PMP Practice Exam Question

A project manager notices that two team members are frequently disagreeing over project priorities, which is causing tension and slowing down their work. The project manager knows both team members are highly skilled but have different approaches to completing their tasks. The project is in the planning phase, and meeting the schedule is crucial. How should the project manager best approach this conflict?

A) Avoid the conflict by assigning them separate tasks, minimizing their need to interact.

B) Confront the issue directly and encourage open communication to understand both perspectives and find a solution.

C) Accommodate the conflict by aligning with the perspective of the more senior team member to avoid further disputes.

D) Compromise by setting a middle-ground approach that partially satisfies both team members.

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Best Answer: B) Confront the issue directly and encourage open communication to understand both perspectives and find a solution.

Explanation:

The best approach here is to confront the issue directly and facilitate open communication to understand both perspectives. In project management, effective conflict resolution is essential, especially when project performance may be impacted by team dynamics. Let’s break down why option B is the best choice and why the other options are less effective in this scenario:

1. Option B (Confront the issue directly): This approach is also known as the collaborating or problem-solving approach. By encouraging open communication, the project manager provides a platform for both team members to voice their concerns and clarify misunderstandings. This approach seeks a mutually beneficial solution, which not only resolves the conflict but strengthens the team’s ability to handle future disagreements. The project manager’s goal here is not just to resolve the immediate issue but to foster a culture of transparency and cooperation, especially crucial during the planning phase when setting the project foundation. Since both team members are highly skilled, collaboration respects their expertise and leads to a stronger team alignment.
2. Option A (Avoid the conflict by assigning them separate tasks): Avoidance might provide a temporary fix but is often counterproductive. Avoiding the conflict does not address the underlying issue, and unresolved conflicts are likely to resurface later, potentially at more critical stages of the project. This approach misses the opportunity to strengthen the team’s collaborative skills.
3. Option C (Accommodate by aligning with the senior team member): This approach is known as accommodating. It might temporarily smooth over the disagreement, but it could lead to long-term issues by dismissing the perspectives of one of the team members. Favoring one team member based on seniority may harm morale and create an impression of bias, which could reduce team cohesion and trust in the project manager.
4. Option D (Compromise): Compromising can be useful but often results in a solution that only partially satisfies both parties. While compromise may be necessary in some situations, it is less effective here because it does not address the deeper concerns of each team member. In the long term, this middle-ground approach may not prevent future conflicts, as both individuals may continue to feel that their preferred methods are underrepresented.

Summary: Confronting the issue directly (Option B) with an open dialogue creates an opportunity to address the conflict constructively. This approach not only resolves the current issue but reinforces a positive team culture, which is vital to project success. By choosing collaboration, the project manager supports a respectful and effective work environment, aligning the team members’ efforts and perspectives toward shared project goals.