conflict and negotiation

UGC/TRIEA/UNOM/DOMS/PTS OB/L11/S

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CHAPTER ELEVEN

CONFLICT AND NEGOTIATION


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CONFLICT-DEFINITION

Conflict refers to a process in which one party (person or group) perceives that its interests are being opposed or negatively affected by another party.


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CONFLICT MANAGEMENT

Consists of diagnostic processes, interpersonal styles, negotiation strategies, and other interventions that are designed to avoid unnecessary conflict and reduce or resolve excessive conflict.


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VARITIES OF CONFLICT

Variety Core meaning

Goal conflict - Incompatible preferencesCognitive conflict - Incompatible thoughtsAffective conflict - Incompatible feelingsProcedural conflict - Incompatible views on

processes


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ATTITUDES TOWARDS CONFLICT

Positive attitude- conflicts develop new alternatives in decision making, better communication, constructive organizational change, better relationship outcomes.

Negative attitude- conflicts divert efforts from goal attainment depleting resources, especially time and money.

Balanced attitude- conflicts are sometime desirable and at other times destructive


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EFFECTS OF VARIOUS DIMESIONS OF CONFLICT

Dimension Difficult to Easy to resolve resolve

1. The issue itself A matter of Simply dividingprinciple up something

2. Size of stakes Large Small3. Continuity of Single long-term

interaction transaction relationship4. Characteristics of Disorganized with Cohesive with

Participant groups weak relationship strong leadership5. Involvement of No neutral third Trusted, neutral

third parties party available third party available


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LEVELS OF CONFLICT

Intra personal- within an individual Inter personal- between individuals Intra group- within a group Inter group- between groups


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BASIC TYPES OF INTRA PERSONAL CONFLICT

Approach- approach conflict Avoidance-avoidance conflict Approach- avoidance conflict


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ROLE CONFLICT

Intra sender role conflict Inter sender role conflict Inter role conflict Person role conflict


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INTER GROUP CONFLICT

Vertical conflict Horizontal conflict Line and staff conflict Diversity based conflict


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INTERPERSONAL CONFLICT HANDLING STYLES

Avoiding: unassertive- uncooperative Forcing : assertive -

uncooperative Accommo

-dating : unassertive- cooperative Collaborating: assertive - cooperative Compromising: intermediate- level of

assertive cooperative


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NEGOTIATION-DEFINITION

Negotiation is a process in which two or more individuals or groups, having both common and conflicting goals, state and discuss proposals for specific terms of a possible agreement.


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ERRORS DURING NEGOTIATIONNegotiators affected by form of presentation of information non rationally escalate commitment to a course of

action when it is no longer a reasonable alternative.

assume one’s gain is another’s loss anchor on irrelevant information such as initial

offer. relay on readily available information fail to focus on opponents perspective overconfident of attaining outcomes that favour

individuals involved.


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BARGAINING STRATEGIES

Distributive bargaining- Fixed pie. Integrative bargaining- Enlarge the size

of the pie. Hard strategy- goal is victory, distrust

others dig to your position, make threats, apply pressure.

Soft strategy- goal is agreement, trust others, change your position easily, make offers, yield to pressure.


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LOW RISK NEGOTIATION TECHNIQUES

1. Flattery2. Addressing easy point first3. Silence4. Inflated opening position5. Oh poor me


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HIGH RISK NEGOTIATION TECHNIQUES

1. Unexpected temper losses2. High balling3. Boulwarism4. Waiting until last moment5. Psychological play


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PRINCIPLE NEGOTIATION OR NEGOTIATION OF THE

MERITS APPROACH

1. People: separate people from the problem.

2. Interests: focus on interests, not positions.

3. Options: generate a variety of possibilities before deciding what to do.

4. Criteria: insist on result based on objective standard.


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NEGOTIATION STRATEGIES COMPARED

Soft Hard PrincipledBargaining Bargaining Approach

Participants ParticipantsProblemfriends adversaries solver

Trust distrust independentof trust

Offers threats explore common interests


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THIRD PARTY NEGOTIATION

Mediator- a neutral party who facilitates negotiated solution by using reasoning, persuasion, and suggestion for alternatives.

Arbitrator- a third party to a negotiation who has the authority to dictate

a settlement. Conciliator- a trusted third party who provides

an informal communication link between the negotiator and

the opponent.


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CONSULTANT AS A NEGOTIATOR

An impartial third party skilled in conflict management, who attempts to facilitate creative problem solving through communication and analysis.

conflict and negotiation

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