FORMULATION OF A MATHEMATICAL MODEL TO EVALUATE THE TRAINING NEEDS FOR RESOLVING THE CONFLICTS EXISTING IN ORGANISATIONS AND INDUSTRIAL PROJECTS

Abstract

Conflicts in project management are inevitable. The potential for conflict in projects is usually high because it involves individuals from different backgrounds and orientations working together to complete a complex task. The causes of conflict in team projects can be related to differences in values, attitudes, needs, expectations, perceptions, resources, and personalities. Proper skills in dealing with conflict can assist project managers and other organization’s members to handle and effectively resolve conflicts which can lead to a more productive organization as a whole. In this case study I have studied the hourly output (number of shirts) on a daily and hourly basis of three selected sections a shirt manufacturing firm. The number of shirts output per hour was noted for seven hours of work in a day for a period of thirty days. Then X̅ and R control charts were plotted using statistical software “MINITAB”. After the analysis of the X̅ chart it was found that the overall mean output was much less than scheduled, also many of the days the mean output per hour was observed to be lying outside the Lower Control Limit (LCL). It was also noted, after the analysis of R-chart that many a days the variability of hourly output on a day is very high and lying outside the Upper Control Limit (UCL). Hence, the variations in the process cannot be attributed to the chance variations, but there exist assignable causes to which these variations can be attributed. I have tried to attribute these variations and low output, to the various conflicts existing in the firm like conflicts over schedules, activity conflicts, interpersonal conflicts, intergroup conflicts, asymmetric conflicts etc. By comparing the observed time taken and the scheduled time flow, a TRAINING NEED INDEX was obtained after doing mathematical analysis of the data. A formal training procedure for resolving conflicts existing in the firm is suggested and techniques to further improvement of output and reducing variations of daily and hourly output are recommended.