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Recognizing Disruptive Conflict
November 12, 2008 | Author: PM Hut | Filed under: Conflict Management, People Issues
Recognizing Disruptive Conflict
By Global Knowledge
Project managers must learn to recognize the signs and symptoms of disruptive conflict. Such signs would include poor communication among team members, a lack of openness, a lack of respect, not showing appreciation, unclear goals, and even an excessive amount of paid time off and high rates of attrition (people leaving the organization or group).
As previously mentioned, conflict can be a positive force, but it can turn destructive if unchecked. It can lower morale, decrease productivity, and sap creativity. So much energy can be spent on dealing (or most likely not dealing) with conflict that there is not enough time for other important tasks. The worst cases can disintegrate into personal stress, burnout, and workplace travesties.
Disruptive conflict can start small and turn into a larger conflict very quickly. Once conflict has reached this stage, it will require a large amount of management time in order to deal with it. This will cause an additional decrease in productivity and efficiency rates, along with the accompanying added costs, risks, and duration delays. If left unmanaged, this type of conflict can even lead to employee sabotage and workplace violence.
This article was originally published in Global Knowledge’s Business Brief e-newsletter. Global Knowledge delivers comprehensive hands-on project management, business process, and professional skills training. Visit our online Knowledge Center at www.globalknowledge.com/business for free white papers, webinars, and more.
© Copyright 2008, Global Knowledge. All rights reserved.
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