Description
The process of making joint decisions when the parties involved have different preferences. Workplace disagreements arise over a variety of matters
Negotiation skills, interactive conflicts and stress management.
GROUP-
Aishwarya Jha
Ila Ranjan
Simran Juneja
Sneha Santosh Annamwar
What is negotiation?
NEGOTIATION SKILLS
The process of making joint decisions when the parties involved have different
preferences.
Workplace disagreements arise over a variety of matters.
a. Substance goals-Outcomes that relate to content issues.
b. Relationship goals -Outcomes that relate to how well people involved
in the negotiations and any constituencies they
represent are able to work with one another once
the process is concluded
3. Effective negotiation-
Occurs when substance issues are resolved and
working relationships are maintained or
improved.
Criteria for an effective negotiation.
1.Quality.
2.Harmony.
3.Efficiency.
WHAT ARE THE DIFFERENT STRATEGIES
INVOLVED IN NEGOTIATION?
Distributive negotiation.
? Focuses on positions staked out or declared by the
? conflicting parties.
? Parties try to claim certain portions of the existing pie.
Integrative negotiation.
? Sometimes called principled negotiation.
? Focuses on the merits of the issues.
? Parties try to enlarge the available pie.
Gaining truly integrative agreements rests on:
? Supportive attitudes.
? Constructive behaviors.
? Good information.
Supportive attitudes.
-Integrative agreements require that each party must:
? Approach the negotiation with a willingness to trust the other party.
? Convey a willingness to share information with the other party.
? Show a willingness to ask concrete questions of the other party.
Constructive behaviours.
-Reaching integrative agreements depends on the negotiator’s ability to:
? Separate the people from the problem.
? Focus on interests rather than positions.
? Avoid making premature judgments.
? Keep alternative creation separate from evaluation.
Good information.
? Each negotiation party must know what he/she will do if an agreement can’t be
reached.
? Each party must understand the relative importance of the other party’s interests.
Third-party roles in negotiation.
-Arbitration.
? A third party acts as a “judge” and has the power to issue a decision that is binding on
all disputing parties.
-Mediation.
? A neutral third party tries to engage the disputing
? parties in a negotiated solution through persuasion and rational argument.
NEGOTIATION ESSENTIALS
1.Listen
2.The power is in listening
3.Ask questions,test for understanding
4.Summarize,and listen
5.Get more by finding out what others want
6.The cheapest concession you can make is to let others
know they have been heard
7.COMMUNICATE
a. No clear lines of communication=no negotiations
NEGOTIATION WINNERS
1. Have a game plan
2.Focus on your goals
3.Identify the issue
4.Have powerful justifications
5.Evalute
6.Pay attention to the closure
INTERACTIVE CONFLICTS
Conflict is a process of social interaction and a social situation, where
interests and activities of participants(individuals or groups)actually,or
apparently,confront,block and disable the realization of one party’s
objectives
person A deliberately makes an effort to prevent of person B with an
opposing action, which will result in frustrating person B to achieve
his goals or satisfy his interests
Organizational conflicts occurs, as actors engage in activities that are
incompatible with those of colleagues within their network, members
of other organization, or unaffiliated individuals who utilize the
service or products of organization.
EFFECTS OF CONFLICTS
Positive-initiate necessary social changes,devloping of creative
ideas and innovations, presenting important problems, making
quality decisions and solving problems, organization re-
engineering,devloping solidarity and group cohesion
Negative effects are similar to bad cooperation,as they waste
time that can be used in a more productive manner
SYMPTOMS OF CONFLICTS
1.Motivation drops,
2.Behaviour changes,
3.productivity falls,
4.sickness absence increases,
5.responses to staff attitude surveys or questionnaires indicate
underlying dissatisfaction,
6.lack of concentration in work and productivity.
CONFLICT MANAGMENT PROCESSES
The ability to effectively deal with conflict is one of
the most important skills you will need to be
successful in your career life
•Set up an environment that all parties know the goal is to resolve
•Make sure all parties want to resolve it
•All parties must accept the conflict as a mutual problem- not win/lose
•Explore the reasons for the conflict
•Generate solution options
•Involved parties must agree on which solution is most appropriate
•Implement the selected solution
•Evaluate the success/failure of the solution
STRESS MANAGEMENT IS THE ABILITY TO
MAINTAIN CONTROL
WHEN SITUATIONS, PEOPLE, AND EVENTS MAKE EXCESSIVE
DEMANDS.
First, recognize stress:
Stress symptoms include mental, social, and
physical manifestations.
These include exhaustion, loss of/increased
appetite, headaches, crying, sleeplessness,
and oversleeping. Escape through alcohol,
drugs, or other compulsive behavior are
often indications.
Feelings of alarm, frustration, or apathy
may accompany stress.
? Look around
See if there really is something you can change or control in the situation
? Set realistic goals for yourself
Reduce the number of events going on in your life and you may reduce the
overload
? Exercise in stress reduction through project management/prioritizing
Selectively change the way you react,
but not too much at one time. Focus on one troublesome thing and manage your
reactions to it/him/her
? Change the way you see your situation; seek alternative viewpoints
Stress is a reaction to events and problems, and you can lock yourself in to one way of
viewing your situation. Seek an outside perspective of the situation, compare it with
yours. and perhaps lessen your reaction to these conditions.
? Avoid extreme reactions;
Why hate when a little dislike will do? Why generate anxiety when you can be nervous?
Why rage when anger will do the job? Why be depressed when you can just be sad?
