not have resources available to meet the needs of these additional people in a timely manner and the positive can quickly turn into a negative.

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