Conflict Management

Shirley and Abdul both work for a software development company.  The manager of the new
product division was originally the leader of the project team for which she interviewed and hired
Abdul.  Shirley, another project team member, also interviewed Abdul, but strongly opposed
hiring him for the project because she thought he was not competent to do the job.  

Seven months after Abdul was hired, the manager left the project to start her own company and
recommended that Abdul and Shirley serve as joint project leaders.  Shirley agreed reluctantly-
with the stipulation that it be made clear she was not working for Abdul.  The General Manager
consented; Shirley and Abdul were to share the project leadership.

Within a month Shirley was angry because Abdul was representing himself to others as the
leader of the entire project and giving the impression that Shirley was working for him.  Now
Shirley and Abdul are meeting with you to see if you can resolve the conflict between them.  

Shirley says: "Right after the joint leadership arrangement was reached with the General
Manager, Abdul called a meeting of the project team without even consulting me about the time
or content.  He just told me when it was being held and said I should be there.  At the meeting,
Abdul reviewed everyone's duties line by line, including mine, treating me as just another team
member working for him.  He sends out letters and signs himself as project director, which
obviously implies to others that I am working for him."

Abdul says:  "Shirley is all hung up with feelings of power and titles.  Just because I sign myself
as project director doesn't mean she is working for me.  I don't see anything to get excited
about.  What difference does it make?  She is too sensitive about everything.  I call a meeting
and right away she thinks I'm trying to run everything.  Shirley has other things to do-other
projects to run-so she doesn't pay too much attention to this one.  She mostly lets things
slide.  But when I take the initiative to set up a meeting, she starts jumping up and down about
how I am trying to make her work for me."

Question Regarding This Conflict

1. Abdul and Shirley seem to have several conflicts occurring simultaneously.  Identify as

many of these individual conflicts as possible.
2.  What are the possible ways to deal with the conflict between Abdul and Shirley (not
just the ones that you would recommend, but all of the options)?
3. Given all the benefits of retrospection, what could or should have been done to avoid
this conflict in the first place?
 Performance Management – Case Study

It is January. You are the regional manager of a chain of stores selling computer equipment and
accessories, mainly based on out-of-town retail parks. Following promotion, a new manager has
just been appointed to the Preston store which employs 20 staff. The store is currently
experiencing a number of challenges which you wish the new manager to address. Among the
store’s problems are the following:
 
 A growing absence problem among the store’s staff.
 Deterioration in staff morale, largely due to the unpopularity of the previous manager
who left suddenly about a month ago.
 Sales have been falling since a rival opened up a store on the same site. It is well known
that the rival chain’s products are not only cheaper, but much more unreliable.
 The lease on the current property expires in July. The company has an option on a store
of similar size on the far side of town. The rent on the alternative store would be
cheaper, but it is unlikely that all the current employees would be prepared to transfer to
the new store. You need to get your manager to investigate this issue.
 The newly-appointed manager, although highly competent as a team manager has
admitted that financial management is not his strong point.
 The company has a formal appraisal process for all staff, but the previous manager is
known to have neglected this area. As regional manager you wish to address this issue.
 Although many of the in-store employees have long service, there is still a problem in
retaining newly-appointed staff. Labour turnover currently stands at 15% although the
norm for the retail sector is 10%.
 The company operates an annual employee opinion survey. In the last survey,
employees in the Preston store collectively raised concerns over lack of training. You
have allocated £10,000 for employee development for the store.
 The telephone bill for the store is twice that of other stores in the chain. Occasional
personal calls from the employee rest area are allowed, providing that permission has
been given by the store manager.
 The manager of the smaller Blackpool store is currently on sick leave and you, the
regional manager, have agreed that a suitable temporary replacement will be provided
from the Preston branch.
 
Based on the above issues, select which you think are the six most appropriate to be included in
an annual performance management plan, and compile a suitable set of performance objectives
for your newly appointed manager, complete with measures and timescales.