Conflict Resolution Techniques in Organizations

Negotiation and Conflict resolution

Running Head: Essay
Business organizations are a place of massive social communications and dealings. Both
employers and employees have to communicate on several issues .There can be both formal as
well as informal relationships that can be formed while performing the day to day work. Without
a doubt, conflicts are bound to rise in such complex structures of the several organizations
operating in varied sectors across the world. There are two forms of conflict .The explicit form of
conflict is the conflict that causes strike by workers and implicit can be in the form of
dissatisfaction among employees over any issue. There are various traditional and modern
conflict resolution techniques analyzed in this essay. These techniques should be used by the
organization to deal and resolve the conflict at the earliest. The role of HR professionals in
conflict management is also discussed.
There are various mechanisms to address the conflicts Conciliation is the first mechanism that is
discussed. It is a voluntary process. The aggrieved parties look for reaching at a harmonious
dispute settlement with the support of a conciliator. The conciliator does not necessarily have to
have a definite professional background. He is a neutral third party. Conflict resolution through
conciliation is a very flexible process and thereby very cost efficient. The parties can decide the
time, structure and content of the meetings at their own discretion. These proceedings are private
in nature .They provide autonomy and confidentiality to both the parties. It is the responsibility
of the conciliator to consider all the commercial and financial aspects. This means that along
with parties’ legal positions, their personal interests are also given due consideration (Hamburg,
2019).
Another conflict resolution mechanism is arbitration. Arbitration is an approach to resolve,
primarily the commercial disputes. The arbitrators provide arbitration award in this process. This
award is enforceable in courts. This process can be both voluntary and mandatory. The judgment
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Running Head: Essay
through arbitration is mostly binding, the arbitrator supports party to find a middle ground but he
does not get involved in the settlement process, he only determines the amount of the liability
(Shmueli, 2015).
Negotiation is an essential mechanism that can be used for conflict resolution .This mechanism is
used in many organizations. Negotiation is a process which allows the individuals of reach at a
mutually acceptable agreement. The main aim of this process is to settle the disputes between
employer and the employees; employees and employees and provide ways to each party to fulfill
their aspirations (Wagner, 2009). There are four approaches to negotiation. The approach
assumed by competitive communicators is win lose situation, which means only one party
achieves the goal. In lose- lose situation both the parties suffer losses. In case of a compromise,
the parties get ready to reconcile at an accessible conclusion rather than fighting. The win- win
situation is collaborative, and fulfills the requirement of both the parties.
In negotiation it is important that the parties know the maximum and the minimum limit of
asking. The parties’ should know what the maximum is and what the minimum they should
concede (Wertheim, 2012).
Collective bargaining is another strong mechanism used for resolving conflict. Collective
bargaining helps the representative of the employees and the employers to reach at an agreement.
This agreement lays down the terms and conditions of the employment. It involves working
conditions and rules, working hours, compensation, retirement benefits, leaves etc. The union
leader and the representative of the employer negotiate and interpret the collective agreement.
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Running Head: Essay
There are other very relevant concepts that are studied with respect to bargaining. The first one is
Distributive bargaining, in this case; goals of one party are in conflict with the other party. There
is a categorical gain and loss of the respective parties. The common concern in this kind of
bargaining is ‘issue’. This bargaining is seen as zero sum game. Another kind of bargaining that
is used by several organizations is Integrative bargaining. In this kind of bargaining the goals of
the parties are not conflicting in nature. There is a common concern which they have to consider.
This common concern is regarded as ‘problem’ and not an ‘issue’. In case of Distributive
bargaining one party can only gain at the expense of the other; it is therefore fundamentally
Competitive. Integrative bargaining is based on the premise that if both negotiators are open with
each other and work together then they can find a solution which will reconcile their respective
interests (Orlando, 2016).
Negotiation and collective bargaining are similar in nature. There is a minor distinction between
the two. Collective Bargaining is the process of discussing salaries by the representatives of
employer and employees. In Negotiation, two or more parties discuss on various subjects to
arrive at a mutual agreement. Collective bargaining is competitive in nature whereas Negotiation
is cooperative in nature. There is relationship of win –lose in collective bargaining and there is a
negotiation of win -win in case of negotiation. Collective bargaining focuses on ‘whom’ while
bargaining. Negotiations focus on ‘what’ while bargaining (Labour Government, 2017).
Cooperative and productive workplace program is another mechanism. In this process the parties
discuss and consult with each other to determine common issues. It is a communication system
that allows both employer and the employee to know the needs and difficulties of one another.
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