conflict and negotiation presentation
DESCRIPTION
Conflict and negotiationTRANSCRIPT
Conflict and Negotiation
The work life of a project manager is a life of conflict. Although conflict is not necessarily bad,
it is an issue that has to be resolved by the project manager. Without excellent negotiation skills, the project manager has little chance for
success.
Taylor, J. 1998. A survival guide for project managers. AMACON
Conflict is actual or perceived opposition of needs, values and interests.
Traditional view of conflict – all conflict is harmful and must be avoided.
Human relations view of conflict –conflict is a natural and inevitable outcome in any group.
Interactionist view of conflict – conflict is not only a positive force in a group, but it is also an absolute necessity for a group to perform effectively.
3 types of conflict:
Task conflict – conflict over content and goals of the work.
Relationship conflict – conflict based on interpersonal relationships.
Process conflict – conflict over how work gets done.
I Potential opposition or incompatibility
II Cognition and personalization
III Intentions
IV Behavior
V Outcomes
I POTENTIAL OPPOSITION OR INCOMPATIBILITY
COMMUNICATION
STRUCTURE
PERSONAL VARIABLE
II COGNITION AND PERSONALZIATION
Perceived conflict
Felt conflict
III INTENTIONS
IV BEHAVIOUR
Party’s behavior Other’s reaction
IV BEHAVIOUR
Overt efforts to destroy the other party
Aggressive physical attacks
Threats and ultimatums
Assertive verbal attacks
Overt questioning or challanging of others
Minor disagreements or misunderstandings
Annihilatory conflict
No conflict
IV BEHAVIOURCONFLICT RESOLUTION
TECHNIQUESProblem solvingSuperordinate goalsExpansion of resourcesAvoidance
Smoothing
Compromise
Authoritative command
Alreing the human variable
Altering the structural variable
IV BEHAVIOUR
CONFLICT STIMULATION TECHNIQUES
Communication
Bringing in outsidersRestructuring the
organizationAppointing a devil’s
advocate
V OUTCOMES
Increased group performance
Increased group performance
Negotiation = bargainingTwo or more parties exchange goods
And attempt to agree on exchange rates
Approaches to negotiation:
Distributive bargaining
Fixed pie
Opposed interests
Win/lose
Target point/resistance point
Approaches to negotiation
Integrative bargaining
One or more settlements
Win/win
Long-term relationship
Negotiation Style Number 5
http://www.youtube.com/watch?v=3oKwg6W05MU
THE NEGOTIATION PROCESS
Preparation
and planning
•What is the nature of conflict?
•Who is involved?
•What are your goals?
•BATNA ( the best alternative to a negotiated agreement)
Definition of ground
rules
•Who will do the negotiating?
•Where it will take place?
•What is the time limit?
Clarification and justification
•Educating and informing
Bargainin
g and Problem
Solving
•Concessions time
Closure and implementation
•Formalizing the agreement and developing procedure
•BUT closure of the negotiation process for most cases is nothing more than a formal handshake
INDIVIDUAL DIFFERENCES IN NEGOTIATION EFFECTIVENESS
Personality traits• The best bargainer is Disagreeable introvert (according to the Big Five Test)
Moods/emotions
Gender differences• a popular stereotype: women are more cooperative and pleasant in negotiations
than men.
Cultural differences• Brazilians on average said “no” 83 times, Japanese 5 and North Americans 9• Brazilians interrupted 2.5 to 3 times more often than the North Americans and
Japanese• Japanese and North Americans had no physical contact while Brazilians touched
each other almost 5 times every half hour
THIRD PARTY NEGOTIATIONSMediator – a neutral third party who facilitates a negotiated solution by using reasoning, persuasion and suggestions for alternatives.
Arbitrator – a third party to a negotiation who has the authority to dictate an agreement
THIRD PARTY NEGOTIATIONS
Conciliator – a trusted third party who provides an informal communication link between the negotiator and the opponent.
Consultant – a skilled and impartial third party who attempts to facilitate problem solving through communication and analysis, aided by a knowledge of conflict management.
THANK YOU!