Introduction
Working as a team on a software development project inevitably involves conflict, and Optimum Way Development is no exception. Five new team members had to be integrated into the Raleigh, North Carolina, team due to the team’s recent acquisition of a smaller software company with headquarters in San Jose, California. The new team from San Jose has personnel with more education and experience, whereas the current team comprises younger software professionals (Omene, 2021). There are rumors among the current team players that they would be asked to teach the new personnel, raising worries about possible job elimination.
A recommendation report will be made and given to the director to effectively handle the dispute between the current and new team members. This report will include a summary of the software program, an explanation of the dispute’s root causes, a proposal for how the disagreement ought to be settled, and a strategy for informing the team about the resolution options.
Overview of the Software Application
For their business, Optimum Way Development is developing a new application. An audience of web developers will use the program with various features and functionalities. The goal of the new application is to serve the requirements of Optimum Way Development’s clients. It will be simple to use, intuitive, and straightforward to navigate. Users can access and control their data in actual time using the program, which will be accessible on mobile and desktop computers (Omene, 2021).
Users of various ages and with various levels of technical proficiency will be able to use it. The application will be able to track project progress, maintain records, and produce reports, among other things. Additionally, it can send notifications and include an integrated chat feature. The program will have a dashboard, search capabilities, and reporting capabilities, among other things. It will also be able to collaborate with other systems and have a user-friendly interface.
Areas of Conflict
There are several points of contention now that the Raleigh team has grown by five more members. The contributing factors to the conflict are age and the impromptu annunciation of new team members (Omene, 2021). The new team members are older and have more education and experience than the current team members. The present team members are worried that they could have to train the new team members, which could result in them losing their jobs, which has caused some tension among the team (Omene, 2021). The fact that the change was announced to the new team members in an impersonal way has further caused anger and suspicion. As mentioned, the possible impacts are the loss of jobs of the older members, causing tension, anger, and suspicion.
Impacts of Conflict
The existing disagreement between the members of the existing team and the new team members has several negative repercussions. If the conflict is not resolved, it could lead to a decrease in output, a drop in employee morale, and an increase in employee absenteeism (Omene, 2021). Because the team members cannot correctly collaborate because of disagreements, the application’s quality may suffer as a direct consequence.
Desired Outcome
The conflict-resolution exercises ensure the team can collaborate effectively to create the new application. Specifically, this entails ensuring that the new and existing team members can collaborate effectively, speak openly and politely, and have faith in each other (Omene, 2021). In addition, it is essential to prevent any friction between the two teams from impairing the application’s development.
Resolution of Conflict
Addressing the underlying causes will help overcome the disagreement between the old and new team members. This entails addressing the concerns of current team members about losing their jobs and the mistrust of new team members regarding the impersonal manner in which they were notified of the move (Omene, 2021). Ensuring the new team members fit in is the first step to fixing the matter. Team-building activities can solve conflicts by assisting current team members in getting familiar with each other better and communicating their issues and thoughts (Omene, 2021). It is also crucial to welcome and value new team members. Giving new team members feedback and praise might help.
The second phase in conflict resolution is to improve team communication. Creating a safe area for participants to voice their concerns can be a better way to resolve conflict. Additionally, all team members should be respected and allowed to speak (Omene, 2021). The third step in dispute resolution is team trust. Give the team a chance to bond and create a respectful environment. To develop the application, the team must be allowed to work together without fear of repercussions or job loss. Finally, the team must be free to create the software. By setting clear goals and ensuring the team has the resources to finish the project, you can do this.
Best-Case Scenario
The ideal situation is for the new team members and the existing team members to be able to collaborate to effectively and productively create the application. This comprises the team’s capacity for respectfully and openly exchanging information, productive teamwork, and mutual trust (Omene, 2021). The team’s ability to meet deadlines and create an excellent application that satisfies user expectations is also included in the best-case scenario.
Action Steps for Managing Conflict
A variety of action actions should be implemented to handle the current and prospective disputes between the members of the existing team and the incoming team members. Creating chances to foster group-building between the current team and the new team members is the first step. This can be achieved by allowing the team to get to know one another via shared interests and fostering a collaborative environment to resolve conflict. The next stage is establishing a setting where team members can communicate freely and respectfully (Omene, 2021). This can be accomplished by giving the team frequent feedback, praising them for their efforts, and providing a secure environment where team members can voice their opinions.
Making sure the group can trust each other is the third phase. This can be achieved by allowing the team to develop relationships and promote a climate of respect for one another. Furthermore, it’s critical to make sure that the team develops the application without worrying about facing criticism or losing their jobs (Omene, 2021). The team’s fourth phase ensures the team has access to the resources needed to finish the project. This can be accomplished by setting clear expectations and goals for the team and ensuring they have access to the essential equipment and materials.
Conclusion
Conflict is an inevitable part of teamwork in software development, and Optimum Way Development is no different. Conflicts have arisen as a result of the addition of five new team members to the Raleigh-based team, and it is crucial to resolve these conflicts if the team is to be able to collaborate to develop the new application. Addressing the underlying issues, providing opportunities for team-building, giving the team a chance to talk openly and politely, and ensuring the team can trust one another are all crucial for resolving conflicts. Additionally, ensuring the team has access to the tools needed to finish the job is critical. After creating it, it is crucial to inform the team and the director of the conflict management plan.
Reference
Omene, G. R. (2021). Conflict management strategies as a prerequisite for effective organizational performance: an exploratory analysis. International Journal of Business & Law Research 9(4). Web.