Conflict Resolution and Negotiation Strategies
Added on 2020-02-05
13 Pages3796 Words115 Views
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NEGOTIATION/BEHAVIOURALSCIENCES
TABLE OF CONTENTSINTRODUCTION............................................................................................................................3MAIN BODY...................................................................................................................................3Conflicts .....................................................................................................................................3Negotiation .................................................................................................................................6CONCLUSION..............................................................................................................................10REFERENCES...............................................................................................................................12
INTRODUCTIONOrganisation behaviour can be defined as a study of people who generally interact in thegroup in order to have sound relationship with employees. Main concept of organisation isrelated with the management of workers within business enterprise. Negotiation is the topic inorganisational behaviour context and the managers of business ventures have to generallynegotiate in different areas in order to reduce the workplace conflicts (Slaikeu and Hasson,2012). Negotiation is considered as an open process for two parties so that they can come to anacceptable solution for any sort of complicated conflict. This present document will focus onunderstanding the meaning and process of conflicts and also the negotiation steps taken intoconsideration in order solve the problems. This report will also discuss the major elements of thenegotiation which will give reader a clear idea to understand the same.MAIN BODYConflicts According to Pohl (2010) conflict is a process which begins when one party eventuallyperceives the other and due to this, any of the party gets negatively affected. Each and everybusiness organisation faces the problem of workplace conflict and they have to take relative stepsin order to solve them as soon as possible to maintain and promote harmony in the firm. Further,it is also an ongoing activity which generally happens because of with dissatisfaction ofemployees regarding plans and policies or may be with the behaviour of senior staff. RahbekGjerdrum Pedersen and Huniche (2011) also supported that there exists a wide range of conflictswhich people generally feel in the organisation. Some of them has been discussed as below:Incompatibility of goals and objectivesDifference in the interpretation of facts and figuresMajor disagreement which is generally based on the behaviour expectationsFrom the viewpoints of Bendersky and Hays (2012) their exists different opinions aboutconflicts. However, major belief regarding the same is that all kinds of conflicts are harmful forbusiness and they need to be avoided. The foremost cause of conflicts in the traditionalperspective is poor communication, deficiency in openness and failure in fulfilling employee’sneeds. There also exist human relation view of conflict and belief behind the same is that it isnatural and an inevitable outcome in any group.
Osland and Turner (2011) stated that conflicts also comprises interactionist view and itstates that the conflict is not only a positive force but it is also necessary for enterprise to performtheir operations in better and cost effective manner. There are functional conflicts as well whicheventually supports the goals of group and improve performance in a systematic manner. On thecontrary side, their also exist dysfunctional conflict which emphasizes on issues which hindersthe group performance up to some extent.As per the viewpoints of de Wit, Greer and Jehn (2012) there is conflict process whichbusiness organisations have to consider effectively in order to reduce the number of conflictswhich occur in the enterprise and to get a competitive advantage over the competitors who areworking in the same industry. There exist different stages in the conflict process and these are:Stage I: Potential opposition◦Communication◦Structure◦Personal variablesStage II: Cognition and personalisation◦Perceived conflict◦Felt conflictStage III: Intentions◦Competing◦Collaborating◦Compromising◦Avoiding◦AccommodatingStage IV: Behaviour◦Conflict managementStage V: Outcomes◦Increase in group performance◦Improvement in quality of decisions◦Provision for problem solving
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