ORGB320-FINAL-CH10

mediation

an outside third party (the mediator) enters the situation with the goal of assisting the parties in reaching an agreement.

Alternative Dispute Resolution (ADR)

includes mediation, arbitration, and other ways of resolving conflicts with the help of a specially trained, neutral third party without the need for a formal trial or hearing. [8] Many companies find this effective in dealing with challenging problems.

BATNA

which is an acronym that stands for the "best alternative to a negotiated agreement." Determining your BATNA is one important part of the investigation and planning phase in negotiation.

in-group bias

which may be defined as a tendency for individuals to favor the group to which they belong.

competing

*a conflict-handling style that is highly assertive but low on cooperation style want to reach their goal or get their solution adopted regardless of what others say or how they feel.

Interpersonal conflict

*a type of conflict between two people. is among individuals such as coworkers, a manager and an employee, or CEOs and their staff. Interpersonal conflict is an important source of stress. Particularly employees who have an agreeable personality and those who have less social support at work report fluctuations in their happiness levels in reaction to how much interpersonal conflict they experience on a daily basis. [3] Competition could be a key reason behind interpersonal conflict.

intrapersonal conflict

*conflict that arises within a person. For example, when you're uncertain about what is expected or wanted, or you have a sense of being inadequate to perform a task, you are experiencing intrapersonal conflict. Intrapersonal conflict can arise because of differences in roles.

integrative approach

In this approach, both parties look for ways to integrate their goals under a larger umbrella. That is, they look for ways to expand the pie, so that each party gets more. This is also called a win-win approach.

Negotiation

is a process whereby two or more parties work toward an agreement.

Intergroup conflict

is conflict that takes place among different groups. Types of groups may include different departments or divisions in a company, and employee union and management, or competing companies that supply the same customers. Departments may conflict over budget allocations; unions and management may disagree over work rules; suppliers may conflict with each other on the quality of parts.

distributive view

of negotiation is the traditional fixed-pie approach. That is, negotiators see the situation as a pie that they have to divide between them. Each tries to get more of the pie and "win." For example, managers may compete over shares of a budget. If marketing gets a 10% increase in its budget, another department such as R&D will need to decrease its budget by 10% to offset the marketing increase. Focusing on a fixed pie is a common mistake in negotiation, because this view limits the creative solutions possible.

investigation

or information gathering stage.

compromising

style is a middle-ground style, in which individuals have some desire to express their own concerns and get their way but still respect the other person's goals.

accommodating

style is cooperative and unassertive. In this style, the person gives in to what the other side wants, even if it means giving up one's personal goals.

avoiding

style is uncooperative and unassertive. People exhibiting this style seek to avoid conflict altogether by denying that it is there.

arbitration

the parties submit the dispute to the third-party arbitrator. It is the arbitrator who makes the final decision. The arbitrator is a neutral third party, but the decision made by the arbitrator is final (the decision is called the "award").