Franklin Equipment Limited

Evaluate the criteria FEL uses to assign managers to project teams.

Franklin Equipment Limited uses the expertise and availability of individuals to assign managers to project teams. This implies that besides being qualified to carry out specific activities in a project, the managers should be available to perform the work. Therefore, managers with a lighter workload are assigned to new projects (Case 11.3: Franklin Equipment, Ltd., n.d). The project managers lack control over the managers that are selected to join their teams.

What efficiencies do these criteria create?

The criteria enable the organization to assign qualified individuals to the appropriate projects. The right skills are important for successful project management. Thus, FEL’s clients are assured of competence as assigned teams deliver the expected results.

What are the resulting problems?

The problem that could result from the criteria is assigning more work to some managers. FEL assigns work based on an individual’s workload. Therefore, a manager who completes short projects is likely to handle more assignments than managers assigned to long projects. This may elicit feelings of inequality, as the managers working on long projects feel underutilized and stagnant. The other problem is assigning managers who cannot work amicably due to unsettled scores to the same project. Personal issues can affect the quality of work or productivity of individuals.

Why is it even more important that project team members work well together on international projects such as Project Abu Dhabi?

The Project Abu Dhabi was very important to FEL’s positioning in the Middle East. The company had tried for a long time to obtain clients from the region, but it was unsuccessful. It had delivered its mandate successfully on other projects. Therefore, teamwork was critical in ensuring the goals were within budget. This was expected to create an opportunity for new projects, especially from the region (Case 11.3: Franklin Equipment, Ltd., n.d). In addition, the project was critical to the project manager’s career development.

Discuss the dilemma that Jobe now faces.

Jobe is confused about the team, as Bruder, Rankins, and Perry seem unwilling to participate in the project. Firstly, Bruder is uninterested due to the belief that it would not be successful. Secondly, Rankins and Perry do not get along with each other. The personal issues that separate the two could interfere with the working process. Stonebreaker is the only employee who seemed optimistic and willing to work on the project (Case 11.3: Franklin Equipment, Ltd., n.d). Jobe is concerned about the working relationships between Rankins and Perry.

What should Jobe recommend to Gatenby?

Jobe should recommend that FEL allow the managers to choose their teams. Perry and Rankins already have disagreements that remain unsolved. Assigning the two to the same project reduces the project’s chances of success. The two may be unable to honor the work policies that require them to work harmoniously. In addition, individuals who get along are likely to collaborate more effectively than warring employees (Case 11.3: Franklin Equipment, Ltd., n.d). Therefore, only one of the two should be included in Project Abu Dhabi.

Strategies for Conflict Resolution

The current conflict is dysfunctional in nature due to a lack of clear identification. Perry and Rankins are both highly skilled individuals. However, they both admit to the fact that they cannot work together due to past conflict that remains unresolved. The most applicable strategies include mediation, control, and elimination. The project manager (Jobe), Perry, Rankins, Charles Gatenby, and the human resource manager are the main stakeholders in this mediation process. With the help of the HR manager and Gatenby, Jobe should listen to both parties and provide a solution that helps the project win. If the parties are uncomfortable with the solution, they should work together to develop one. Controlling a conflict involves mitigating the effects on the project (Larson & Gray, 2018). Jobe can work with Rankins and Perry to smooth out the major differences that could affect objectivity. This strategy needs to be applied during each meeting and could use humorous interjections. If the two individuals cannot work on the same project, they can be reassigned to other projects to avoid losing their skills and talent. In case mediation and control hit a dead end, it is necessary to eliminate the conflict by getting rid of both parties. This will inform other individuals who let conflict get personal. Currently, Gatenby already expressed the possibility of firing Rankins if the two cannot work harmoniously and objectively. However, eliminating conflict is fair if it applies to both parties as they all entertain and maintain the conflict.

Christian Based Strategies for Conflict Management

The current conflict between Rankins and Perry requires a Christian-based perspective to find an amicable solution. Firstly, it is clear that Perry blames Rankins for his alcohol addiction, which led to his divorce. On the other hand, Rankins thinks that Perry does not approve of his efforts and tends to second-guess him (Larson & Gray, 2018). Clearly, the two do not understand the source of their conflict or lack common ground.

The first strategy that is ideal for the current situation is self-reflection. According to Christianity, all human beings are sinners. Therefore, no one is fit to judge another (Bernero, 2017). Rankins and Perry are both responsible for the current conflict. Each is busy viewing the speck in the other’s eye, yet none takes time to evaluate themselves. Each of the two should conduct an inward reflection and review their standing based on the word of God. Through self-reflection, both Rankins and Perry can identify their wrongdoings. The reflection is not designed to establish who is at fault. Its main purpose is to prepare individuals to confront themselves and resolve conflict for the glory of a supreme being, God. This process demands total humility and honesty for success.

After conducting a self-reflection, both parties should confess to one another. It is often easy to ignore conflict, its cause, and the involved parties. However, this retains the animosity between the conflicting parties. Christianity advocates for peace among all men. As such, the conflicting parties should seek to initiate the reconciliation process. This process is intimidating and may require assistance from other parties. However, the resolve to reconcile should emanate from the conflicting parties (Bernero, 2017). Assistance is important in ensuring that objectivity is retained during the reconciliation. Christian-based mediation is critical in ensuring that peace transcends among human beings. These Christian-based strategies can only be implemented in an atmosphere of selfless love and a desire to let go of the hurt that an individual has experienced due to the actions of their offenders.

References

Bernero, L. (2017). Biblical Conflict Resolution. Retrieved from https://denverinstitute.org/the-process-of-biblical-conflict-resolution/

Case 11.3: Franklin Equipment, Ltd. (n.d). Retrieved from file:///C:/Users/User/AppData/Local/Temp/Franklin%20Equipment,%20Ltd.pdf

Larson, E. W., & Gray, C. F. (2018). Project Management: The Managerial Process (7 ed.). New York: McGraw-Hill Education.

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