Negotiation Moving From Conflict To Agreement

In a similar and recent situation in 2008, Jerry Yang, CEO of Yahoo!, was impeached by the board after the failure of agreements with Microsoft and Google. Yang`s behaviour during the negotiations indicated that he was not so interested in the negotiations as „difficult to obtain“. He kept saying that we should get more money, that we should get more money, and [he] didn`t realize how precarious their situation was,“ says high-tech analyst Rob Enderle. In other words, even financially sound agreements can disintegrate if participants do not pay attention to organizational behavioural issues such as perception, group thinking, power and influence. During the negotiationsThe fourth phase of the negotiations. Phase each party discusses its objectives and seeks to reach an agreement. A natural part of this process is to make concessions by giving one thing to get something else in return. Concessions are not a sign of weakness – the parties expect to abandon some of their goals. On the contrary, the concessions show a willingness to cooperate and help to bring the negotiations to a successful conclusion.

Concessions are particularly important in tense union management disputes, which can get bogged down because of old issues. A concession shows the movement and process forward, and expresses concerns about rigidity or cohesion. What is a typical concession? Concessions are often in the areas of money, time, resources, responsibilities or autonomy. For example, if you negotiate the purchase of products, you can agree to pay a higher price to get the products earlier. Alternatively, you can ask to pay a lower price in exchange for greater flexibility or delivery time of the product to the manufacturer. It is customary to see mediation followed by arbitration. Another technique is to follow conciliation with mediation. The format of this approach to conflict resolution is for both parties to formally refer their cases to an arbitrator. The referee then makes a decision and places it in a sealed envelope.

Then both parties work through mediation. If they are unable to obtain their own consultation, arbitration decisions become binding. Researchers using this technique found that it led to voluntary agreements between the two parties 71% of the time versus 50% for mediation followed by arbitration. Conlon, D. E., Moon, H., Ng, K. Y. (2002). Putting the cart in front of the horse: the benefits of mediation before mediation. Journal of Applied Psychology, 87, 978-984.

ConflictA trial where people disagree. is a process where people disagree. The researchers found that conflict is like a cold. Everyone knows what it is, but understanding its causes and how to treat it is much more difficult. Wall, J. A., Callister, R. R. (1995). The conflict and its management. Journal of Management, 21, 515-558.

As we have already said, conflicts can range from slight differences of opinion to violence in the workplace. In addition, there are three types of conflicts that can arise within organizations. Let`s take a look at each of them one after the other. Another cause of conflict is the interdependence of tasks; that is, if achieving your goal requires relying on others to accomplish their tasks. For example, if you are responsible for creating advertising for your product, you need the creative team to design the words and layout, the photographer or videographer to create the visualizations, the media buyer to buy the advertising space, etc.