copyright © 2008 allyn & bacon negotiation and conflict management 12 chapter chapter...

Copyright © 2008 Allyn & Bacon

Negotiation and Conflict Management12

CHAPTER

Chapter Objectives

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1. Explain how argumentativeness and verbal aggressiveness differ and evaluate yourself in each area.

2. Identify the 3 dimensions of every negotiation.

3. Employ bargaining strategies appropriate to the situation.

4. Define conflict and differentiate it from other competitive situations.

5. Recognize conflicting goals and know how to deal with them.

6. Take steps to manage conflict productively.


Key Terms Argumentativeness:

Inclination to argue or a fondness for arguing.

Verbal Aggressiveness: Tendency to attack other people instead of other points of view.


Controlling Verbal Aggressiveness Assess yourself: Are inclined to be argumentative or

verbally aggressive? Understand potential causes:

Psychopathy (mental disorder) Dislike of others Social learning (modeling behavior of social network) Desperation

Become a better communicator: Conduct a thorough analysis of situation. Provide a logical reasoning for your position. Develop a careful interpretation of the conflict issues, both yours

and theirs. Evaluate your position and that of your partner.


Negotiation A planned and

structured process of communication in which 2 or more people with different goals exchange communication to produce a mutually desirable outcome.


Bargaining Formal Bargaining: Process that develops

when recurring issues require deliberation and confrontation over time.

Informal Bargaining: Process that involves spontaneous situations that are seldom repeated.


Communication Competence Positioning: Moving the focus of the negotiation

to issues that are important to you. Concessions: Giving up some goals to obtain

something in return. Cooperative Strategies: Open, honest, and

upfront attempts at objective and productive problem solving.

Competitive Strategies: Attempts to maximize one’s own position at the expense of the adversary. Distributive: The bargainer’s assumption that a gain

for her or his side equals a loss to the other side.


Anxiety Management Remember that bargaining is a normal,

accepted business practice—you are not a troublemaker.

Set a specific date/time for the bargaining session. Practice beforehand.

Keep in mind that bargaining is not a do-or-die situation—be open and flexible.


Conflict Management


Conflict Expressed struggle

between at least 2 interdependent parties who perceive incompatible goals, scarce rewards, and interference from the other party in achieving their goals.


Causes of Conflict – Competing Goals

Content Goals: Apparent issues or obvious reasons for a dispute.

Relational Goals: Define each party’s importance to the other, the emotional distance they wish to maintain, the influence each is willing to grant the other, the degree to which the parties are seen as a unit, or the rights each party is willing to grant to the others.


Managing Conflicting GoalsClarify Goals

1. State goals in clear, unambiguous language.

2. Elicit clearly stated goals from other party.

3. Openly discuss difference between content and relational goals.

4. Ensure a shared understanding of each other’s goals.

5. Show that upholding goals will not prevent productive management of conflict.

Encourage Goal Collaboration

1. Search for commonalities among competing goals.

2. Recognize that some of opponent’s goals may not have long-term implications; may be able to live with them.

3. Give and ask for some concession.

4. Develop new goals that incorporate and complement competing goals of all parties.


A Strategic Approach to Conflict


Goal Setting Important Considerations:

Communicator’s goals can change over time.Recognize the importance of the other party’s

goals.Understand the other’s party’s

communication/conflict style. If needed, respond with an alternative conflict

style.


Situational Factors Elements in the

conflict that affect the nature of conflict and the styles you select to deal with them.


Communication Competence Communication Competence: The

strengths and weaknesses you possess in any conflict situation. Help to avoid conflict escalation.

Conflict Escalation: Heightened tensions in conflict situations due to poor communication or misunderstandings.


Anxiety Management Focus on goals and outcomes. View your conflict partner in positive,

human terms rather than an enemy who means to undermine you or your career.

Seek emotional support and guidance from others who share your goals and position.

During the meeting, take a break to collect your thoughts and clear your head.

copyright © 2008 allyn & bacon negotiation and conflict management 12 chapter chapter...

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