Conflict Nd Negotiations(2)

8/7/2019 Conflict Nd Negotiations(2)

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The conflict is:

A disagreement between two or more

persons that may be the result of different:

IdeasIdeas

PerspectivesPerspectives

PrioritiesPrioritiesPreferencesPreferences

BeliefsBeliefs

ValuesValuesGoalsGoals

Organizational structuresOrganizational structures


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What causes Conflict?

Perceived breach of faith and trust between individuals

Unresolved disagreements that has escalated to an

emotional level Miscommunication leading to unclear expectations

Personality clashes

Underlying stress and tension

Ego problem

Any combination of the above


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Categories of Conflicts

There are basically four different types ofconflicts:

Person Vs person

Occurs when a person has an argument ordisagreement with other person.

Person Vs SocietyOccurs when a person disagrees with societalvalues, laws or beliefs


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Categories of Conflicts Cont

Person Vs Nature

Occurs when a person has a problem with

outside forces, such as weather conditions, unforseen circumstances etc.

Person Vs SelfOccurs when a person develops an internal

struggle between his thoughts and ideas.


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Myths About Conflict

Conflicts can always be avoided

Conflict always occurs because of

misunderstanding Conflict is always a sign of poor interpersonal

relationship

Conflict can always be resolved Conflict is always bad


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Constructive Conflict

Helps build new insights and new patterns in arelationship.

The airing of differences can lead to a more

satisfying relationship in the long run. Can suggest which elements of a relationship

need to be changed or improved.

--EXAMPLE: A couple arguing about talking all the

time but still not talking about the issuescommon to them and then one of them suggeststhat they should move to a solitary location andtalk out their differences.


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Destructive Conflict:

Dismantles relationships without restoring

them

Creates a lack of flexibility towards others Creates a WIN-LOSE perspective rather than

looking for a solution.

Blocks off opinion.


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Conflict as a process:

SOURCE

--Prior Conditions

>>The stage is set for the conflict because ofdifferences in the individuals actions or attitude.

BEGINNINNG

--Frustration awareness

>>Either One or both the parties becomes awarethat the differences are problematic andbecomes frustrated and angry.


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Conflict as a Process(cont)

MIDDLE

--Active Conflict

>>The parties communicate with each other aboutthe differences; the conflict becomes anexpressed struggle.

END

--Resolution>>The parties involved begin seeing ways to

manage the conflict.


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Conflict as a process(Cont)

AFTERMATH

--Follow-up

>>The individuals check with themselves andeach other to monitor whether both are

satisfied with the resolution.


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Negotiation

From conflict to compromise

PIC


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NEGOTIATION

Definition.

Negotiation is a discussion between two partiesto find out the solution when parties are

having different opinions.

A successful negotiation ends upon a win-winattitude for the parties involved in conflict.


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Why do we negotiate

In a successful negotiation, everyone wins.

The objective should be agreement, not

victory.

PIC


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NEGOTIATING STYLES

Accommodating

Avoiding

Collaborating

Competing

Compromising


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Negotiation Process

1)Preparation & planning

Understands the nature & background of the

conflict

Identifies the self goals as well as other parties

goals

The negotiator prepares the strategy to be

adopted by collecting possible information Understanding priority objectives of the other

party


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2) Defining Rules

Both parties arrive at the negotiation table

& establish the basic rules & procedures

that will guide the negotiation process3) Clarification & justification:

- Both parties exchange their demands &

justify them.

-Present documents in support of their

position


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4) Bargaining & problem solving:

-The parties start bargaining with each other.-Each party gives concession to another party.

-The critical issues may be settled later on.-Negotiating parties should take a break toavoid heated arguments

5) Closure & implementation

The bargaining process is complete & the finalagreement is written & signed.

Monitoring & implementation of agreement


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Third Party Negotiations

When negotiations between the parties fail to result

satisfactorily, the parties turn to a third party to arrive

at an agreement. The role of third party may be in theform of

>Mediator:

-Third party uses logical reasoning & persuasion

technique to convince the parties to arrive at an

agreement. The mediator suggests thealternative solutions

-Mediators are used inunion-management negotiations


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Consultant

IS a skilled person who uses conflict management

techniques to resolve the differences.

Encourages the parties & developspositiv e

attitude & builds long term relationship.

Use his communication & analytical skills to

motivate the parties Does not provide a solution but acts as

afacilitator


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Arbitrator

Has theauthori ty to enforce his decision on parties.May be chosen voluntarily or may imposed by the lawsIt always results in the settlements.

But may leave one or both the parties dissatisfied & theconflict may arise again.

Concilator

Serves as a informal communication link between the

conflicting parties.

He is trusted by both the parties

Tries to find a solution which is accepted by both the

parties


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NEGOTIATION STYLES

ACCOMODATING

-Negotiation style where a party neglects its own

concerns and satisfies the concerns of the other

party.

-Individuals who prefer solving the other partys

problems and preserving personal relationship.

-can lead be taken advantage of, when the otherparty places little emphasis on the relationship.


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AVOIDING

-It is a negotiation style, where the parties do notaddress the conflict but choose to ignore the

situation.-individuals who do not like to negotiate and dont

do it unless warranted.

-When negotiating, avoiders tend to defer anddodge the confrontational aspect of negotiating.However, they may be perceived as tactful anddiplomatic.


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COLLABORATING

-It is where parties work and find a solution thatsatisfies the concern of every other party.

-collaborators are good at using negotiations tounderstand the concern and interests of theother parties.

-They can, however, create problems bytransforming simple situations into morecomplex ones.


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COMPETING

-Where one party pursues its own interest at theexpense of the other party.

-Individuals who enjoy negotiations because theypresent an opportunity to win something.

-Competitive negotiators have strong instinct for allaspects of negotiating and are often strategic.

-They often neglect the importance of therelationships.


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COMPROMISING

-A situation where a party uses more ofaccommodating and less of competing

-Individuals who are eager to close the deal bydoing what is fair to all the parties involved.

-Compromisers can be useful when there is limitedtime to complete the deal.

-However, they unnecessarily rush the negotiationprocess and make concessions too quickly.


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Factors to be considered before a

successful negotiation.

Goals

Trades

Alternatives

Relationships

Expected outcomes

The consequences

Power

Possible solutions

Conflict Nd Negotiations(2)

Documents

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