Negotiation Style and Conflict Resolution

This article discusses negotiation styles and conflict resolution techniques. It emphasizes the importance of collaboration and mutual adjustment in conflict resolution. The article also highlights situations when negotiation should and should not be done. It is a useful resource for students studying conflict resolution and negotiation.

Running head: NEGOTIATION STYLE AND CONFLICT RESOLUTION
Negotiation Style and Conflict Resolution
Name of the student
Name of the University
Author note

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NEGOTIATION STYLE AND CONFLICT RESOLUTION
Part 1
My conflict style results showed that I thought that collaboration can help an
individual in the aspect of conflict resolution. I think that collaboration can be of benefit for
both the parties and this can help the parties in coming out of a situation feeling satisfied. I
think that collaboration is an integrative process that can help in bringing many ideas together
that can give rise to a positive outcome (Ting‐Toomey, 2017). According to me, collaboration
can pave the path for the reconciliation of the parties.
I feel that this information can be useful for me as I can use this as a strength for
resolving conflicts in the future. The parties involved can look at the benefit of other people
and seek a solution that proves to be crucial for the aspect of conflict resolution. The
agreement can bring forth a result that can be mutually beneficial and satisfying and it can
help in the growth of an individual.
My negotiation style becomes inappropriate sometimes when I adopt a competitive
negotiation style. I sometimes become over-assertive when I set forth my ideas and this can
produce negative outcome. My style is appropriate when I try to listen to the viewpoints of
others and try to integrate their opinion in my different decisions (Moore, 2017).
The bargaining tactic I prefer is that of accommodation. In the event of
accommodation approach, the parties want to yield and they want to avoid conflict. It is not
always that our point of view is correct which is why submitting to the view point of other
people can prove to be fruitful. Accommodation helps in preserving the relationship and it
creates potential in relation to future negotiation.
Part 2

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NEGOTIATION STYLE AND CONFLICT RESOLUTION
I think that one should negotiate when one finds out that reaching at an agreement can
help me in my future prospects. Negotiation should be carried out when it would benefit the
other party without harming my own self-interest. I think that negotiation can be done when I
am not being paid by a company in tandem with my qualification, skills, experience and
knowledge. It is the right of an individual to be endowed with the right remuneration and one
should negotiate in this kind of a case.
According to me, an individual should not negotiate when it would act against his
own interest and when it would not reap any fruit in the long run. Negotiation should not be
done when it harms the reputation of an individual and it would affect him adversely in the
long run (Goldberg et al., 2014) I think that I should not negotiate when I feel that the other
party comes from a different culture. It can give rise to misunderstandings and it can produce
erroneous results.
Mutual adjustment occurs when the parties try to work towards that of a solution and
the requirements of the parties are met. The parties should focus on the each other’s interests
and the co-operative process adopted can help the parties in reaching a conclusion. The goals
of the parties should have positive interdependence and the chances of one side achieving the
goal should be augmented when the other party attains the goal (Zhu & Carless, 2018).
Mutual adjustment can help the parties in reaching at a common solution to a problem that
can be of great benefit for their future. It can help them in pursuing a common goal and to
understand the viewpoint of other people.

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NEGOTIATION STYLE AND CONFLICT RESOLUTION
References:
Goldberg, S. B., Sander, F. E., Rogers, N. H., & Cole, S. R. (2014). Dispute resolution:
Negotiation, mediation and other processes. Wolters Kluwer Law & Business.
Moore, N., 2017. Agents stand out on negotiation skills. REIQ Journal, (Apr 2017), p.20.
Ting‐Toomey, S. (2017). Identity negotiation theory. The International Encyclopedia of
Intercultural Communication, 1-6.
Zhu, Q., & Carless, D. (2018). Dialogue within peer feedback processes: clarification and
negotiation of meaning. Higher Education Research & Development, 37(4), 883-897.