Negotiation and Conflict Resolution †MyAssignmenthelp.com

Question: Discuss about the Negotiation Conflict Resolution. Answer: Introduction According to Singh (2008) conflict is defined as a difference in opinion of people working in a same organisation. It is caused due to dissimilar thought procedure of people working together. It can be concluded that the conflicts are inseparable part in an individual personal and professional lifes. Conflict and negotiation are one of the vital parts in an organisation. A conflict occurs in every organisation irrespective of its size. Negotiation therefore has become a significant tool for the modern age managers to overcome an issue. Internal conflicts occur due to internal disturbances whereas external disputes occur due to external parties. Employees working in an organisation do have a tendency that conflicts are bad for the business organisation. It is important to understand that the conflicts are positive for the business organisation. The conflict allows use of various different tools to negotiate in a diversified business setting. Conflict can be divided into two parts: fun ctional conflict and dysfunctional conflicts. The Functional conflict is positive in nature. Both the parties differ in a very healthy manner and mutually focus on improving the healthy relationship among people. This allow in developing a better relationship. While in case of dysfunctional conflict the difference happen in an unhealthy manner. This type of conflicts occurs due to a long lasting ill relationship in between the people working in the business organisation. Such difference in an organisation causes constant escalations and anxiety. In order to gain efficiency it is important to organise an effective conflict resolution process in order to resolve the issue whilst in view of all the vital factors (Olekalns and Adair, 2013). The nature and rules of conflict resolution includes inter-related concept i.e. reduction, elimination, or termination of all forms and types of conflict. Conflict arises due to difference in belief between the employees and employer. Business organisations find difficulty in finding the most appropriate way for them. For example: in a diversified business environment every individual is having different set of opinion to carry out the business activity. Implementation of an effective business plan has become one of the most important parts while considering the economic resources available with them. Conflict Negotiation is an art used by the organisations to deal with the conflict arising due to multiple reasons like gender discrimination, difference in personality, a wide gap in cultural understanding, Poor Communication, personal interest and etc. According to Rahim (2010) conflict resolution is to improve learning and group outcomes, as well as usefulness or performance in organ izational setting. He further stated that the act of managing conflict includes an appropriate use of skills by the manager to enhance the productivity. Negotiation is a tool to organize people in the organisation through a most appropriate way. It is consequently tricky for a business organisation to discover a resolution for a conflict to achieve the desired results. For example: there can be dispute among the team members on a petty issue which can deteriortae the productivity. Negotiation allow in dealing with the situation in the best possibe manner. Clegg, Kornberger and Pitsis (2015) in their book, Managing Conflict and Negotiation has stated that Conflicts happen due to different conviction and objectives whilst talking about the business plans. For example: A clash in the personal and professional objective lead to conflict. Big business owners find difficulty while negotiating with external parties as well. Everyone desires to put into practice the most suitable plan for t he sustainability of the business organization. While critically analyzing the different aspects of Conflict negotiation the approach has became an integral part in an organisationthat is inseparable. A conflict may arise due to difference in value of people. There are some people who are having a strong belief, which they are not ready to compromise. These beliefs cause conflict in an organization. For example: an employee opposing workplace diversity will have a hard time in accepting the diverse workforce. In order to avoid the conflict it is important to accept the situation and to initiate with more tolerance with differing value. A conflict might arise due to a difference in interest. This generally occurs when an employee is more focused on achieving the personal goals. Under such a situation it is difficult to find out the most appropriate way to manage the conflict (Roche, Teague and Colvin, 2014). For instance the organisationmight find problem in dealing with such a situation. The team management Sin such a situation is important to deal with the difference in the personality. Every individual in an organisationhas a different outlook towards problem resolution. A most extrovert employee may find problem in talking with the most introvert employee due to a wide personality gap. In such a situation it is important to implement an effective way in achieving an appropriate way by intriguing in a healthy conversation. A conflict can be reduced in an easy way by creating understanding among people. Poor communication is another reason for misunderstanding. Sometimes employees fail to understand the actual communication that lead to a conflict in attitude. A conflict is obvious when the two people do not understand and respect each others' approach (Avruch, 2015; Epstein and Buhovac, 2014). The Employee Relations Framework includes number of elements which jointly include all formal policy, method and declaration documents. The framework also includes associated forms, relating to all employee relation processes describing: Capability Policy, expansion Plan, regulation Procedure, Grievance Procedure, Social Media Policy and Public Interest Disclosure Policy. This allow in establishing better relationship with the employees. In order to gain a competetive advanatge due to excess conflict it is important to derive a framework to accelarate smooth working. Eunson (2012) in his book has stated the necessity of an effective framework to deal with a Conflict in an organisation. Without a conflict an organisation cannot grow well. It requires a perfect bargaining skill of the employer. This occupies bargaining between the two parties to reach the most apt mode to regain the result. Conflicts and negotiation are the vital part to an organisation life cycle. It has turned out to be imperative to determine the conflicts in a well-organized mode to achieve preferred set of results. Conflict resolution is a common activity in a large sized business organisationdue to its hugeness and dissimilarity in opinion. The framework allow in handling the dispute occurring in the organisation due to difference of belief. Conflict resolution framework are the most appropriate technique used by the business owner to generate positive result. Superior business organisations have to handle the situation in a critical way through an efficient set of negotiation skills whereas the small sized business organisations faces trouble in managing the conflict due to a lower purchasing power than the large size business organisation. According to Van Zant and Kray (2015) Conflict resolution creates multifold options that are created in a most appropriate manner while working with a stronger party. Negotiators who aggressively plea to the compassion of their complement attain better results. This allows both in terms of distributive value claiming as well as integrative value creation. Business organisations have to follow requisite steps while