What is the recommended approach to resolving conflicts when two members clash?

• A. Listen to both sides, identify common goals, mediate respectfully, set clear expectations, and follow up to ensure resolution.
• B. Immediately declare a winner and suspend the other member.
• C. Convene a formal hearing and issue a directive.
• D. Ignore the issue and hope it resolves itself.

Answer: (A)

The main idea is that conflicts in a team are best resolved through open dialogue and collaborative problem‑solving. Start by listening to both sides to understand each person’s perspective without judgment, which helps reduce defensiveness and reveals the full picture. Then identify common goals or shared interests so the path forward feels like a partnership rather than a winner‑takes‑all contest. Mediate with respect, making sure each person feels heard and the conversation stays constructive. Next, set clear expectations about what needs to happen, who will do it, and by when, to prevent ambiguity that can spark future clashes. Finally, follow up to ensure the solution is working and adjust if needed. This approach addresses both relationships and concrete steps, building trust and a sustainable resolution.

Other options tend to miss essential elements: declaring a winner and suspending one member undermines teamwork and doesn’t resolve the underlying issues; a formal hearing and directive can be too heavy-handed for everyday conflicts and may overlook interpersonal dynamics; ignoring the issue allows resentment to grow and inflames future clashes.