These issues are the target point, the reservation point, and BATNA. Thus, having a clear mind for defining the target is vital to develop these points. That will help the negotiator set a strong foundation to negotiate with their counterparts. Secondly, being a hard worker has helped me put sufficient effort and time to analyse the situation of negotiation, the other party and certainly, my party. I have become more and more patient in a negotiation process, which includes the preparation before the negotiation, the real negotiation and the effects after a negotiation.
In this paper we will be exploring the different types of conflict in some situations, some different strategies to dealing with conflict, and some strategies in dealing with conflict as a leader. By the end of this report, you should be able to successfully navigate or mediate a conflict while disarming the situation. Phenomenon Conflict resolution is a process in which interpersonal communication is used to allow two conflicted parties to reach an amicable and satisfactory point of agreement. There are some important things to keep in mind before diving head first into a conflict. There are plenty of different conflict styles (someone’s preference for how they have a conflict).
It is needed to be flexible; it can help to get “winner” position. Prepared negotiator is a good negotiator. It is necessary to be prepared for the bargaining process by developing supporting arguments. It can be facts, information, logic and etc. It can be fa... ... middle of paper ... ... suitable” “I do not think” “it is too expensive” and asking “Why” “What if” “How” questions, but newer say “No” or reject offer at the beginning.
It is sometimes difficult to bring together a variety of viewpoints to get the best solution out of it or when there have been previous conflicts within the group. Collaborative style is effective in satisfying both the sides in resolving conflict. This strategy works well in achieving “win/win" solution. It takes time and effort. It requires commitment to relationships ... ... middle of paper ... ...se their rank or position, and try to force their opinions and feelings.
As negotiation goes through, it is important for us to be aware of the deep psychological factors that motivate or influence people’s behaviors, including winning, avoiding loss, looing tough or strong to others, being fair and so on. In order to learn those intangibles, we could either carefully observe and ask questions, or directly bring observers into the negotiation. Once we understand those factors, we could develop a strategy to change people’s thoughts and lead them behave as we
Though, the mediators have been trusted and allowed to the political, business, cultural and academic mediation process. However, the process of mediation integration still requires deeper attention and required more actions. It is argued that conflict resolution tools, concepts, techniques, process, steps, and inclusive policies are needed to assess the overall conflict resolution integration of the conflicting parties in the resolution process. Conflict resolution process requires a skilled mediator. A good communicator can play a role of skilled mediator who encourages the conflicting parties to talk about conflict issues and interests.
Abstract Conflict resolution is the process of solving a dispute by meeting at least some of each party’s needs and addressing their concerns. Sometimes it requires both a power-based and an interest-based approach, such as the simultaneous pursuit of litigation and negotiation. This paper focuses on conflict resolution and how it works for almost any disagreement. Throughout our lives, we are offered plenty of opportunities for negotiation, whether it’s between parents and children, co-workers, or friends. This means that you probably already have a variety of strategies for resolving small conflicts.
Such is present in negotiations. The wise thing to remember that in achieving a mutually satisfactory agreement, focus must be given to the respective parties’ hidden agenda and not merely on positions itself. It may come as a surprise that both parties underneath have similar interests. However, before reconciling differing interests, a negotiator must be able to identify the underlying interests. Fisher and Ury offer a set of questions to easily identify them.
The way people view the conflict will determine whether the resolution will negative or positive consequences. Working in supervisory and managerial positions I do view problems as something to be solved and wanting to be a perfectionist I can spend some looking for the best resolve, one that will have everyone happy and enjoying working with each other. The reality is that that is not the case in many situations and time can be lost looking to build a relationship where there will never be one. Conflicts styles that are difficult for me to work with are those that resonate from a point of fear. When someone attempts to use force to initiate and conclude a conflict.
He said, to “receive” information, negotiators must not only ask questions; they must listen carefully to answers because information is key to negotiating power. The ability to listen distinguishes skilled negotiators from average negotiators and it is also an important leadership skill (Siedel). While in Getting to Yes, explains that negotiating power can be developed and improved by BATNA. Applying knowledge, time, money, people, connections, and wits into devising the best solution for you independent of the other side's assent. The more easily and happily you can walk away from a negotiation, the greater your capacity to affect its