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Conflict Management & Negotiation

The document discusses various approaches to managing conflict and negotiation, including analyzing the situation and other parties, choosing an appropriate style such as collaboration, compromise, or competition, and using integrative or distributive negotiation strategies depending on whether a win-win solution is possible. It provides definitions of conflict and negotiation and outlines steps and conditions for different conflict resolution styles and negotiation approaches.

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Rahul Ahuja
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55 views13 pages

Conflict Management & Negotiation

The document discusses various approaches to managing conflict and negotiation, including analyzing the situation and other parties, choosing an appropriate style such as collaboration, compromise, or competition, and using integrative or distributive negotiation strategies depending on whether a win-win solution is possible. It provides definitions of conflict and negotiation and outlines steps and conditions for different conflict resolution styles and negotiation approaches.

Uploaded by

Rahul Ahuja
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Conflict Management &

Negotiation
Managing Conflict:

High
Performance

Low

Complacency Managed Intense


Conflict
Definitions

Conflict
Interaction of persons who perceive incompatible
goals and interference from one another in achieving
those goals
Negotiation
A process in which two or more parties attempt to
reach acceptable agreement in a situation
characterized by some level of disagreement.
KEY STEPS
Analyze Situation
Identify your needs
ImportanceIs it worth it?
Zero-sum
Strength of position
Future Interactions?
Analyze other party(ies)
Real needs, interests
Strengths/Weaknesses
Their styles/approach
Select Appropriate Approach
Conflict Style
Negotiation (Integrative, Distributive)
Styles of Conflict Resolution
Aggressive
Competition Collaboration
(forcing) (Marriage Counselors/Labor
(Manager exerting authority) mediation)
Satisfy
Self? Compromise
(Union-Management)

Passive Avoidance Accommodation


(Most common approach) (Acquiescent Parent)

Uncooperative Cooperative
Satisfy Other?
(Cooperativeness)
INTEGRATIVE
NEGOTIATION
Conditions
Generally best
Win-Win is possible
Opponent is willing
DISTRIBUTIVE NEGOTIATING

Conditions
Zero-sum game
Opponent is distributive
You have the power
Relationship not critical
DISTRIBUTIVE STRATEGIES

Identify target and resistance points


Goal?
Start moderately high/low, make concession, get stingy
View initial offers as a starting point
Persuasion
Leverage Power: Facts, Experience, position
Fairness
Emotions
Closed
Manage Perceptions
INTEGRATIVE
NEGOTIATION
Conditions
Generally best
Win-Win is possible
Opponent is willing
Key?
Integrative Strategies?
INTEGRATIVE
NEGOTIATION
Integrative Strategies
Openness
Trust
Flexibility
Begin Positively
Focus on the Issue
Remain Rational
Use objective criteria
Styles of Conflict Resolution
Aggressive
Competition Collaboration
(forcing) (Marriage Counselors/Labor
(Manager exerting authority) mediation)
Satisfy
Self? Compromise
(Union-Management)

Passive Avoidance Accommodation


(Most common approach) (Acquiescent Parent)

Uncooperative Cooperative
Satisfy Other?
(Cooperativeness)
CHOOSING A STYLE
Competition (forcing)
Time is an important constraint
Issue is unpopular/action must be taken
Commitment is not critical
Competitive others
You have the power
Collaboration
Too important for compromise
Time pressures are minimal
All want win-win
Communication-based
CHOOSING A STYLE
Avoidance
Issue is trivial
Costs/disruptions outweigh benefits
Problem may solve itself
Based on personal differences
Accommodation
Issue is more important to the other party
Stockpile Credits
Minimize loss
Compromise
Equal power with exclusive goals
Temporary solution to a complex issue
Tight time constraints

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