Improving Conflict and Negotiation

Question: Discuss about the Improving Conflict and Negotiation. Answer: Introduction In the modern world, conflict and negotiation are two familiar and well structured ways of communication between communities, groups and individuals. The two terms are generally used when there are disagreements in the goals and ideas, absence of cooperation, fight for scarce resources and the inability in the personality. Negotiation however, is one of the most prevailing types of interaction in solving conflicts. In case of any disagreements, the people concerned with the conflict aim to accomplish the most suitable result for their position or the industry they represent. Therefore, the convention of finding collective profits and keeping a relationship are the essential elements for a positive outcome (Ahammad et al., 2016). Negotiation is a process by which individuals solve problems and a system through which an agreement or compromise is attained while refraining disputes. Every people are involved in various types of negotiations with the clients, colleagues, superiors, family members on daily basis. The use of efficient negotiation and the skills of solving conflicts raises the efficiency in the task, collective gain and development of relationship. On the other hand, absence of such skills leads in leaving opportunities and the money at the table (Bala et al., 2014). The word conflict refers to any form of disputes or frictions rising within two individuals or a community when the idea or belief of one or more individuals differs from each other leading to a distance among the group. Causes of Conflict There are various causes of conflict and they can be segregated as follows: Structural Factors: The structural factors include specialization, relationship among authorities, jurisdictional uncertainty, differences in goal, similar resources, inconsistency of status and interdependence. Personal Factors: The personal factor comprises of know it all attitude, an ego-maniac person, a self-averse, and an combative person. The other reasons comprise of abilities and skills, perceptions, ethics, emotions, barriers in communication, differences in culture, emotions, values, issues regarding authority, absence of cooperation, arguments regarding different styles, inefficient performance etc (Chestnut et al., 2014). The various levels of conflict are discussed below: Intrapersonal: In this there arises a conflict among the values, thoughts, emotions and principles of an individual internally. For example: A person may have internal conflicts whether to lie to his friend for not attending his call or tell the truth that he did not feel like attending the call at that time. Interpersonal: This process refers to the conflicts that arise between two individuals due to differences in opinion (Christopher 2012). For example, person A is of the opinion that change in the management of the organization will lead to a fall in the structure of the business, whereas person B is of the opinion that change in the management will bring in new ideas into the organization and will benefit the company. Intra group: This is a type of conflict that arises between various members within a group due to differences in ideas and opinions. For example, two members in the financial department of an organization are having a conflict regarding the post of the senior accountant as both of them are eligible for a promotion for this post. The members are having an ego problem and try to compete with each other in order to gain the position (Fisher et al., 2013). Intergroup: This level of conflict rises between two individual groups due to different sets of interests and goals. For example, the marketing department and the financial department of an organization are having a conflict due to the fact that both departments are trying to take credit of the increase in profit for the organization. The fianc department argues that due to their efficiency in handling the finance, the profit has been determined and the marketing team argues that it is due to their interactions with the customers that has lead to rise in profit. Conflict Management Tools and Process Conflict analysis is helpful in supporting the adjustment for the future action. The evaluation does not lead to any knowledge about the conflict. However, it creates an objective knowledge of the conflict (Haddadin 2012). The various conflict management tools are as follows: Conflict Wheel Mapping of Conflict Glasls Escalation Model Conflict Tree Mapping of Needs-Fears Multi-Causal Role Model Conflict perspective Analysis (CPA) The process of conflict comprises of different stages that are discussed below: Stage 1: Incompatibility or Potential Opposition having precedent conditions due to communication, personal variable and structure. Stage 2: Personalization and Apprehension: This includes conflict in relation to feelings and sense of perceive. Stage 3: Intentions like conflict-handling conations like avoiding, collaborating, compromising etc. Stage 4: Behaviours like the attitude of the parties and reaction of the others involved in the conflict. Stage 5: Outcomes: It involves the increase of performance of a group and fall in performance of a group. The problem of conflict arises in every aspect of life. It can be seen in the personal life of a human being and even in the professional life. With the creation of the circumstances of conflict, there has been creation of various management tools to mitigate such problems. The different processes are even helpful in underlying the type of conflict, which will help the negotiators to solve the problem with ease. Negotiation The meaning of negotiation refers to the process of settling disputes in a peaceful manner and hence maintaining parity in the concerned environment. Integrative negotiations are different because it concentrates on common factors rather than any difference and discovers the needs and interests. It is committed to meet all the requirements of the parties. It is helpful in exchanging ideas and information and use the ideas to set standards (Hglund Druckman 2013). Overview of the Process of Negotiation It is helpful in creating a free flow of data. It tries to realize the real needs and objectives of the other negotiators. It concentrates on the common factors between the decrease of differences and the parties. It looks for answers that satisfy the goal and aim of both the parties. Steps in Negotiation Process There are various steps involved in analyzing the process of negotiation and they are listed below: Identification of the Problem: It involves the defining the issue in such a way that is accepted by both the parties. It defines the problem with a focus on the practicality and thoroughness along with revealing the issue to recognise the restraints to reach the goal. Identification of the Problem: This step tries to recognise the interests, which means the underlying concerns, demands, desires or fear that encourages a negotiator. The substantive interests are in relation to the vital issues in the negotiation (Jeong 2016). Process interest reveal the steps in which disputes are resolved. Interest of relationship shows how the parties consider their relationship. Generation of Alternate Solutions: This step tries to create options by trying to redefining the set of problems by the use of non-specific remuneration, cutting costs for compliance, logrolling etc. The other solution involves creating alternatives to the problem through surveys, brainstorming etc (Melin et al., 2013). Analysis and Selection of the Substitutes: The analysis and the selection process is based on the following factors: Narrowing the dimension of the solution alternatives Solution evaluation on the basis of quality, acceptability and goal standards. Willingness to justify the personal preferences (Saarni 2015) The use of subgroups to analyze the complex substitutes. It is seen that negotiation plays a vital role in settling disputes and requires the need of all the above discussed process and steps to efficiently end all disputes. An effective negotiation requires the use of all the mentioned actions as all these steps have a significant part in completing the action of negotiation. Every part of negotiation is interlinked with each other and therefore any defect at any part may lead to an improper negotiation method. Therefore it is seen that conflict and negotiation go hand in hand as negotiations are necessary in order to settle disputes and maintain balance within the organization and in a particular society. Conclusion The above study undertaken therefore is helpful in understanding the meaning of conflict and the steps and the process that are involved in analyzing the conflicts. The paper even evaluates the various reasons of conflict and the parties involved within a conflict. It is seen that conflict initiates due to differences in opinion between different groups or individuals and misbalances the parity. The best way to settle a conflict is by going for negotiation. 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