Negotiation Approach In Conflict Management

Wherever choices exist, there is potential for disagreement. No matter what we major in, no matter where our career path takes us, inevitably, we all encounter conflict in some form. In today's highly competitive society, for an organization to be truly successful, it is imperative that the organization's leadership understands conflict and deals with it in the best way possible. Management's ability to recognize and accept divergence and their ability to employ various methods to resolve conflicts to produce positive results can make or break an organization. The more management understands and accepts this fact and manages conflict to benefit the company as a whole, the greater the chance of the

There are five conflict-handling styles: Forcing Style, Collaborating Style, Compromising Style, Avoiding Style and Accommodating Style. The compromising style “refers to behaviors at an intermediate level of cooperation and assertiveness. (Hellriegel, Slocum pg. 392) ” The person using is style tries to meet a goal by give-and-take. The accommodating style “refers to cooperative and unassertive behavior. (Hellriegel, Slocum pg. 393) ” The person using this style tries to accomplish a goal by using unselfish acts that will promote cooperation in others by complying with their wishes. The collaborating style “refers to high levels of cooperative and assertive behavior. (Hellriegel, Slocum pg. 391) ” The person using this style is using a win-win approach to working with others and handling conflict. When the CEO of General Hospital, Mike Hammer first attempted to control physician-driven cost he used the collaborating style by trying to convince the Director of

In an effort to address types of conflict resolution strategies, we must first know a little about the teams themselves. In today’s business world, there are four basic team types; cross-functional teams, self-managed

Negotiation is a fundamental form of dispute resolution involving two or more parties (Michelle, M.2003). Negotiations can also take place in order to avoid any future disputes. It can be either an interpersonal or inter-group process. Negotiations can occur at international or corporate level and also at a personal level. Negotiations often involve give and take acknowledging that there is interdependence between the disputants to some extent to achieve the goal. This means that negotiations only arise when the goals cannot be achieved independently (Lewicki and Saunders et al., 1997). Interdependence means the both parties can influence the outcome for the other party and vice versa. The negotiations can be win-lose or win-win in nature.

Negotiation is one of the most common approaches used to make decisions and manage disputes. It is also the major building block for many other alternative dispute resolution procedures. According to Christopher W (2012), negotiation is the principal way that people redefine an old relationship that is not working to their satisfaction or establish a new relationship where none existed before. Because negotiation is such a common problem-solving process, it is in everyone 's interest to become familiar with negotiating dynamics and skills. This section is designed to identify what worked well and not well in the negotiation. In addition, to present strategies that generally makes the negotiation more efficient and improvement in the next

After we had gone over Chapter 10: Handling Difficult Conversations, Conflict and Negotiation, I decided to discuss about the two conflicts that I have been involved in within the past couple weeks. The two conflicts were evidently different and therefore I had to resolve in a different way. The types of conflict resolution I compared were bargaining, dominating, collaborating, avoiding and accommodating.

When examining these issues, it’s possible to determine which conflict that is being dealt with by looking at the cues that are provided. These cues include end goals related to the conflict, flexibility, and the interests of the parties involved within the conflict. Realistic conflict involves issues that can solved when party are willing to work towards a common goal, and nonrealistic conflict occurs when they are trying to win. Nonrealistic conflicts will consist of less flexible parties, and are best handled with fore or coercion to reach an end goal. This will stop the conflict from escalation or being all together avoided by the members involved. Conflicts that are readily identified can be controlled, and the best solutions can be

When managing interpersonal conflicts the best possible outcome would be attainable by using the Win-Win method because it is able to accommodate the individual needs of all parties involved in a conflict. The most logical reason as to why this is one of the most effective ways when it comes to relieving disagreements is because it requires you to understand the others’ underlying meanings in their evident messages. Contrasting the Win-Win approach, there are three other less successful techniques in order to sway a conflict. A Win-Lose situation is when one individual/group gets their aspirations granted, while the other individual/group suffers an absolute loss. Also, in a conflict that practices the Lose-Lose technique is when neither of the two individuals involved is satisfied with the outcome. The last optional method employed in a conflict is compromising. This is a way for both individuals involved to have only some of their requests met. Meanwhile, each individual separately forgoes the remainder of his or her requests. However, sometimes the Win-Win approach is not always attainable or realistic, so one may opt for the next best approach, compromise. This is often implemented when there is not enough time/desire to understand each other’s wants. Also, when the other party involved is clearly noncompliant in employing a Win-Win problem-solving method, we may stray more toward the decision to compromise

Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

This assignment will also provide how the negotiating strategies are used and the effectiveness of the strategies used. The serious will also provide insist to see if conflict resolution is a typical everyday life and if people do deal with this in everyday life as while as unrealistic or counterproductive impression that is screened on TV are perpetuated by depictions of conflict.

Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of

The second form of conflict management is Compromising. This form brings along the idea that losing something is adequate when an individual gains a little. Both sides come to the middle to help serve the team and project on hand while making it possible for each person to maintain a portion of his or her original idea. The drawbacks of using this method are values and objectives can be lost in the process if they are compromised. Some of the demands from the other side may be too severe to come to a middle ground on. This method can also create other conflict if no respect for the compromise or the other team members exists. When this method is used to its full potential people of equal roles are equally committed to the team. “When the issue is to complex to just abandon the others ideas or perspectives and when the specific task that is being dealt with is only moderately important.” (Improving group, organizational or team dynamics when conflict occurs, 2008)

This report was written for the University of the Sunshine Coast with a purpose to make recommendations for incorporating conflict management and negotiation into the field of information communication technology. The report clearly outlined two conflict management skills and one negotiation skill and briefly described and outlined the benefits and challenges. Conflict management is the process of limiting and controlling the negative conflict while increasing and controlling the positive conflict. Negotiation is described to be a discussion aimed at reaching an agreement. Positions versus interests are a mutually beneficial outcome where both parties underlying interests are satisfied with the integrative technique. The technique is beneficial as a resolution is quick to achieve. If both sides interest are the same object then it creates several challenges when incorporating this technique into the business. One of the most basic strategies of human interaction is that of tit for tat or equivalent retaliation. If you do that to me, then I will do that to you. A good deed can be returned if you perform a good deed to other company. However, a limitation is that this technique works best in a long term. Compromising is a widely used and an effective form of conflict management. Compromising works best when there is an item that can be evenly divided between the parties involved. Compromising involves splitting the desired item evenly between both sides. It

This paper will cover the difference in the negotiation process and the mediation process and explore some of the barriers that hinder the processes. There is a distinct difference between the negotiation process and the mediation process. Negotiation as defined in Essentials of Negotiation is a process by which two or more parties attempt to resolve their opposing interests (Lewicki, Saunders, and Barry, ) The Negotiation process happens when individuals disagree about a situation and there’s no mutual solution that can be attain by the two parties. The disagreement leads to a conflict which involves misinterpretation, miscommunication and hurt feelings. Because the parties cannot reach a mutual agreement on how to resolve their

Negotiation is the process of two individuals or groups reaching joint agreement about differing needs or ideas. Oliver (1996) described negotiation as "negotiators jointly searching a multidimensional space and then agreeing to a single point in the space." Negotiation is a form of conflict resolution. When we negotiate, the first thing that needs to be established is whether we have two or more parties that have a common objective, but also differ in ideas when it comes to how they achieve the objective. The principle behind negotiating is to finding the middle ground that is suitable for both parties involved. Not all negotiation ends in satisfactory compromise, sometimes negotiations can take a long time to conclude