NEGOTIATION AND CONFLICT RESOLUTION

  • By
  • February 3, 2022
  • Soft Skill

NEGOTIATION AND CONFLICT RESOLUTION  –

Every area necessitates the use of negotiation and conflict resolution. Negotiation is a method of resolving disagreements and conflicts among people. It is done to avoid and agree to any type of dispute or argument, whereas conflict management is a set of tactics for resolving perceived differences in a good way to resolve disputes and arguments between individuals. In any argument, people rationally aim for the best possible outcome for their point of view. Negotiation is employed in a variety of contexts and settings, including the legal system, political affairs, foreign affairs, and labour disputes, to name a few. To be able to handle any type of difficulty or difference for tremendous benefits, one needs learn and have negotiation abilities. 

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NEGOTIATION PROCESSES –

There is a procedure that contains the stages below for the desired conclusion and must be followed in an organized manner to negotiate anywhere where concerns have arisen and the subject of negotiation. 

1.Preparation- This is the stage in which all facts and involvement are certain about the situation in order to clarify one’s own position, and one must know the rules and regulations of the organization in order to discuss the point on grounds and know what to refuse and accept while the negotiation is taking place. The Organization must have clear rules and regulations policies that everyone can understand and refer to during the negotiation process. 

2. Discussion – This is the stage at which representatives from each side party explain their points of view and assess the current situation. To successfully negotiate the difficulties, each participant must have excellent listening, questioning, and comprehension abilities. Taking notes during a talk might help people understand the topic more clearly and record the comment for future reference. It is critical to listen to each other in order to comprehend each other’s point of view and to come to a genuine and required conclusion. 

3. Descriptive Aims- After the debate, both parties’ goals and interests are revealed, and any disagreements are resolved. All variables must be listed in order of importance so that they may be clarified and some common ground can be found. Conflict resolution is an important aspect of the negotiating process since it aids in detecting and resolving misunderstandings between the parties and produces positive results. 

4. Negotiate for a WIN-WIN Situation- This is the stage in the negotiation where all parties’ points of view are taken into account and the best negotiation outcome is reached, and both parties are happy and satisfied with the result. It’s the most effective outcome. It isn’t always doable, but it can be done if goals are made. 

5. Agreement- When both parties have agreed on the outcome of the negotiation and have acknowledged each other’s perspectives and interests, it is necessary to reach an agreement so that both parties are aware of what has been decided and what steps to take following the negotiation. Executing a plan of action-After the parties have reached an agreement, it is time to put the plan into action. Parties will now operate in accordance with the agreement reached between them, avoiding the concerns and conflicts that existed previously and focusing on the best possible solution. 

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CONFLICT MANAGEMENT’S EVOLUTION –

The previous approaches to conflict resolution were founded on the notion that all conflict was negative and would always be counterproductive to the organization’s aims. As a result, conflict resolution becomes synonymous with conflict avoidance, and people begin to believe that conflict resolution is a win-win situation, which is incorrect. And this was in the mid-1940s and early-1900s. 

People began to avoid conflict management because they believed they would be neglected if they were a part of it, and the organization began to believe it was not a legitimate technique for dealing with conflict. 

SOURCES OF CONFLICT

Lack of resources- There are times when organizations are short on resources, such as budget, money, supplies, human resources, information, and so on, which can lead to conflict and stymie progress. 

Differences in status and power- When one person questions another and exerts authority over them, status and power conflict occur in order to establish their power and position in the organization. 

Communication collapse – When there is a gap between two people in terms of ego clashes, variations in speaking styles, and nonverbal communication styles, communication collapse occurs. Misunderstandings arise as a result of poor communication, resulting in work and conflict. 

CONFLICT MANAGEMENT METHODOGRAPHIES 

Avoid conflict resolution style- Both assertiveness and cooperativeness cannot be avoided because both factors are important in an organization that is to keep motivating people and having everyone help each other in achieving goals and working as a team. If this lack occurs, that is, if people don’t want to achieve their goals and the team doesn’t support them, then conflict will inevitably occur, which will require negotiation for smooth work. 

Accommodating conflict resolution style- This approach reflects a degree of cooperation. It is particularly beneficial for managers to use these approaches to achieve goals, objectives, and desired results by requiring each individual to work toward those goals and outcomes.  This is done when people understand they are in the incorrect circumstance, either on one side or the other. This is necessary in order to maintain better interactions between the two sides. 

Compromising resolution style of conflict- This dispute resolution approach is employed when the purpose of both sides is shared, they have equal importance and power, and they deliver a timely solution. 

Competing with resolution style of conflict- This style can also cause conflict since an individual is attempting to achieve a win-win situation. For example, a manager may use this style, which he describes as high assertiveness and low cooperativeness, depending on the work environment. When there are some emergencies that necessitate urgent action, immediate action is essential. It also aids in immediate cost reduction. 

Collaborative conflict resolution style- This style has a high level of assertiveness and cooperativeness, and it requires a win-win situation. Both sides collaborate to attain the goals and objectives set forth by all parties involved. It is used when a complex issue arises that necessitates a creative solution to resolve the conflict and handle the situation. The disadvantage of this technique is that it takes a long time to achieve the desired results and demands earnest effort from all parties involved as well as collaborative efforts. 

The partnering styles of conflict emerged as a breakaway from the win-lose prototype from the five models of conflict described above. It is vital to use a conflict resolution style that results in a win-win situation, however, this was not the author’s original aim, as each style has its own benefits and features, and each style deals with different situations depending on the type of conflict. In win-lose circumstances, strategic conflict consideration can be used to manage the conflict, and a variety of scenarios have been found. 

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PERSPECTIVE ON THE FUTURE

Negotiation and dispute resolution are critical factors that must be done and executed everywhere in order for operations to run smoothly. Organizations these days each have a conflict management department because it’s a serious issue that arises frequently, and in order to deal with it and maintain a proper work environment, it’s necessary to have and manage negotiation and conflict between the two parties to make them feel good, satisfied, and happy. Even in intimate relationships, people negotiate and manage conflict since two people have opposing opinions and perspectives, therefore there will be disparities. So, once you’ve learned and practiced negotiation and dispute resolution, you’ll be able to manage your work, personal life, and everything else with ease. 

Negotiation and conflict management takes on a new and rewarding direction when all issues and difficulties are addressed and a good attitude is maintained throughout. Negotiation is critical for managing conflict in the workplace, and in order to resolve conflict, one must first understand the situation on both sides, be interested in resolving the conflict, know how to negotiate and manage conflict, and ensure that everyone agrees on the decision and works toward the desired outcomes. To make fair and correct suggestions for every type of disagreement, all that is required is discussion and conflict management. Every organization has a department that specifically handles all grievances and strives to resolve conflicts, and managers receive sufficient training knowledge of how to handle a conflict management situation with live demo examples for better handling of any situation on time.

Author:-

Amarjeet Shelke

SevenMentor Pvt Ltd

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