The project manager's immediate responsibility is to manage team dynamics and resolve conflict. The team member's disruptive behavior is a symptom of an underlying problem. The most effective and professional first step is to engage with the individual to understand the source of their negativity and disruption. This approach, rooted in root cause analysis, allows the project manager to determine if the issue stems from a misunderstanding, a valid unaddressed risk, or a personal issue. Only after identifying the cause can an appropriate resolution be implemented. This aligns with the conflict management principle of confronting the problem, not the person.

1. Project Management Institute. (2021). A Guide to the Project Management Body of Knowledge (PMBOK® Guide) – Seventh Edition. Project Management Institute

Inc. See Section 2.3

Team Performance Domain

p. 52

which states

"Effective project managers proactively address conflict rather than avoid it." This proactive approach begins with understanding the source of the conflict.

2. Project Management Institute. (2021). A Guide to the Project Management Body of Knowledge (PMBOK® Guide) – Seventh Edition. Project Management Institute

Inc. See Section 4.3

Models

Methods

and Artifacts

under the "Conflict Management" method

which implicitly requires identifying the cause of the conflict as the first step to selecting an appropriate resolution strategy (e.g.

collaborating/problem-solving).

3. Kerzner

H. (2017). Project Management: A Systems Approach to Planning

Scheduling

and Controlling (12th ed.). Wiley. In Chapter 6

"Management Functions

" the discussion on conflict resolution emphasizes the "confrontation" or "problem-solving" mode as the most effective. This mode involves directly addressing the disagreement to identify the root cause and find a mutually agreeable solution.