Conflict , Decision Making, and Organizational Design
Assignment #5: Conflict, Decision Making, and Organizational Design
1. Discuss how you could apply negotiation strategies to address conflicts in the work place.
There are many issues that arise in the workplace every day. Therefore, one must utilize strategies to handle conflict and eliminate it to ensure that the workplace is operating in a progressive manner. Many managers incorporate negotiation as a key component in managing conflict in the workplace (Anderson, 2012). Negotiation, according to, ( Hellriegel & Slocum 2011) is a process by which two or more interdependent individuals or groups who perceive that they have both common and conflicting goals that state and discuss proposals and preferences for specific terms of a possible agreement. As a result, to avoid poor performance and various problems, employers incorporate negotiating strategies to handle workplace hostilities.
In my current workplace I would use two negotiating strategies to maintain a professional and productive atmosphere in the workplace. The two negotiating strategies are the distributive and integrative strategies. The distributive strategy would focus more on a win-lose outcome, whereas the integrative strategy focuses on a win-win outcome. In the rehabilitation clinic that I work in, I feel that it is important to utilize these strategies according to the problem. For example, when using the distributive strategy when a problem arises I would follow the following steps: • I would start off by making an offer that is lesser than expected for a particular position. For example, if I’m making an offer for promotional opportunity for two or more parties; I would write a detailed list of expectations with a lesser pay. This forcing manner will eliminate the weaker employee and would allow me to get the better deal in the case of negotiating. As a result, the employer wins because he has saved the economy revenue by negotiating
1. Discuss how you could apply negotiation strategies to address conflicts in the work place.
There are many issues that arise in the workplace every day. Therefore, one must utilize strategies to handle conflict and eliminate it to ensure that the workplace is operating in a progressive manner. Many managers incorporate negotiation as a key component in managing conflict in the workplace (Anderson, 2012). Negotiation, according to, ( Hellriegel & Slocum 2011) is a process by which two or more interdependent individuals or groups who perceive that they have both common and conflicting goals that state and discuss proposals and preferences for specific terms of a possible agreement. As a result, to avoid poor performance and various problems, employers incorporate negotiating strategies to handle workplace hostilities.
In my current workplace I would use two negotiating strategies to maintain a professional and productive atmosphere in the workplace. The two negotiating strategies are the distributive and integrative strategies. The distributive strategy would focus more on a win-lose outcome, whereas the integrative strategy focuses on a win-win outcome. In the rehabilitation clinic that I work in, I feel that it is important to utilize these strategies according to the problem. For example, when using the distributive strategy when a problem arises I would follow the following steps: • I would start off by making an offer that is lesser than expected for a particular position. For example, if I’m making an offer for promotional opportunity for two or more parties; I would write a detailed list of expectations with a lesser pay. This forcing manner will eliminate the weaker employee and would allow me to get the better deal in the case of negotiating. As a result, the employer wins because he has saved the economy revenue by negotiating
References: Anderson, A. (2012, March 4). Small Business CHRON Halburg Newspaper. Retrieved from Small Business Chron: www.smallbusinesschron/Negotiation Strategies for Workplace Hostilities.com Compton, T. (2012). GOP Budget Cuts Spending, Changes in Medicare. Washington: Minnpost. Hellriegel, D. &. (2011). Organizational Behavior. Mason: Cengage Learning. Lumsden, C. (2007, August 18). Southwest Comapny News. Hartford, Conneicut, United States. Rundall, T. G. (2011). Evidenced Based Management. H&HN, 1-5.