Conflicts and Negotiation Discussion

December 9, 2022

Conflicts and Negotiation Discussion

Order Number	636738393092
Type of Project	ESSAY
Writer Level	PHD VERIFIED
Format	APA
Academic Sources	10
Page Count	3-12 PAGES

Instructions/Descriptions

Conflicts and Negotiation Discussion

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The week’s study entailed a detailed look into the conflicts and negotiation chapter in essentials of organizational behavior. I learned that a conflict only emerges when a party perceives or believes that another party does not treat them well or is negatively affecting what they do.

I also discovered about the different perspectives of conflicts where a functional conflict positively supports the purpose of a group, thus improving the performance, while a dysfunctional conflict negatively affects the purpose of a group. I also discovered that I could be involved in different types of conflict in various situations.

In a task conflict, the aspects that can be disagreed on are usually about the work content or work objectives (Wallensteen, 2018). A process conflict involves the procedure of work, while the worst type is the interpersonal conflict where people have interpersonal differences which may negatively affect work processes.

I also learned that the process leading to a conflict involves five stages. I discovered that in the first stage, a condition for disagreement or incompatibility arises. Then people start recognizing the differences between them, and then they personalize the differences to be their own.

When the differences show up, people will have intentions to have a winning situation by competing, compromising, accommodating, or avoiding (Katz, 2020). When having the intentions to solve the differences, the parties can either be submissive or persistent on their views which results in either increased or decreased group performance. Through this study, I discovered that conflicts could arise in any situation.

However, there are ways of preventing conflicts and solving them if they happen. I consider this study to be worth my understanding and time. The most captivating aspect that I discovered was conflict solving. When a conflict happens, I should recognize that there is one, be open in communication, raise issues, and have areas of common interest from the opposing party.

Discussion Question

When in charge of an organization or a group, decision-making may be quite tough for the individual. Sometimes the members of staff in an organization may not be performing according to the expected way. There are other various reasons that may qualify a person to be demoted or eliminated from an organization. The task lies squarely on the head of a department or group to restore sanity in the organization.

This can be a tough undertaking since, through the company or group’s life, the head may have possibly formed deep interpersonal relationships with the members who may be underperforming. Demoting or eliminating them may thus prove to be an uphill task. However, the head must perform his duties to save the organization. In the intentions stage of the conflict process, Pauline may struggle with the compromising intention of problem-solving.

Compromising is agreeing to keep up with someone or their behaviors instead of doing something that admonishes them (Abdou, 2019). The strong interpersonal relationship formed between Pauline and her staff may tend to affect her decisions. Compromising tries to balance the needs of both sides of a conflict but by giving up on some conditions or behaviors. This will be a time-consuming conflict resolution technique as it involves various people skills and dedication.

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Even though this technique can reduce the disagreement, compromise may not resolve all the problems that may have other underlying interpersonal relationships. It also requires courage, and there may be a bigger opposition from the individual or head who told Pauline to eliminate the individuals. She will be in a state of dilemma as to whether to eliminate the individuals or just compromise their behaviors and encourage them to drop the acts or behaviors that may lead to their dismissal.

References

Wallensteen, P. (2018). Understanding conflict resolution. SAGE Publications Limited.

Katz, N. H., Lawyer, J. W., Sweedler, M., Tokar, P., & Sossa, K. J. (2020). Communication and conflict resolution skills. Kendall Hunt Publishing.

Abdou, J. M., & Keiding, H. (2019). A qualitative theory of conflict resolution and political compromise. Mathematical Social Sciences, 98, 15-25.

Conflicts and Negotiation Discussion

RUBRIC

Excellent Quality

95-100%

Introduction

45-41 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Literature Support

91-84 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Methodology

58-53 points

With titles for each slide as well as bulleted sections to group relevant information as required, the content is well-organized. Excellent use of typeface, color, images, effects, and so on to improve readability and presenting content. The minimum length criterion of 10 slides/pages is reached.

Average Score

50-85%

40-38 points

More depth/information is required for the context and importance, otherwise the study detail will be unclear. There is no search history information supplied.

83-76 points

There is a review of important theoretical literature, however there is limited integration of research into problem-related ideas. The review is just partly focused and arranged. There is research that both supports and opposes. A summary of the material given is provided. The conclusion may or may not include a biblical integration.

52-49 points

The content is somewhat ordered, but there is no discernible organization. The use of typeface, color, graphics, effects, and so on may sometimes distract from the presenting substance. It is possible that the length criteria will not be reached.

Poor Quality

0-45%

37-1 points

The context and/or importance are lacking. There is no search history information supplied.

75-1 points

There has been an examination of relevant theoretical literature, but still no research concerning problem-related concepts has been synthesized. The review is just somewhat focused and organized. The provided overview of content does not include any supporting or opposing research. The conclusion has no scriptural references.

48-1 points

There is no logical or apparent organizational structure. There is no discernible logical sequence. The use of typeface, color, graphics, effects, and so on often detracts from the presenting substance. It is possible that the length criteria will not be reached.