University Report: Communication and Negotiation Skills Analysis

This report delves into the critical aspects of communication and negotiation skills within a professional context, focusing on conflict management and its impact on job satisfaction and productivity. The report begins by discussing the literature gap pertaining to conflict management culture, highlighting the importance of understanding different conflict management styles and their effects on individuals and organizations. It compares three conflict management culture styles: dominant, collaborative, and avoidant, and analyzes their influence on job satisfaction and productivity. The report further identifies and discusses the effects of various conflict management cultures on job satisfaction and productivity, emphasizing the mediating role of organizational culture in the relationship between conflict management culture and productivity. Strengths and weaknesses of the study by Choi are then examined, followed by a discussion on the most suitable conflict management styles for the USA and Korea. The report concludes by emphasizing the importance of effective communication and negotiation skills for resolving conflicts and enhancing workplace productivity.

Running head: COMMUNICATION AND NEGOTIATION SKILLS
Communication and Negotiation Skills
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
Question 1..................................................................................................................................2
Question 2..................................................................................................................................3
Question 3..................................................................................................................................5
Question 4..................................................................................................................................7
Question 5..................................................................................................................................8
Question 6................................................................................................................................10
References................................................................................................................................11

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Question 1
Discussion of Literature Gap Pertaining to Conflict Management Culture
Conflict management can be stated as the procedure to limit every negative
characteristic of conflict, when incrementing every positive aspect of conflict (Choi and Ha
2018). The most significant objective of this conflict management is the subsequent
enhancement of group as well as learning outcome after involvement of performance and
effectiveness within the organizational settings. As per Choi and Ha 2018, the conflict
management culture is the most significant and noteworthy factors that affect productivity
and job satisfaction within the work place. There are two types of effects for job satisfaction,
which are positive and negative and each of these effects provide significant outcome of
group level and a dominant conflict management culture enables major changes in any
specific organization or company (Choi and Ha 2018). The journal article by Choi and Ha has
covered several factors and aspects of conflict management culture with proper details.
However, it comprises of literature gap in some of the areas as well. The literature has not
covered every example of conflict management culture and extremely few examples are
being covered in this article. The research methods and data collection are covered with
analysis; however, the literature has gaps in research variables and conditions (Choi and Ha
2018). Moreover, the details of decision making process due to conflict management in any
organization is not being provided in this literature.

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Question 2
Comparison of Three Conflict Management Culture Styles
Conflict and style of the conflict management majorly influences groups, individuals
a well as organizational effectiveness (Choi and Ha 2018). The conflict management culture
has a stronger influence on the entire procedure of conflict management. Several researchers
have eventually conceptualized various style of conflict managing culture in respect to be
agreeable, competitive and cooperative. There are various concepts of the culture for conflict
management and there core influences on the individual level results (Choi and Ha 2018).
Choi and Ha 2018, have focused on significant organizational environment in respect to
psychological atmosphere and not on the simplified styles of conflict management. They
have discussed about three distinct types of conflict management culture styles. These three
styles helps to predict that whether an employee is satisfied or not. The first and the foremost
type of conflict management culture is dominant culture system, which is majorly featured by
the active confrontation since the normal behavioural strategy are utilized for solving
conflicts publicly and thus the individual competitive behaviour in terms of disagreement
resolving are correct in the environment (Choi and Ha 2018) (Choi and Ha 2018).
The second important and significant conflict management culture described in this
specific study is the conflict managing culture of collaborative style (Choi and Ha 2018).
This particular style of such culture is subsequently featured by the proper support since the
strategy of normal behaviour is being utilized for the purpose of resolving conflicts and hence
the cooperative actions and behaviour that are correct and proper in the environment (Choi
and Ha 2018). The final and the third type of conflict management culture style that is being
discussed in this journal article of Choi and Ha 2018 is avoidant conflict management culture.
This typical culture style of conflict management could be featured by the passive

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withdrawals from several conflicts as the normal behavioural strategies and is considered as
suitable for preserving the group agreement (Choi and Ha 2018). The individual feelings,
psychological outcomes and attitudes are eventually influenced by these organizational
culture for conflict management.

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Question 3
Identification and Discussion of the Effect of Various Conflict Management Culture on
Job Satisfaction and Productivity
The conflicts are being observed within daily interpersonal interaction within any
organization and hence there are several major and significant aspects such as psychological
outcomes, attitudes and individual feelings, which have influence on the respective
organizational culture subsequently (Choi and Ha 2018). In several researches, it was being
reported that the various cultures of conflict management comprise of different effects on the
individual levels of job satisfaction. As job satisfaction subsequently represents enjoyment,
enthusiasm and work satisfaction; it is being considered as one of the major and the most
important or noteworthy factor to determine respective work place results like decreased rate
of turnover and increment in organizational commitment. Various studies have also showed
that the conflict managing culture of dominant associates with the job satisfaction negatively
and the conflict managing culture of collaborative is positively linked with the job
satisfaction (Choi and Ha 2018). However, there are no consistent results in respect to
avoidant conflict management culture style.
Moreover, for affecting the psychological feelings and individual satisfaction, the
atmosphere and culture of conflict management within the work places could even have
significant influence on the productivity and work effectiveness of every individual (Choi and
Ha 2018). Withdrawal, delay and lethargy are majorly associated with the individual work
place culture and psychological conditions. The employees could eventually produce
innovative and creative results within the collaborative conflict management culture as they
could easily express the ideas. Thus, the procedure of individual perception of work
productivities are being inclined by such culture eventually. The relationship between culture

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of conflict management and job satisfaction is extremely significant and should be
maintained under every circumstances (Choi and Ha 2018). Furthermore, the issues such as
cultural differences in respect to the conflict managing culture could be resolved with work
productivity and job satisfaction.

