Question

What are the different types of conflict a consultant may need to manage at the different phases of the consulting process (i.e., entry, diagnosis, planning, or implementation phases)? Based on any of the previous cases in the course (as per section 8. PREVIOUS CASE(S) above), can you identify a minimum of three (3) examples of conflicts? Describe each of the three conflict examples which you identified in terms of: a) severity (e.g., low, moderate, high), b) frequency (e.g., one-time or continuing), and c) stakeholder perspectives involved (e.g., 2 perspectives, 3 or more perspectives). Analyze what the potential sources of conflict are (or could be) for each of the 3 conflicts which you identified. Select one (1) only of the three conflicts which you identified (as per #2 above) and explain which of the five positions of the Thomas-Kilmann conflict & negotiation model you would adopt and/or recommend.

Answer 1

A consultant may encounter different types of conflicts at different phases (entry, diagnosis, planning, and implementation) of the consulting process. Three examples of conflicts include differences in beliefs and opinions, clashing interests and priorities, and resistance to change and conflicting goals. For Conflict 3, adopting the collaboration or problem-solving position of the Thomas-Kilmann conflict & negotiation model is recommended.

Step-by-step explanation:

When managing a consulting process, a consultant may encounter various types of conflicts at different phases (entry, diagnosis, planning, and implementation). Here are three examples of conflicts:

1. Conflict 1: Severity: Low, Frequency: Continuing, Stakeholder Perspectives: 2
   Source of Conflict: Differences in beliefs and opinions regarding the best approach for solving a problem.
   
2. Conflict 2: Severity: Moderate, Frequency: One-time, Stakeholder Perspectives: 3 or more
   Source of Conflict: Clashing interests and priorities among different stakeholders involved in the consulting process.
   
3. Conflict 3: Severity: High, Frequency: Continuing, Stakeholder Perspectives: 3 or more
   Source of Conflict: Resistance to change and conflicting goals between the consultant and the organization.
   

Based on the conflicts identified, one example is Conflict 3, which is characterized by high severity, continuing frequency, and involvement of three or more stakeholder perspectives. For this conflict, I would recommend adopting the collaboration or problem-solving position of the Thomas-Kilmann conflict & negotiation model. This approach focuses on finding mutually beneficial solutions through open communication and cooperation.