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Conflict and Negotiation (Negotiation (Negotiation Process (Definition of…

- - - - hinders group perfromance
    - - supports goals of group and improves its performance
      - high performance - self critical and innovative
  - - - based on interpersonal relationships
    - - over how work gets done
    - - over content and goals of the work
  - - - within in group or team
    - - between different groups or teams
    - - between two people
  - - - Perceived Conflict
        
        awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise
      - Felt Conflict
        
        emotional involvement in conflict that creates anxiety, tenseness, frustration or hostility
    - - Collaborating
        
        parties desire to fully satisfy concerns of all parties
      - Compromising
        
        each party in conflict is willing to give up something
      - Avoiding
        
        desire to withdraw from/suppress conflict
      - Accommodating
        
        place opponents interests above own
      - Competing
        
        desire to satisfy own interests, regardless of impact on other party
    - - Structure
        
        e.g requirements of job oppose one another
      - Personal Variables
        
        e.g personality/emotions/values
      - Communication
        
        e.g contradicting information
    - - Party's behaviour
      - Other's reaction
      - depends on the intentions of the parties
      - intentions transfer into behaviour
      - dynamic stage of interaction between party and opponent
    - - Functional Outcomes
        
        Increased group performance
        
        constructive conflicts - higher quality of decisions/stimulates creativity and innovation/fosters self evaluation and change
      - Dysfunctional Outcomes
        
        Decreased group performance
        
        reduction in group cohesiveness/subordination of group goals/can threaten survival of group
- - - - negotiation that seeks to divide up a fixed amount of resources
      - fixed pie - belief that there is only a set amount of good or services to be divided up between parties
      - involves target points and resistance points, along with settlement range and aspiration range
    - - negotiation that seeks one or more settlements that can create a win-win solution
      - rarer
    - - Information Sharing
      - Duration of relationship
      - Interests
      - Focus
      - Motivation
      - Goal
  - - - explain, amplify, justify and expand on original demands
    - - give and take for coming to an agreement
    - - who/what/where/when
      - time constraints
      - initial proposals
    - - formalising agreement
    - - nature of conflict/history/perceptions/goals
      - consider goals of other party
      - BATNA - best alternative to a negotiated agreement - the least an individual should accept
  - - - e.g anger/disappointment/anxiety
    - - care taken in cross-cultural negotiations
        e.g not cooperating with parties that are angry
    - - influences compromising/backing down from decisions/cooperation/empathy/confidence
    - - men - status/power/recognition
      - women - compassion/altruism
  - - - way other people think and talk about you
      - better reputation - more trustworthy/more alliances/more credible
    - - consider not just what is best for them, but also for other person and for relationship as a whole
  - - - a third party to negotiation who has authority to dictate an agreement
        e.g by law
    - - a trusted third party who provides an informal communication link between the parties
        e.g friend/coworker/manager
    - - neutral third party who facilitates a negotiated solution by using reasoning, persuasion and suggestion for alternatives
        e.g Labour-management negotiations