Making Use of Resources to Plan a Successful Negotiation

Conflict and its Effects

Di (2011) defines conflict as a discord, dispute, or other type of friction that develops when a member(s) of a different group rejects and opposes the beliefs of one side. Conflict is the process that starts when one party is unhappy with how another party has influenced acts that they care about, according to Kheel (2001).

Conflict is inevitable in daily interactions. It exists at work, where it results from organizational problems, job-role problems, individual characteristics, and internal perspectives. It can be devastating if not handled wisely and endanger corporate collaborations, interpersonal connections, and teamwork. In addition, conflict may result in behaviors perceived to be inappropriate and therefore lower the morale of the workforce and hinder their productivity. However, in cases where there exist proper conflict management strategies, conflict becomes an essential part of achieving the effectiveness of the team. Through conflict management, people learn to recognize interpersonal differences, how to address the problems, and how to benefit from these differences. This paper focuses on a conflict between a coworker and me on some work scheduling issues.

Strategy to Mitigate Workplace Conflict

To effectively address a conflict, the parties should at first identify the source of the conflict in order to map it out. The involved parties should rely on these questions for them to understand the conflict. What is the root cause of the conflict? Which parties are involved? What are the demands presented by each party? And what is stimulating the conflict? (Kilmann and Thomas, 2009) By getting to answer these questions, the parties get to have an understanding of the appropriate conflict management strategies.

As a party involved in the conflict, the best strategy is to use collaborative as the best way to solve and improve our workplace relationship and prevent future conflicts. In this kind of strategy, there must be a variable amount of resource to be divided which is time (Kremeniuk, 2011). Both parties are also expected to win in the situation and their relationship continues after the conflict is solved. To use this strategy, there needs to be cooperation, sharing information, and mutual problem-solving. This strategy is important since both sides will feel that their needs have been fully satisfied.

Plan for Negotiating a Schedule Change

To have an ideal negotiation, there are steps that need to be followed. Preparation and planning are usually the first steps in the negotiation process. In preparation, I would access my conflict management strategy and ensure that my expectations from the negotiations are realistic. Also, I will have to anticipate for the possible outcomes that may result from the negotiation. Through this, I will be in a better-equipped position to respond in an effective manner. The second step is to go into the negotiation process, where I would ensure clarification for my expectations and we establish the ground rules. The coworker and I will reach a consensus at what we hope to achieve at the end of the negotiation. The consensus are important as they help develop realistic expectations fro the process. In addition, we have to establish some ground rules to guide the process and help the two sides feel secure.

The next step would be to define and explore the issue at hand. I would restate the problem which is my working schedule during the weekend. We will share our understanding of the issue and the causes of the conflict. Then we compare our varying perspectives as this would help us develop and articulate our knowledge of the issue. We would then explore the needs of the parties which are the coworker and I. This is vital as it serves as the building block for the solutions. Then we highlight the shared interests and invent options for mutual gain. We then develop an objective criterion to evaluate the options that we have and finally agreeing on the best possible solutions. The last step would be the implementation stage where the best solution would be translated into actions. We then have to report to the department director on the agreed results from the negotiation.

Achieving a Win-Win Negotiation and Preserving a Working Relationship

Since we intend to all benefit from the negotiation process, and to ensure that no future conflicts arise between the coworker and me, a win-win situation for both of us is important. To achieve a win-win negotiation, collaboration is very important. According to Kremeniuk (2011), collaborating requires a high level of assertiveness and cooperation. Collaborating will need us to work together to find a solution which will be best for both parties. However, the process of collaboration is usually time to consume. Since the coworker and the department director, form an important part of the organization, their concerns are similarly important. Therefore, our concerns should be merged so as to ensure all parties’ needs are well catered for. This will be possible through collaboration.

In conclusion

In conclusion, collaborative strategy conflict management is the best approach to use to solve the conflict in workplace areas. As colleagues, the relationship should always be maintained for effective production in the organization. Negotiations are therefore important and they are only achievable through collaborative strategies. Skills in conflict management are a vital part of the everyday life and people should take their time, practice, and commitment to developing the skills.

References

Di, C. N. (January 01, 2011). Strategic Conflict Management - Stopping the Conflict Spiral. Australian Pharmacist, 30, 1, 42-45.

Kheel, T. W. (2001). The keys to conflict resolution: Proven methods of settling disputes voluntarily. New York: Four Walls Eight Windows

Kilmann, R. H., & Thomas, K. W. (2009). Conflict mode instrument. Mountain View, Calif: CPP.

Kremeniuk, V. A. (2011). International Negotiation: Analysis, Approaches, Issues. San Francisco: Jossey-Bass.