Conflict Negotiation

Conflict Negotiation

Desired Outcomes

The first task of the is to figure out the main desired outcomes of conflict negotiation . Mostly the desired outcomes are discussed from the the vantage-point of the third party or manager . The desired outcomes can be fit into three main categories such as satisfaction fairness and effectiveness . The possible outcome may be instituting better procedures and rules . It is the example of fairness outcome . The next goal is finding acceptable solution which displays a participant satisfaction (Jameson 1999

The last goal has to indicate the

concern for the effective solution The desired objectives regarding to this category may be improving the relationships , working on a structural solution , altering structure of work , preventing repetition , teaching conflicting parties how to manage effectively their problem in the future work , creating more clarity and transparency , trying to create the best suitable solution of conflict finding pragmatic solution , etc . It is found that a conflict is the reflection of structural changes and can help in choosing the best suited strategy instead of settling individual problems . Such perspective is the evidence that the desired outcome is generation of organizational changes

Conflict negotiating is based also on four strategic dimensions and desired outcomes depend on the chosen dimension . The four dimensions are effectiveness or quality of decision , efficiency or consumption of organizational resources , effects on relationships of conflicting parties and effects on individual perceptions . Actually the desired outcome is based on the specific conflict situation . It is also admitted that the desired outcomes are closely connected with personal preferences and styles of management in company (Jameson 1999

According to another theory there are eight common outcomes . Three of them are similar to managerial goals (improving the relationship minimizing cost , timeliness . The other five are obtaining a neutral opinion , establishing a precedent , maximizing /minimizing recovery privacy and vindication . In some cases it is the neutral position that is the best desired outcome , although sometimes it is very difficult to act neutrally . The mentioned desire outcome is implicated when disputants prefer a third party . It is noted that neutral position refers to fairness (Killian 2003

Main Concepts of Strategies

The second task is to define main concept beyond strategies of conflict managing . There are three main concepts : interest-based , rights-based and power-based

The first interest-based management concept is the concept of mediation There is no defined role of mediator and that is why this concept involves intervention by a neutral third party who will be responsible for guiding process in right direction and at the same time he will allow conflicting parties to control the desired outcome . The mediator is also responsible for providing information about legal issue of the problem . Mediator engages perspective and reasonable talking , improves relationships between them and helps to find realistic settlement of the conflict (Jameson 1999

Interest-based concept is identified as such that suits to conflict management . The concept involves such aspects as advising , negotiation mediation and facilitation . All the concepts can be both informal and formal when...