? Get enough sleep
? Work off stress
with physical activity, whether it's jogging, tennis, gardening
Try to be positive!
doc_716774120.pptx
The process of making joint decisions when the parties involved have different preferences. Workplace disagreements arise over a variety of matters
Negotiation skills, interactive conflicts and stress management.
GROUP-
Aishwarya Jha
Ila Ranjan
Simran Juneja
Sneha Santosh Annamwar
What is negotiation?
NEGOTIATION SKILLS
The process of making joint decisions when the parties involved have different
preferences.
Workplace disagreements arise over a variety of matters.
a. Substance goals-Outcomes that relate to content issues.
b. Relationship goals -Outcomes that relate to how well people involved
in the negotiations and any constituencies they
represent are able to work with one another once
the process is concluded
3. Effective negotiation-
Occurs when substance issues are resolved and
working relationships are maintained or
improved.
Criteria for an effective negotiation.
1.Quality.
2.Harmony.
3.Efficiency.
WHAT ARE THE DIFFERENT STRATEGIES
INVOLVED IN NEGOTIATION?
Distributive negotiation.
? Focuses on positions staked out or declared by the
? conflicting parties.
? Parties try to claim certain portions of the existing pie.
Integrative negotiation.
? Sometimes called principled negotiation.
? Focuses on the merits of the issues.
? Parties try to enlarge the available pie.
Gaining truly integrative agreements rests on:
? Supportive attitudes.
? Constructive behaviors.
? Good information.
Supportive attitudes.
-Integrative agreements require that each party must:
? Approach the negotiation with a willingness to trust the other party.
? Convey a willingness to share information with the other party.
? Show a willingness to ask concrete questions of the other party.
Constructive behaviours.
-Reaching integrative agreements depends on the negotiator’s ability to:
? Separate the people from the problem.
? Focus on interests rather than positions.
? Avoid making premature judgments.
? Keep alternative creation separate from evaluation.
Good information.
? Each negotiation party must know what he/she will do if an agreement can’t be
reached.
? Each party must understand the relative importance of the other party’s interests.
Third-party roles in negotiation.
-Arbitration.
? A third party acts as a “judge” and has the power to issue a decision that is binding on
all disputing parties.
-Mediation.
? A neutral third party tries to engage the disputing
? parties in a negotiated solution through persuasion and rational argument.
NEGOTIATION ESSENTIALS
1.Listen
2.The power is in listening
3.Ask questions,test for understanding
4.Summarize,and listen
5.Get more by finding out what others want
6.The cheapest concession you can make is to let others
know they have been heard
7.COMMUNICATE
a. No clear lines of communication=no negotiations
NEGOTIATION WINNERS
1. Have a game plan
2.Focus on your goals
3.Identify the issue
4.Have powerful justifications
5.Evalute
6.Pay attention to the closure
INTERACTIVE CONFLICTS
Conflict is a process of social interaction and a social situation, where
interests and activities of participants(individuals or groups)actually,or
apparently,confront,block and disable the realization of one party’s
objectives
person A deliberately makes an effort to prevent of person B with an
opposing action, which will result in frustrating person B to achieve
his goals or satisfy his interests
Organizational conflicts occurs, as actors engage in activities that are
incompatible with those of colleagues within their network, members
of other organization, or unaffiliated individuals who utilize the
service or products of organization.
EFFECTS OF CONFLICTS
Positive-initiate necessary social changes,devloping of creative
ideas and innovations, presenting important problems, making
quality decisions and solving problems, organization re-
engineering,devloping solidarity and group cohesion
Negative effects are similar to bad cooperation,as they waste
time that can be used in a more productive manner
SYMPTOMS OF CONFLICTS
1.Motivation drops,
2.Behaviour changes,
3.productivity falls,
4.sickness absence increases,
5.responses to staff attitude surveys or questionnaires indicate
underlying dissatisfaction,
6.lack of concentration in work and productivity.
CONFLICT MANAGMENT PROCESSES
The ability to effectively deal with conflict is one of
the most important skills you will need to be
successful in your career life
•Set up an environment that all parties know the goal is to resolve
•Make sure all parties want to resolve it
•All parties must accept the conflict as a mutual problem- not win/lose
•Explore the reasons for the conflict
•Generate solution options
•Involved parties must agree on which solution is most appropriate
•Implement the selected solution
•Evaluate the success/failure of the solution
STRESS MANAGEMENT IS THE ABILITY TO
MAINTAIN CONTROL
WHEN SITUATIONS, PEOPLE, AND EVENTS MAKE EXCESSIVE
DEMANDS.
First, recognize stress:
Stress symptoms include mental, social, and
physical manifestations.
These include exhaustion, loss of/increased
appetite, headaches, crying, sleeplessness,
and oversleeping. Escape through alcohol,
drugs, or other compulsive behavior are
often indications.
Feelings of alarm, frustration, or apathy
may accompany stress.
? Look around
See if there really is something you can change or control in the situation
? Set realistic goals for yourself
Reduce the number of events going on in your life and you may reduce the
overload
? Exercise in stress reduction through project management/prioritizing
Selectively change the way you react,
but not too much at one time. Focus on one troublesome thing and manage your
reactions to it/him/her
? Change the way you see your situation; seek alternative viewpoints
Stress is a reaction to events and problems, and you can lock yourself in to one way of
viewing your situation. Seek an outside perspective of the situation, compare it with
yours. and perhaps lessen your reaction to these conditions.
? Avoid extreme reactions;
Why hate when a little dislike will do? Why generate anxiety when you can be nervous?
Why rage when anger will do the job? Why be depressed when you can just be sad?
? Get enough sleep
? Work off stress
with physical activity, whether it's jogging, tennis, gardening
Try to be positive!
doc_716774120.pptx