Managing Conflict With Negotiation Training Ppt

Slide 1

This slide provides information about the definition of negotiation in a conflict situation, i.e., a systematic process in which two parties in conflict achieve a mutual consensus by reaching a win-win solution. It also provides details of the possible negotiation outcomes such as win-win, win-lose, and inefficient but equitable.

Instructor's Notes:

There are three possible outcomes of negotiation in a conflict situation:

• Win-win: In this outcome, both parties win. It is also known as integrative bargaining
• Win-lose: In this, one party wins while the other party loses. It is also known as distributive bargaining
• Inefficient but equitable: In this, agreement is such that all the resources are shared equally while both parties in conflict remain slightly dissatisfied

Slide 2

This slide illustrates the major steps of the negotiation process used to resolve workplace conflict. The major steps are identification of the problem, preparation of negotiation, and negotiation.

Instructor's Notes:

The major steps of the negotiation process are:

• Identification of the Problem: Identify the existing sources of brewing resentment, such as salary issues, micromanagement, etc. The correct identification of the cause is crucial as the nature of issues affect the entire negotiation process, i.e., the selection of representatives, period of negotiation, etc.
• Preparation of Negotiation: In this stage, parties in conflict prepare (in advance) the list of issues to be discussed during the negotiation. Each party also appoints representatives to carry out the negotiation
• Negotiation: An appointed chief negotiator presents the issue under consideration in the negotiation meeting. After that, the representatives of both parties put forward their point of view. Discussions continue under the observation of the negotiator till a final settlement is reached

Slide 3

This slide provides information about the multiple negotiation skills that one should develop to effectively resolve workplace conflict. The skills are discussion approach, prepare well, customize response, understand position – self and others, and aim for win-win.

Instructor's Notes:

Negotiation skills needed to resolve workplace conflicts in an effective manner are:

• Follow Discussion Approach: In negotiations, always follow the discussion style while conversing. Remaining rigid about your own perception and not understanding the other party's viewpoint result in failure
• Prepare Well: Preparation leads to success. Before entering into a negotiation, research the subject of conflict well
• Customize Response: Tailor replies in accordance with the person in front of you. Use nonverbal cues to support verbal communication and make a lasting impact
• Understand Position – Self and Others: Avoid making unrealistic demands as it will surely lead to failure of talks
• Win-win for Everyone: Always aim for integrative bargaining so that everyone leaves the negotiation table on a happy note

Slide 4

This slide tabulates the difference between negotiation and mediation as techniques for workplace conflict resolution. The primary difference between negotiation and mediation is that in mediation, there is an active intervention of a third party, i.e., the mediator that actively guides the parties to arrive at an amicable solution.