By hearing out both sides of a dispute, management can determine the best course of action for ending a contentious dispute through arbitration. Whoever achieves the organization’s fundamental goals is more important than whoever wins a particular conflict. The company’s leadership requires that everyone put their egos aside for the organization’s benefit. The administration can pressure those employees who refuse to follow management orders to resign (Pollack Peacebuilding, 2022). When a position is eliminated, management makes a difficult choice for the organization’s good. These measures send stern messages to employees about the importance of following the established norms of the company.
Negotiation is a process whereby those with conflicting interests can talk to one another and try to agree. Since disagreements arise in all facets of human interaction, negotiation is one of the best ways to resolve them. One negotiation strategy that consistently succeeds is called integrative negotiation. With this strategy, negotiators aim to find a middle ground where the interests of all parties can be satisfied (Hofstede et al., 2019). In addition, this approach assures everyone recognizes integrative negotiation as beneficial.
There are five stages to an integrative negotiation: preparation, acclimating to the other negotiator, sharing information, brainstorming potential outcomes, and reaching an agreement (PON Staff, 2019). A meeting’s first order of business is to lay out each party’s interests and the terms of the compromise they hope to reach. By clearly defining the subjects to be discussed and being conscious of the objectives, the parties involved can then take a position on the compendium of concerns provided to acquire the most preferred result. Knowing the other side’s position inside and out is also beneficial during negotiations. The second step is to become friendly with the person you will be negotiating with. Integrative negotiating and furthering that connection are what keep it strong. Also, establishing rapport can pave the way for trust and promote open communication.
Third, information exchange aids negotiators in pinpointing areas of consensus and discord. A win-win solution can only be reached through open communication of all pertinent ideas and information. The following step is for the parties to continue talking, brainstorm potential agreements, and weigh their options (PON Staff, 2019). Negotiators must begin discussing a settlement to the conflict once multiple options have been identified. After any negotiation, the parties are free to implement the agreement across all available options, identifying the solution with the highest score across the chosen criteria as the best possible option.
Integrative negotiation can promote open and transparent communication and keep working relationships intact in conflicts involving prejudices rooted in culture, faith, ethnic origin, or social background (Neville & Fisk, 2019). Some examples of how this strategy can be used and implemented are enabling all parties involved to voice their opinions on the situation, discussing possibilities, and being forthright about their needs and wants in a deal. To better understand one another’s perspectives on the situation, both parties must actively listen to one another’s communication. Rebuilding trust in relationships also encourages the sharing of information and ideas.
If an organization is putting forth an effort to settle an issue that makes a worker uncomfortable to the point where they no longer want to work there, that may be enough to convince the employee to stay. It would help keep workers longer and accomplish more at work. Furthermore, a peaceful atmosphere can be established in an organization if its leaders and employees work together to resolve their differences. The enhanced output and subsequent boost in patron satisfaction will directly result from such an atmosphere.
Internal disagreements in a company are inevitable. While these disagreements can have positive outcomes for a business, they can also have detrimental effects if not handled properly. Hence, it is critical to assess the dispute and its causes and employ various tactics for resolving and negotiating conflicts to mitigate their deleterious effects on the organization.
Al-Mamary, Y. H. S. (2019). Conflicts: Their types and their negative and positive effects on organizations. International Journal of Scientific & Technology Research. https://www.academia.edu/43272221/Con
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