Imagine that you are the new supervisor at the organization mentioned below in the Case Study. The two groups of employees are still in conflict with each other and do not want to resolve their issues. What will you do to help negotiate a positive resolution between the two groups? Question your peers’ statements about what they would do. Suggest reasons their ideas may not work or how they might cause even more problems.
“I recently attended a webinar on conflict management strategies where I was reminded about a work situation from many years ago. At the time, there was a major conflict occurring between employees, and they had formed two opposing groups. Each side did not get along with the other, and they had banded together in an “us vs. them” mentality. Furthermore, the employees involved were resistant to solving any issues and the supervisor, along with other management staff, was well aware of the problem but chose not to intervene.
When I was promoted to department supervisor, one of my goals was to make the department more cohesive. There were a variety of approaches that I could have taken, but I wanted to know more about my own conflict style, so I received approval to attend a conflict management seminar. I learned that, due to the fact that I look for ways to solve problems in which an optimum result is provided for everyone, my style is that of a “collaborator.” This means that I need to pay close attention to realizing that conflict can be resolved without damaging relationships and, as a manager, it is my responsibility to identify and help resolve employee conflicts (S., 2014).”
Negotiation is a process of resolving issues and settling differences to come to an agreement. There is not just one way to negotiate and there are certain strategies when it comes to negotiation. One style of negotiation is collaborative negotiation. These negotiations are genuine and open and the interests of the other party are kept into consideration. Another style of negotiation is competitive negotiation. This style is all about getting results and can sometimes be very aggressive.
Negotiation skills can be developed and grown. Some effective negotiation skills include:
Active Listening – negotiators should listen to the other side of the debate and pay attention to body language. Listening gives the active listener ideas for opportunities for compromise.
Clear and Effective Communication – misunderstandings can happen easily if communication is muddled. An effective negotiator must be able to communicate the desired outcome and their reasoning.
Decision Making Ability – leaders must have the ability to act decisively during a negotiation. A compromise may need to be reached quickly in some instances to resolve a stalemate situation.
Keeping Emotions in Check – negotiations can get frustrating and heated. If someone lets their emotions get the better of them, then the results could be detrimental to their argument. (Kelchner, L., 2019)
Kelchner, L. (2019, March 12). Top Ten Effective Negotiation Skills. Retrieved from http://smallbusiness.chron.com/top-ten-effective-negotiation-skills-31534.html (Links to an external site.)
S., Jeremy. (2014). Team Conflict: A Case Study Retrieved from https://www.empathia.com/team-conflict-a-case-study/
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