The Skills That Deal With The Conflict, And Negotiations

The video does a good job in showing us the aspects of what to do prior to the negotiation during the Preparation Stage. It gives tips of errors not do, certain situations to be aware and try and prevent, and correct them if they happen. Negotiations can be broken down into two primary bargaining categories: Distributive and Integrative. “Distributive bargaining is a competitive process for determining how to distribute or allocate scarce resources whereas integrative bargaining is collaborative and allows both parties to create value and satisfy their needs” (Hames, 2012, p. 57,

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.

Negotiation occurs on a regular basis in a daily life and individuals negotiate in business occasions or outside of the workplace. Having superior negotiation skills is conductive to the success in personal life and career development. This essay will indicate that my natural preferences for different influencing tactics, comparisons between theory and practice, and a personal action plan to improve negotiation skills based on the role-play activity in my class.

When it comes to conflicts and negotiations I have always been the type of person to avoid them. The reasons I avoided them was because I did not know how to handle these situations properly. When it came to conflicts or negotiations, I would have no medium. Either I would be calm during those conflicts or I would get really mad. Those two options were not good for me or good for the people I was trying to resolve conflicts with. After taking this course I learned that I have the avoiding style in the TKI assessment. This assessment has helped me with strategies I could use in the avoiding style, and has also taught me how to use different strategies from various different styles.

The experts from the reading also mentioned the importance of research and planning beforehand, which I could not agree on more. Their statement is definitely in sync with the textbook too, of how planning for a negotiation session prepares us in facing unexpected stress during negotiation and how to overcome them. It is crucially important to plan the negotiation objectives and know what your goals to achieve are. It is also recommended to pay attention to details, such as finding a good time and place that sustains a good professional negotiation environment.

The negotiators in these situations should mainly on the integrative bargaining. It means that negotiator should arrange a face to face meeting for both the parties by motivating them to practice integrative barging so that they can use the conflict strategy management to innovate positive solutions rather than dysfunctional conflicts. The negotiator should focus mainly on problem solving, compromising, smoothing and finding solutions. Motivating both the parties for a face-to-face meet is done so that, they can identify the problem and resolve it by an open discussion. Each team should give up something so that they can come to an agreement. The negotiator should use smoothing technique by reducing the conflicts while stressing common interests between both the teams. By compromising and smoothing both the parties should know about their common interests and goals and should create a shared goal. Once the negotiator make them realize that they need each other for achieving their goals, integrative positions solutions will be obtained instead of dysfunctional

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

Negotiation is one important part of both the professional and personal life in our everyday situations. It is critical for people to resolve disputes, distribute limited resources, and/or create something new that neither party could achieve on his or her own. Negotiations can range from coordinating project timelines with clients to asking for a raise to discussing holiday plans with family members.

In chess you know the pieces but you can’t see into the other person’s mind. In negotiation you don’t necessarily know the ‘pieces’. You have to discover and develop your own pieces and find ways of uncovering your counterparts’.” The Essentials of Job Negotiations, (2011)

These include perception, emotion, and communication. Perception focuses on understanding the other side’s thought process and putting on their shoes to understand their point of view on the negotiation. This is often difficult as you are commonly defending your own standpoint but must be done in order to make sense of what is and is not an acceptable deal. The best way to do this is to step back and look at the issue objectively as if you were not involved. Emotion is also an important trait to be aware of as a healthy mindset promotes healthy negotiation. If both parties have a strong emotional attachment to the issue, the are more likely to battle one another than to work together to solve the problem. In order to support emotions, consider all of them as legitamate and try to be understanding of the other parties issues. Also, do not react to emotional outbursts as emotions on one side can often generate emotions on the other side and both parties may lose focus of the overall goal. Lastly, communication must be supported between both parties and should focus on talking to, hearing, and understanding the other party (Ury, 1981). It is important to speak to the other party in a way that is easy to understand and not send mixed messages. Say what you mean and mean what you say. Also, hear the other party’s concerns and actually focus on them without dismissing them to address your own needs. Also, be sure that all

Whether it is at work, church or in our private relationships, negotiations are a necessary tool for reaching an agreement. They are made by discussing each parties point of view with the aim being to reach an agreement that is mutually beneficial. For the most part, negotiation is the process by which those people involved successfully adopt or abandon their respective position through the use of positional bargaining. There are different types of approaches for the negotiation process - some hard and others soft in their manner of approach. The desired outcome of

By taking this course, we have learned the different types of negotiations and the strategies to be used in

In order to make improvements in one’s negotiating skills, it is necessary to determine one’s current communication skills and negotiating style. The use of tools, such as The Personal Bargaining Inventory and Communication Competence Scale questionnaires can assist one in determining these skills. Developing an improvement plan, taking into consideration the five negotiating strategies, ten best practices of negotiating skills, and current communication skills and negotiating style will provide one with a tool to assist in improving one’s negotiating skills.

Communication styles in negotiation are probably one of the most important skills or characteristics one will develop over a lifetime. From the point a human being begins to develop cognitive skills, the process of learning and understanding situations become more apparent. One will learn from a very young age the dynamics and characteristics of communication and its role in negotiation. To better understand the communication process, one must be able to recognize how they communicate, whether it is on an assertive, aggressive, passive, or passive-aggressive level of communication. The manner in which one conveys his/her message is critical, and the many methods in which they do it is

"We have nothing to fear, but fear itself." How ever true this might be, it is human nature to feel fear, and more importantly fear of the unknown. Often fear leads to mistrust, which can finish a negotiation before it has even begun. IN today’s increasingly globalised world, being culturally prepared and culturally aware allows negations to at least commence smoothly and efficiently. Globalisation has brought everyone on earth closer together, we can be chatting to someone in Argentine, and emailing someone in Shanghai. Organisations have tapped into the global work force and cross-cultural negotiation is by-product of this. How ever when negotiating across culture, negotiators must always remember that the cross cultural differences are not the issue up for debate, and through many social cues we can see how different cultures and behaviours different to our own can insight fear, and fear of the unknown, nearly hijacking the negotiations. This is evident through many things, whether it is almost superficial concepts, such as language, gestures and eye contact. It is also evident through more profound explanations such as time orientation. Despite the overwhelming amount of literature asserting the major differences in cross-cultural negotiation, there are many experts in the field who disagree. We contrast the pre-discussed notions and can see that cross-cultural differences are also a smokescreen for many negotiators to hide behind for many reasons. This contrast to the