Conflict Escalation and De-Escalation

Correct Answer: Facilitate a conflict resolution meeting between the two team members, encouraging them to find a compromise solution.

The best course of action for a Scrum Master in this situation is to facilitate a conflict resolution meeting between the two team members, encouraging them to find a compromise solution. This approach aligns with the role of the Scrum Master as a facilitator and seeks to manage conflicts proactively. The other options are not ideal: Ignoring the conflict could potentially allow the issue to escalate and further impact team productivity. Taking a side could lead to more disagreement and may undermine the Scrum Master's role as a neutral facilitator. Changing team composition is a dramatic response that could disrupt team dynamics and should only be considered as a last resort.

Correct Answer: Arrange a team meeting, facilitate open discussion and drive consensus decision-making while considering project needs and requirements

As a Scrum Master, your role includes facilitating open dialogue among the team members and ensuring the team can make its own decisions. Hence, arranging a team meeting and maintaining open discussion to reach consensus should be the best course of action, considering the project needs and requirements. This approach allows the team to harness the collective intelligence and experiences, and they are able to make optimal decisions. The other proposed solutions may not fully resolve the issue, or might not align with the Agile principle of self-organizing teams. Letting senior member make a decision side steps collective decision making process. Making the decision yourself negates the self-organizing principle of the team. Suggesting a third neutral technology can create more chaos if it is not aligned with project's needs and requirements.

Correct Answer: Have a private discussion with the team member to understand their concerns, and work with the team to address these issues.

In an Agile environment, open communication and response to change are highly valued. Thus, the best approach would be to 'Have a private discussion with the team member to understand their concerns, and work with the team to address these issues.' This method promotes open dialogue and allows for possible adjustments to decisions already made. The choice to 'Take disciplinary action against the team member immediately' can create a negative atmosphere and is not supportive of the Agile principle of 'At regular intervals, the team reflects on how to become more effective, then tunes and adjusts its behavior accordingly.' 'Ignoring the team member's actions as it's their freedom of speech' does not help resolve the issue but could foster further conflict within the team. Lastly, 'Start documenting evidence to get the person sacked' is too extreme of a measure without first trying to understand and address the concerns of the individual.