Essays on Negotiation and Conflict Management Essay

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The paper 'Negotiation and Conflict Management is a wonderful example of a Management Essay. Negotiation and conflict management involve a process that utilizes the effectiveness of the communication aspect of the entire process to a large extent. Effective communication entails good negotiating skills and eventually results in effective conflict resolution in any given crisis. Conflicts in workplaces appear as facts in life with different individuals having diverse goals and needs that come into crisis. According to Cahn and Abigail (2007), the aspect of conflict refers to the state of opposition that arises between ideas and interests among individuals or groups of people.

The resolution of any given conflict involves bringing to open issues of conflict and eventually coming up with a resolution to ease the tension between two or more warring parties. Unresolved conflicts in any setting; whether at school or workplace may result in poor performance, non-cooperation, low self-esteem, sense of powerlessness, and general behavioral difficulties. This essay looks into the aspect of communication and negotiation by evaluating the query “ how can effective communication assist in achieving positive outcomes in conflict and/or negotiation contexts? ” Effective Communication and Achieving Positive Outcomes in Conflict and/or Negotiation Contexts Conflict resolution is a key aspect in any negotiation and it is a process that is favored by continuous communication (Cahn and Abigail 2007).

Thus, effective and efficient communication forms a continuum of factors that are necessary to make a negotiation come into fruition. Conflict refers to the aspect of perceived incompatibilities that result typically from some form of interference or opposition (Iglesias and de Bengoa 2012). Negotiation processes involve discussion aimed at resolving certain conflicts or trying to achieve set goals.

Managing conflict involves coming up with strategies to correct the perceived difference by employing a positive manner and ensure all parties involved are satisfied with the results (Hener 2010). Negotiation comes up as a task that is utilized in the conflict resolution process and involves the engagement of effective communication to realize positive outcomes. Thus, this essay reflects on the aspect of effective communication to achieve positive outcomes in conflict and/or negotiation contexts. According to Balliet (2009), communication is vital within an organizational context to carry out various businesses in an efficient manner.

Consequently, it is worth noting that there can be no organizational communication or system that exists with no conflicts. Conflicts are common in organizations and institutions due to varying opinions among individuals, as well as diverse interests and goals (Spaho 2013). Thus, communication is vital in this context with respect to conflicts arising as well as the negotiation process. For positive outcomes of any given negotiations, effective communication strategies have to be applied. According to Wachs (2012, p. 255), for effective negotiations to suffice, effective interpersonal communication must be at the core of the process. Poor interpersonal communication can heighten dissatisfaction, abuse, and lack of forgiveness, lack of care, feeling of helplessness, and seeking revenge after negotiations (Crossman, Bordia and Mills 2011).

Thus, parties involved in a negotiation or conflict resolution process ought to employ effective interpersonal strategies of communication to achieve positive outcomes. Negotiations may take different forms like face-to-face process, email communications, through texts, calling via phone, teleconferencing, and Skype (Lewcki, Barry and Saunders 2007); which form a conglomeration of virtual negotiations processes.

Face-to-face processes are far much perceived efficient as they encourage enhancement of more disclosure, rapport, and truthfulness. However, with increased technology, electronic communication processes have enhanced electronic negotiations to a new level (Budjack-Corvette 2007).

Reference

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Bolden, R., 2005. The face of true leadership. European Business Forum. 21: 55-57.

Budjack-Corvette, B. 2007, Conflict Management, Sydney: Pearson Prentice Hall.

Cahn, D. and Abigail, R. 2007, Managing Conflict through Communication, 3rd ed. Pearson, NT.

Charlton, R., 2004, Mediator’s Handbook: Skills and Strategies for Practitioners, pp. 3-10, 2nd ed. Sydney, Australia: Lawbook Co.; Wm W. Gaunt and Sons.

Crossman, J., Bordia, S. and Mills, C., Business communication for the global age, pp. 138-164. North Ryde, N.S.W.: McGraw-Hill.

DeMarr, B.J. and De Janasz, S.C., 2013. Negotiation and dispute resolution, pp. 26- 47. New York: Prentice Hall.

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Hener, G., 2010. Communication and conflict management in local public organisations, Transylvanian Review of Administrative Sciences, 30E (2010): 132-141.

Hynes, G.E., 2008, Managerial Communication: Principles and practice, 3rd ed. Boston, MA: McGraw-Hill and Irwin.

Iglesias, M. and de Bengoa, V.R., 2012. Conflict resolution styles in the nursing profession, Contemporary nurse, 43(1): 73-80.

Ivancevich, J. and Matteson, M., 2002. Organisational Behaviour and Management. London: McGraw-Hill.

Lewcki, R., Barry, B. and Saunders, D., 2007, Essential of Negotiation, 4th ed. New York: McGraw-Hill Irwin.

Miles E 2013, developing Strategies for asking Questions in Negotiation, Negotiation Journal, pp. 383-412.

Spaho, K., 2013. Organisational communication and conflict management, Management, 18(1): 103-118.

Wachs, P. 2012, Negotiation Without confrontation, Workplace Health and Safety, vol. 60, pp. 255-256.

Watson, T.J. 2006. Organising and managing work: Organisational, managerial and strategic behaviour in theory and practice, 2nd ed. Harlow: FT Prentice-Hall.

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