Question 1
Read the case study, then answer the given subquestions that follow in about 200-300 words each.
CASE INCIDENT
Choosing Your Battles
There are situations in which too little conflict can be a problem. Some level of task conflict early in the process of formulating a solution can be an important stimulus to innovation. However, the conditions must be right for productive conflict. In particular, individuals must feel psychologically safe in bringing up issues for discussion. If people fear that what they say is going to be held against them, they may be reluctant to speak up or rock the boat. Experts suggest that effective conflicts have three key characteristics: they should (1) speak to what is possible, (2) be compelling, and (3) involve uncertainty.
So how should you “pick a fight?” First, ensure that the stakes are sufficient to actually warrant a disruption. Second, focus on the future, and on how to resolve the conflict rather than on whom to blame. Third, tie the conflict to fundamental values. Rather than concentrating on winning or losing, encourage both parties to see how successfully exploring and resolving the conflict will lead to optimal outcomes for all. If managed successfully, some degree of open disagreement can be an important way for companies to manage simmering and potentially destructive conflicts. Do these principles work in real organizations? The answer is yes.
How would you ensure sufficient discussion of contentious issues in a team? How can you bring unspoken conflicts into the open without making them worse?