conflict_and_negotiation_(2)..............[1]
TRANSCRIPT
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LET US NEVER negotiate OUT OF FEAR.BUT LET US NEVER FEAR TO NEGOTIATE.
John F.
Kennedy
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CONFLICT AND NEGOTIATION
BYBY ASHRITA ASHRITA PRAMANICKPRAMANICK RAMESH RAMESH KUMARKUMAR 11STST YEAR MBA YEAR MBA
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CONFLICT AND NEGOTIATION
BYBY ASHRITA ASHRITA
PRAMANICKPRAMANICK RAMESH RAMESH
KUMARKUMAR 11STST YEAR MBA YEAR MBA
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CONFLICT
A process that begins when one party perceives that another party has negatively affected , or is about to negatively affect, something that the first party cares about.
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VIEWS OF CONFLICT
TRADITIONAL VIEW:Conflicts are bad; they can/should be
avoided for the healthy functioning of the organization
HUMAN RELATIONS:Conflicts are natural, cannot be avoided,
& may benefit the organization.INTERACTIONIST VIEW:Selective encouragement of conflicts is
required for keeping a group vibrant, self-critical and creative
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FATE OF CONFLICTS
CONFLICT
FUNCTIONAL
DYSFUNCTIONAL
TASKRELATIONS
HIPPROCES
S
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LEVEL OF CONFLICT AND PERFORMANCE(Graphical Representation)
LowLevel of Conflict
High
LowHigh
C
Un
it P
erf
orm
an
ce
A B
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FORMS OF CONFLICT
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CONFLICT PROCESS
Stage IPotential opposition or incompatibility
Stage IICognition and personalization
Stage IIIIntentions
Stage IVBehavior
Stage VOutcomes
Antecedent conditions•Communication•Structure•Personal Variables
Felt conflict
Perceived
conflict
Conflict handling technique•Competing•Collaborating•Compromising•Avoiding •Accommodating
Overt conflict•Party’s behavior•Other’s reaction
Decreased group
performance
Increased group
performance
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STAGE IPOTENTIAL OPPOSITION OR INCOMPATIBILITY
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STAGE IICOGNITION AND PERSONALIZATION
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STAGE IIIINTENTIONS
TWO DIMENSIONS
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DIMENSIONS OF CONFLICT HANDLING TECHNIQUES
High(Coopera
tive Behaviou
r)ConcernFor
Others
Low(Uncooperat
iveBehaviour)
Accommodating
Competing
Avoiding
Collaborating
Compromising
Low(Unassertive Behaviour) CONCERN FOR
SELF
High(Assertive Behaviour)
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RESOLVING CONFLICTS
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STAGE IVBEHAVIOR
Includes statements ,actions and reactions made by the parties.
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CONFLICT MANAGEMENT TECHNIQUES
CONFLICT RESOLUTION TECHNIQUES
Problem solvingSuper ordinate goalsExpansion of resourcesAvoidance Smoothing CompromiseAuthoritative commandAltering the human variableAltering the structural variables
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Contd…….
CONFLICT STIMULATION TECHNIQUES
CommunicationBringing in outsiders Restructuring the organizationAppointing a devil’s advocate
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STAGE VOUTCOMES
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NEGOTIATION
A process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them.
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BARGAINING STRATEGIES
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NEGOTIATION PROCESS
Preparation and planning
Preparation and planning
Definition of ground rulesDefinition of ground rules
Clarification and justification
Clarification and justification
Bargaining and problem solvingBargaining and problem solving
Closure and implementation
Closure and implementation
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INDIVIDUAL DIFFERENCES
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HARVARD BUSINESS REVIEW
Six Habits of Merely Effective Negotiators
By James K. Sebenius
Copyright © 2007 Harvard Business School Publishing Corporation
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Neglecting the Other Side’s Problem eg.EPA regulations permitted leaks of up to 1,500 gallons, while this new technology detected 8-ounce leaks. Fearing the device would spawn regulatory trouble, potential customers said, “No deal!”
Letting Price Bulldoze Other Interests-Most deals involve interests besides price
Letting Positions Drive out Interests-Incompatible positions may mask compatible interests. Your gain isn’t necessarily your “opponent’s” loss.
Habits for effective negotiators-
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contd…. Searching Too Hard for Common Ground -
common ground helps negotiations, different interests can give each party what it values most, at minimum cost to the other.
Neglecting BATNA - BATNAs (“best alternative to a negotiated agreement”) represent your actions if the proposed deal weren’t possible; e.g., walk away, approach another buyer.
Failing to Correct for Skewed Vision - • Role bias • Partisan perceptions
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INDIAN JOURNAL
Displacing the Conflict: Environmental Destruction in
Bangladesh and Ethnic Conflict in India
BY Ashok Swain Department of Peace and Conflict Research, Uppsala
University
Journal of Peace Research, Vol. 33, No. 2, 189-204 (1996)DOI: 10.1177/0022343396033002005
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According to Journals….
How conflict shifted from one place to other
Spread of conflicts between natives and migrants
Political disturbances How the receiving society affected by
immigration Change in geopolitics in receiving areas Environmental issues
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References
Organizational Behavior
Stephens P. Robbins, Timothy A . Judge, 12th Edition, Prentice-Hall India
Organizational Behavior
K. Aswathappa , 6th Edition, Himalaya Publishing House,2005
Harvard Business Review
Department of Peace and Conflict Research, Uppsala University-Journal of Peace Research
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THANKS !!
AND……..YOURTHOUGHTS
EXPERIENCES
QUESTIONS