giving out solutions. They have to identify the most suitable way to create an appropriate strategy in order to achieve the preferred result. By following the procedure an organisationcan attain distinguish set of goals. This procedure helps in reaching the objectives in an orderly way while negotiating the issues. According to Moore (2014) Modern Business organisations via conflict negotiation are creating a favorable situation to attain desired outcome. A lot of business organisations realize that they cannot acknowledge the demand throughout the conflicts. In such a situ ation it is necessary to find out the best alternative amongst the agreed solution. The business organisationfinds difficulty in making an appropriate choice due to an Availability of alternates to achieve results. For example: A conflict provide with different alternative solution to deal with a problem. A problem give rise to multiple solution to a problem. In this way the organisationcan opt the best and effective process to deal with a problem. Conflict Negotiation is an important tool to overcome the complexity arising due to conflict. This activity includes effective negotiation techniques used by the business organisationto get a desired result. A Conflict may happen in an organisationand it is difficult for every individual to overcome the situation in the most appropriate way. This is an important activity under an uneven business environment so that one can meet the desired results in an organized way. While negotiating it is appropriate to use the resources in an appropri ate way by implementing the theories. This will allow in balancing the results in a most appropriate way. Conflict resolution includes series of steps undertaken to meet the desired result by theoretical implementation. An organisationhas to manage the situation by disbursing the most effective theory at place so that the most appropriate solution can be used( Goldberg, Sander, Rogers and Cole, 2014). This process of conflict negotiation and resolution require implementation of an effective model to reclaim maximum result. The employer has to find most suitable way to decide the troubles happening due to the issues. A Small business faces problem while dealing with such a situation; whereas Large sized business organisations can use multiple tools to overcome the situation arising due to conflicts. Most importantly business organisations have to find out an appropriate method to diminish the circumstances happening due to internal conflict the occurrence of a Conflict is an inevitable part for an organisationto deal with (Dipboye and Colella, 2013). Hence it is essential for the business entity to implement the most appropriate way to decrease the impact of conflict through Negotiation. Conflict resolution theories are used for reducing the impact of conflicts arising inside a business organization. Different author has given a varied approach depending upon the amount and level o f conflict. These approaches related to the conflict resolution help in reducing the gap amid the actual and standard situation. By declining to negotiate, the conflicts arising inside the business organisationcannot be resolved. Reconciliation is one of the most efficient tools used by business organisations to reduce the effect of conflicts (Menkel-Meadow, 2017). There are different theories that are given by the author in order to resolve the problem. According to Thomas Khillman model, one can organize conflicts in a well-organized way. This model was developed 30 years ago and provides organisations with an appropriate conflict resolution technique. It is known to back the conflicts arising inside the organization. This self scoring technique used by the large-sized business organisations has become an indispensable technique to deal with the problems. It helps in ascertaining individuality in the two areas which embrace boldness and cooperation. The TKI model facilitate in finding the approach to resolve the conflicts inside the business organization. Conflicts can be managed by ascertaining the effective activities and putting it at an appropriate place in order to gain long-term benefit. Modern age business organisations are using these techniques to overcome extreme burden (Deresky, 2017). As per Hillson and Murray-Webster (2007) Johari Window is another tool that is used by the people to appreciate the relationship in between the people in a better way. This model was developed by Joseph Loft and Harrington Inghman. According to the author the primarily used by the self help group and corporate settings to reduce the conflict occurring. This model is implemented when the dispute is caused due to difference in opinion. Business organisations can use this model to enhance the level of communication in between them. It provides with a well-organized tool to look for helpful information. The two components of the tool are: Firstly, It is important to trust the other party blindly by disclosing the information. Secondly, Feedbacks assist in learning significant concern about the individual. Johari Window is widely used to set free internal concern happening in the organisation due to different opinion (Tran, 2016). According to Belbin (2012) Belbin team role is used for managing large sized teams. It is an important negotiating tool to resolve the conflict in a team. This is used by the business organisations to create a balanced team by considerate process. This model is frequently implemented by the team leaders to overcome the difference among the team members. It is important to understand the role in order to analyse individual strength and weakness. The model is known widely because of its insinuation in determining issue. It allow in developing a better interpersonal relationship with the team members. Moreover the team leader can make an estimation regarding the strength and weakness. This model consequently helps in eliminating issues arising in the team. Hence it is relevant to understand the role of conflict resolution in order to implement the most appropriate model. These diagnostic tools help in managing the conflicts and assist in realizing the most suitable instrument according to the situation. The diagnostic theories are employed as per the necessities and follow a fitting function in order to gain long-term growth. This is eventually important for a business organisationto appreciate the issues arising in the internal and external setting and to apply an appropriate tool to gain results (Brubaker, et al 2014). Conclusion To conclude, Conflicts in a business organisation has a long term effects on the growth and development. The issues arising in the organisation are common in nature but need an appropriate process and methodology to deal with it. Conflicts happen due to different conviction and objectives whilst talking about the business plans. In such a situation the conflict resolutiontheory act as a suitable tool to minimize the harm caused due to conflict. Hence it is essential for the business entity to implement the most appropriate way to decrease the impact of conflict through Negotiation. Effective implementation of theories is important in order to eliminate the consequences. Different author has a varied opinion about the conflict negotiation and resolution but it is the role of the manager to incorporate the most appropriate set of skill to gain efficiency at workplace, hence, the issues should be managed by implementing an appropriate tool to minimize the ill-effect. References Avruch, K., 2015.Context and pretext in conflict resolution: Culture, identity, power, and practice. Routledge. Belbin, R.M., 2012. Team roles at work. Routledge. Brubaker, D., Noble, C., Fincher, R., Park, S.K.Y. and Press, S., 2014. 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