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Question 4
Discussion of Mediating Effect of Organizational Culture in Relationship between Conflict
Management Culture and Productivity
One of the major and the most important organizational factors amongst the staffs is
job satisfaction (Choi and Ha 2018). This inner feeling is assumed as the most basic factor,
which is being emerged by the several elements at work place. As per the several role of
elements on job satisfaction, each and every organizational manager must consider the
appropriate management style. The lack of consideration to the human requirement
eventually leads to seem different abnormal behaviours within work place (Choi and Ha
2018). The most important purpose of this mediating effect of organizational culture is to
focus on the major role of conflict management style over major job satisfaction amongst
staffs and even tests the relation within culture of conflict management and employee
productivity within work place. The correct management styles at the company is solely
dedicated with proper accurateness. The required and appropriate behaviours and actions
could even vary in several countries as the understanding with such significant culture like
avoidant, collaborative and dominant (Choi and Ha 2018). Moreover, this conflict
management also undertakes the cultural differences into account for the purpose of reducing
the requirement of training as well as support in respect to the organizational culture and
environment by simply giving subsequent work friendly experiences to the employees.
Hence, the significant cultural differences could easily influence the job satisfaction as well
as work productivity to a higher extent (Choi and Ha 2018). The productivity and job
satisfaction for the employees are highly influenced and the employees obtain major benefits
eventually.

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Question 5
Identification of Key Strengths and Weaknesses of the Study by Choi
There are several important and significant strengths and weaknesses of the journal
article by Choi and Ha 2018. These strengths and weaknesses help to understand the depth of
the research area as well as literature gap. The major strengths of this particular journal article
are as follows:
i) Proper Understanding of Conflict Management Culture: The first and the
foremost strength of this particular journal article by Choi and Ha 2018 is the proper
understanding of the conflict management culture. The conflict resolution style is one of the
major and the most significant requirement of conflict management culture.
ii) Work Productivity: The work productivity of employees in any specific work place
solely depends on the work environment and how better the employees are working here
(Choi and Ha 2018). An early resolution of conflict could be extremely helpful in having high
productivity without any type of issue.
iii) Job Satisfaction: The next important strength of this study is job satisfaction. This
particular journal article provides a basic idea of job satisfaction after resolving conflicts or
bringing conflict management culture within the work place and helping the employees in
understanding the requirement of conflict management culture. (Choi and Ha 2018)
iv) Three Styles of Conflict Management Culture: Another significant strength of
this particular article by Choi and Ha 2018 is the perfect understanding of three styles of
conflict managing culture. These three styles are dominant culture, collaborative culture and
avoidant culture of conflict management.

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v) Comparison of Conflict Management Culture in Different Countries: A proper
comparison of conflict management culture in USA and Korea is provided here and this is yet
another important strength of the study (Choi and Ha 2018).
vi) Research with Method: A proper research is completed with an accurate
methodology to complete the experiment.
The weaknesses of the article by Choi and Ha 2018 are as follows:
i) Lack of Examples: The first weakness is that there is a literature gap for lack of
examples in conflict management culture.
ii) Lack of Variables: The research variables are not present in this particular article
and hence this is a major weakness of the journal.

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Question 6
Conflict Management Style Suitable for USA and Korea
Whenever, various individuals work together, the occasional conflict is extremely
common (Choi and Ha 2018). The procedure of setting any organization apart from the other
is by the process of people responding to conflicts as soon as it is arising. Although, major
disagreements could take place within the individuals, the organizational culture could
eventually effect on how people are arguing. When the employees are involved in conflicts, it
becomes extremely difficult to enhance productivity within any particular company. The easy
resolution of conflict could even help the organizational management in saving the entire
organization as well as the employees (Choi and Ha 2018). Moreover, valuable
organizational resources like money and time are also saved with the help of conflict
management culture.
When the employees will be motivated and satisfied, it is evident that they would work
properly without any type of issue or complexity (Choi and Ha 2018). The employee
representation is encouraged, which could easily help to identify as well as addressing of
performance, personal issues and attendance before developing the deep rooted issues. In this
article, three distinct styles are the dominant culture, collaborative culture and avoidant
culture of conflict management. The most suitable style of conflict management for the
United States of America is collaborative conflict management culture style and the most
suitable style of conflict management of Korea is dominant conflict management culture style
(Choi and Ha 2018). However, there is no statistically difference between two countries for
the work productivity.

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References
Choi, Y. and Ha, J., 2018. Job satisfaction and work productivity: The role of conflict-
management culture. Social Behavior and Personality: an international journal, 46(7),
pp.1101-1110.