Conflict

Correct Answer: Facilitate a role clarification session with team leads.

The most proactive approach for an HR professional in this scenario is to facilitate a role clarification session with team leads. This enables open communication, allows for the definition and understanding of new roles, and provides a structured setting for resolving conflicts. This approach directly addresses the root cause of the conflict, which is role ambiguity, and promotes a collaborative solution. The other options are not as effective: increasing surveillance and monitoring of team interactions may create a sense of distrust and does not address the underlying issue of role overlap; requiring teams to independently resolve the role overlaps might lead to inconsistent solutions and further disputes if teams do not have a clear understanding of each other's responsibilities; postponing the issue until the restructuring is complete would allow tensions to fester and possibly lead to bigger problems in the future, thus it's not a proactive approach.

Correct Answer: Calmly intervene to suggest a private meeting with both parties to discuss the concerns.

As a SHRM-CP certified HR manager, it is essential to address conflicts promptly and constructively to maintain a healthy work environment. The correct initial step is to calmly intervene and suggest a private meeting with both parties to discuss their concerns. This approach allows for a controlled environment where emotions can be de-escalated and a constructive dialogue can ensue, with the HR manager mediating the conversation. The other options are not as effective for initial intervention. Asking both parties to write down grievances can be part of a follow-up process, but it does not immediately address the heated situation. Recommending that they resolve their issues outside work doesn't acknowledge the role of HR in conflict resolution and may result in unresolved tensions affecting work performance. Directing them to stop the discussion and return to work fails to address the underlying conflict and can result in further animosity and potential escalation of the issue later on.

Correct Answer: Initiate a structured dialogue to explore underlying interests and develop integrative solutions.

A SHRM-CP certified professional is trained to apply conflict resolution techniques that seek a win-win scenario for all involved parties. The best approach in this situation is to initiate a structured dialogue to explore underlying interests and develop integrative solutions. This method encourages both parties to understand each other's priorities and work collaboratively towards a solution that satisfies the core interests of both teams. Other approaches, like proposing a temporary compromise or encouraging the teams to present their cases to senior management, may not address the underlying issues and could potentially lead to further conflict or a decision that isn't optimal for both parties. Finally, recommending each team to work independently on their projects to reduce interaction and tension avoids the conflict rather than resolving it and could lead to further silos and misalignment within the organization.