PMP People — Leading Projects Practice Question
A project manager is leading a global virtual team. A conflict arises between two senior developers from different cultures. One feels the other is not respecting their time zone, while the other accuses the first of micromanaging. What is the best approach to resolve this conflict?
⚠ Common exam trap
A common mix-up: candidates choose Option D (compromise) because it seems efficient, but the PMP exam emphasizes that collaborative problem-solving (Option A) is superior for long-term team health, especially when cultural differences are involved, as it ensures buy-in and addresses root causes rather than just symptoms.
Answer choices
Why each option matters
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
Mediate a meeting between the two developers to openly discuss their concerns
As a project manager leading a global virtual team, the best approach to resolve a conflict between two senior developers from different cultures is to mediate a meeting where they can openly discuss their concerns. This aligns with the PMP's focus on collaborative problem-solving and emotional intelligence, allowing both parties to express their perspectives on time zone respect and micromanagement, leading to a mutually agreed solution. Mediation fosters trust and understanding, which is critical for virtual team cohesion and productivity.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✓
Mediate a meeting between the two developers to openly discuss their concerns
Why this is correct
This is the most effective approach as it directly addresses the conflict through collaborative problem-solving, which is a key PMP-recommended technique. By mediating, the project manager facilitates open communication, allowing both developers to express their perspectives and work together to find a mutually acceptable resolution. This fosters a sense of ownership over the solution, strengthens team cohesion, and builds trust, leading to a more sustainable outcome than imposed solutions.
- ✗
Escalate the issue to human resources for a formal resolution
Why it's wrong here
Escalating the issue to human resources prematurely is generally considered a last resort in project management conflict resolution. This approach bypasses the project manager's primary responsibility to resolve conflicts at the lowest possible level within the team, potentially damaging team autonomy and relationships. Such formal intervention can lead to disciplinary actions rather than collaborative problem-solving, often failing to address the underlying causes of the conflict constructively.
- ✗
Assign each developer to separate tasks to minimize interaction
Why it's wrong here
Assigning developers to separate tasks is an avoidance strategy, which merely postpones or sidesteps the conflict rather than resolving its root causes. While it might offer temporary relief, this approach fails to teach the team how to constructively manage disagreements and can lead to long-term issues such as reduced collaboration, communication breakdowns, and the creation of work silos. Ultimately, this hinders team integration and overall project performance.
- ✗
Decide on a compromise and inform both parties of the new rules
Why it's wrong here
Deciding on a compromise and unilaterally informing both parties is a 'forcing' or 'directing' approach, even if the solution itself is a compromise. This method undermines team ownership and engagement, as the conflicting parties are not involved in crafting the solution, which can lead to resentment and a lack of commitment to the new rules. Without collaborative input, the underlying issues may not be fully addressed, increasing the likelihood of the conflict recurring or manifesting in other forms.
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Related to this question
Learn chapter
Introduction to the PMP Exam and Project Management Basics
Key term
Organizational Change Management
Organizational Change Management (OCM) is the structured approach to preparing, supporting, and guiding people through changes in an organization to ensure lasting success.
Key term
Emotional Intelligence
Emotional Intelligence is the ability to recognize, understand, and manage your own emotions and the emotions of others to communicate and lead effectively.
About these practice questions
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Written by Johnson Ajibi, MSc IT Security
Senior Network & Security Engineer · founder of Courseiva
This PMP practice question is part of Courseiva's free PMI certification practice question bank. Courseiva provides original exam-style practice questions with explanations, topic-based practice, mock exams, readiness tracking, and study analytics to help learners prepare for the PMP exam.