This document provides a case analysis of a conflict between Kay Sunderland and Mike Morgan at Attain Learning. It summarizes their personalities and backgrounds, the factors leading to the conflict, including differing working styles and lack of communication. It analyzes the conflict using various models and identifies collaborating as the recommended conflict management approach. This involves finding an integrative solution by incorporating both of their insights, gaining commitment through consensus, and working through feelings to sort out their differences.

1. Kay Sunderland
CASE ANALYSIS
Presented by :
Amar Keshari
Monica Singh
Priya Yadav
Rakesh Ranjan

2. Organization Hierarchy

3. Topics to be addressed
1. Personalities
2. Factors leading to conflict
3. Conflict analysis
4. Solution

4. Key People
O Caroline Nicholas
Role : Founder , CEO , Attain Learning
Qualification : BBA , MBA
Experience : 10 years of experience as a consultant & corporate trainer
.
Variety of position at IBM
O Dr. John Chama
Role : COO , Attain Learning
Qualification : PHD in Finance
Experience : Professor of Finance
O Kay Sunderland
Role : Account Director , Attain Learning
Qualification : BA , MBA
Experience : Account Executive at IBM & Oracle
O Mike Morgan
Role : Content Development Director
Qualification : Master of Science in Project Management
Experience : 10 Years of project management experience.

5. Personality Trait of Kay & Mike
Kay Sunderland
O Conventional
O Investigative
Production Oriented
Mike Morgan
O Artistic
O Realistic
O Enterprising
Development Oriented
Holland’s Model

6. Managerial Grid

7. Fiedler Model

8. The Conflict Process

9. Factors Leading to Conflict
Structural Factors
O Specialization
O Interdependence
O Authority relationships

10. Contd..
Personal Factors
O Personalities
O Perception
O Values and Ethics
O Communication Barriers

11. Process Conflict
O Conflict over how the work gets done.
O Difference in working style of Kay & Mike.
O Kay lacks Communication skills in a way she
was not able to impose company’s policy on
Mike

12. Functional Conflict
O Supports the goals of the group and
improves its performance.
O Creativity will be stimulated.
O Motivation for Change

13. Dimensions of conflict
handling intentions

14. Conflict Management
Collaborating
O To find an integrative solution.
O To merge insights, both from Kay & Mike.
O To gain commitment by incorporating consensus into
concern.
O To work through feelings that have interfered.

15. Solution
Alternatives
O Text Mike immediately about the issue
O Schedule a face to face meeting when Mike
is free
O Report Chama about Mike’s actions

16. Proposed plan of action
O Take an overview
O Text Mike regarding an urgent meeting
O Inform Chama about the issue
O Sort out differences using Collaborative
approach
O Apologise to the client

17. Thank You