Conflicts and Negotiation Discussion

Conflicts and Negotiation Discussion

Instructions/Descriptions

Conflicts and Negotiation Discussion

Conflicts, Negotiation, Discussion

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.

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.

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