A Brief Note On The Business Negotiation Environment

The negotiations class was an insightful experience. It helped me attain a better understanding of my strengths and weaknesses both personally and professionally. It helped put into perspective a lot of my theoretical analysis conducted on group dynamics and, most importantly, has helped me become a more effective negotiator. My goal with this paper is to communicate the evolution of my negotiation skills during the progression of the course.

Whenever there are people, there always will be conflict. Opinions vary, misunderstandings and miscommunications occur, and people have different values and priorities. All of these things create conflict in our life and at work. The problem is not conflict itself, but rather how we deal with it. As long as it is resolved effectively, conflict can lead to personal and professional growth. There is no universal accepted definition of conflict. Conflict can be viewed as functional or dysfunctional depending on how each person perceives it, manages it and resolves it. (Iglesias & Vallejo, 2012)

Cahn and Abigail (2014) define negotiation as “a particular type of conflict management—one characterized by an exchange of proposals and counter proposals as a means of reaching a satisfactory settlement” (p. 229). Negotiation is a fact of life. Subsequently, we spend a substantial amount of time negotiating for something every day. The fact of the matter is that life is full of conflict situations. Whether in our personal or professional lives and whether or not we are aware of it, we are often engaged in conflict situations that require tapping into our conflict negotiation skills. From deciding what movie to see, where to eat, to asking one’s boss for a raise, we are all engaged in some type of negotiation. These real-life

Differences of opinion exist in every organization and in every work group. Among the many factors which influence differences of opinion are the personal philosophy and values, differing strategies, and varying sources of information. A variety of opinions are beneficial to a team, causing team members to think about new and different ideas or to change old patterns into new ones. Differences of opinion do not cause conflicts. Misunderstanding does. Misunderstanding usually arises from miscommunication, by keeping hostilities "inside," misinterpreting what someone said, not acknowledging another 's right to a different opinion,

Conflict is inevitable in life and in the workplace, but conflict can be positive or negative. Disputes can arise due to personality conflicts, misunderstandings, difference in opinions, lifestyles, values, and beliefs. Having any understanding that conflicts do arise and how to approach such issues is vital to the success of any team and organization. Thomas and Kilmann have identified five conflict handling modes within a two-dimensional taxonomy (Borkowski, 2016). According to Borkowski (2016), the two dimensions of the taxonomy are assertiveness and cooperativeness, and the five conflict handling modes include (1) competition, (2) avoidance, (3) compromise, (4) accommodation, and (5) collaboration (p. 315).

When with a group of people sooner or later you will run into conflict with one another. There are four levels of conflict that can happen with any team. Level 1 having the easiest resolution and level 4 having the most difficult resolution. The first level of conflict is fact or data. Having conflict on a fact is very cut and dry, there is only one outcome. Data can either be unfinished or done improperly which can have more than one outcome. This can cause arguments in a group (Griffith, Dunham, 2015). I had conflict when I worked at a concession stand. There was a miscount of the money at the end of the day. My coworker and I had a disagreement on who was right and it result both making a miscalculation. The second conflict comes from the processes and methods that the members participate in.

On an individual level, workplace conflict is stressful and unpleasant. Penny and Allison are experiencing this in their workplace. The main problem they are facing are differing values, opinions and beliefs. The members aren’t able to effectively work together as there is difference in roles. Therefore, there is evidence of supressed innovation and productivity to improve their business. This will significantly affect business performance as having to deal with countless stress leads to tension and anxiety. Personal conflict at work is uneatable, however there are many solutions to solve the issue. One study (Mutjaba, B & McFarlane, 2005, pg53) claimed applying changes through roles will lead to improving employee and corporate performance. Many business leaders try to diminish workplace conflicts to promote an optimistic corporate culture with high team confidence. According to a recent Wall street journal article, some businesses are experiencing low levels of workplace conflict now that more advisers are working in teams. Avoiding disagreements manly just causes more friction overtime. Craig should hold Allison and Penny accountable for their engagement with each other and coach them to take an active role in building their personal relationship, while tracking their progress. This will ensure continuous focus on emotional bonding with another, gaining a

It is “not possible for all human begins to live in peace and harmony all the time” (Martin, 2005, p.750), therefore conflict within the workplace is inevitable and can arise within events and leisure organisations for many reasons. Personal factors are the main factor contributing to conflict. Differences in values and beliefs can often create conflict, as individuals will have alterations about the underlying purpose of an organisation, and how each other should act toward one another and customers. Unique personalities can also create conflict as it can result in people struggling to get along with one another, and therefore a ‘personality clash’ will occur (Rollinson, 2008, p.418). Another personal form of

As conflict is created under disagreement and often disputation, it is natural to have negative impact. When people engage in misplaced competitive behavior, then the conflict comes and both the organization and individuals suffer. The difficulty of facing a conflict is that it can often be destructive and feels acutely uncomfortable to the

Conflict permeates throughout all human relationship. It generally derives from the acknowledgment of the individual uniqueness of all people. Ever individual has experienced things that are distinct to their world. Thus, coloring the lenses from which they see. These experiences create differences in opinions, world views, and values. Individuals must learn how to manage these differences when interacting with others. This individual differentiation can be further intensified in an organizational environment. Interactants within an organization are ostensibly working towards the same organizational goal. However, because of differences in organizational roles and duties, many employees find themselves in opposition. It is up those employees to effectively manage the conflict that dissimilarity creates. That said, this article explores an incident were an employee of a company found himself in a conflict situation. The reference article highlights the choices that the employee, Frank, made and the deleterious aftereffects (Liberman, 2012). Frank, an employee of FootWorld has been selected to participate in a cross-functional team, within the company, to develop a go-to-market strategy for a new orthopedic technological device. Failing to articulate his conflicting ideas to the team he begins to vent his frustration to coworkers outside of the team. Eventually word is relayed back to those who Frank criticized. Consequently, Frank feels he has become ostracized from the

Conflict is not an uncommon issue that happens in various placements, including company, government office, nonprofit organization, or even military. It affects the organization by reducing productivity, decreasing communication, poorer decision-making, decreasing cooperation, and political backstabbing (Runde & Flanagan, 2008). However, if the conflict is addressed effectively, it can stimulate creativity and produce more opportunities for enhance communication, better understanding each other, and ultimately achieve higher working efficiency (Runde & Flanagan, 2008). So, how to deal with the conflict is an opportunity to test a leader about his/her leadership skill in an organization. Naturally, leaders would

As a preliminary procedural process, I conducted a thorough analysis of the respective interests and initial negotiating postures of all of the parties. Based on that analysis, I determined that the four other ports (besides Harborco) represented a potential block coalition that could profoundly influence the negotiations. Specifically, my chief concern was that the coalition of ports could undermine our strongest negotiating positions by exploiting direct negotiations with the other interested parties and then leveraging their consensus position against us. Naturally, this provided a crucial lesson in the value of pre-negotiation analysis.

Conflict is inevitable in human interactions. Identification and understanding the level of conflict and how the conflict impacts the organization is necessary. Understand the conflict styles between the parties and how it is interfering with their working relationship. The conflict style is important to understand to navigate through the conflict with success.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

Negotiation is all about a strategy. The end result is usually to end a problem that someone is having, whether it is personally or