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Conflict and Negotiation - Assignment

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Added on  2021-02-18

Conflict and Negotiation - Assignment

   Added on 2021-02-18

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Conflict and NegotiationReport
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1SECTION A.....................................................................................................................................1Defining conflict.........................................................................................................................1Differentiating between the traditional, human relations and interactionist conflict..................1Outlining the Conflict- Intensity Continuum..............................................................................2SECTION B.....................................................................................................................................3Defining negotiation....................................................................................................................3Contrasting distributive and integrative bargaining....................................................................3Explaining the negotiation process.............................................................................................4SECTION C.....................................................................................................................................4Analysing the conflict between Laura and Tim using the Thomas Kilmann ConflictResolution Model........................................................................................................................4Why was an interest-based approach better suited.....................................................................5In what ways both Laura and Tim were negotiating for power..................................................6What type of third-party negotiator was the Ombudsman and why...........................................6If Laura had confided you the cab incident, what advice would you have given her.................7ASSESSMENT 2.............................................................................................................................7CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................9
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INTRODUCTIONConflict and negotiation are interrelatedits part of human life. Conflicts occur in everyorganisation and sometimes affects the relations between employees and management (Ting-Toomey, 2017). A conflict can also occur in between people, however,using appropriate modelor approach other than the traditional method is an effective way of dealing with conflict ordisputes. The conventional method of resolving conflict is negotiation. It is done in between twoor more than two parties. A systematic process is followed in the negotiation. This report willdefine terms, conflicts and negotiation as well as the types of conflicts and negotiation processesthat can be embraced by individual or organisations.SECTION ADefining conflictAccording to Wilson and Conlon(2016), conflict is the difference of ideas ordisagreements between people or parties regarding any topic. It may arise due tomisunderstanding or any other reason. Conflict can create differences between relationships. Inrecent times business has to deal with a large number of conflicts. It can occur betweenemployees, managers, etc.Thus, it is essential to resolve them otherwise, it can affect group intwo ways that are given as below:-Functional – It refers to support goals of group or organisation that help in improving the overallperformance.Dysfunctional – It refers to affect the group or individual performance (Anisman‐Razin, Rozenand Saguy, 2018).There are two dimensions of resolving conflicts such as:Cooperativeness- In this, one party makes efforts to satisfy others.Assertiveness – In this, one party tries to satisfy their own concerns. Differentiating between the traditional, human relations and interactionist conflictTing-Toomey(2017) indicated that conflicts could only have a negative impact on peopleor organisations. In recent era, with the development of organisational behaviour, businesseshave adopted different approaches like an interest-based model as a win-win approach toreducing conflict. Besides this, there are several policies developed by scholars that can enable
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organisations to maintain an active culture. As elucidated by Chen and Tseng(2016), conflictsare viewed in three types. These are described as below:Traditional- In this, all conflicts were viewed as bad and poor. People resist getting involved inconflicts. It was treated as violence, destruction, etc. (Zhang, Ting-Toomey and Oetzel, 2014). Intraditional view, conflicts occurred due to poor communication, lack of trust among people, etc.Also, managers failed to resolve that conflicts between employees. Along with this, thebehaviour of people who created conflict was observed. Therefore, in order to solve them,various actions were taken so that it will benefit the group. In this, many scholars conclude thatin some situations, conflict is inevitableHuman relations- In this point of view, conflicts are considered as the natural phenomenon.Thus, it cannot be eliminated from the organisation. Here, conflicts are viewedpositivelyand so;it will lead to creating a better working environment resulting in improving the overallperformance of employees. Interactionist – It is a viewpoint in which conflict not only helps in motivating employees butalso forces them to perform adequately (Erlingsdóttir and Lindholm, 2015). This is the reasonwhy conflict occurs. In this, conflict occurred is on the grounds of peaceful and tranquil. Itenables the group to become static so that change can be implemented. Thus, it is concluded thatfrom interactionist viewpoint is minimum level of conflict is needed to keep the group inspired.Outlining the Conflict- Intensity ContinuumAccording to Gross and Amsler(2016), conflict intensity continuum is a presentation inwhich processes of resolution are described. The parties can use these processes. There are fourprocesses like negotiation, mediation, arbitration and litigation. They are the part of continuum.It represents the costs and control to resolve a dispute. Moving of party from left to right willresult in increasing the cost. The four processes are explained as below:Avoidance – It is an approach that not only addresses the issue but also deals with it. It can beused as disposing matter permanently (Gross and Amsler, 2016).Negotiation- It is a conventional process that is used to solve disputes between two or more thantwo parties. It is a very long process that involves several stages. Negotiation can be done byusing verbal, non-verbal, direct or intermediaries.
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