Description
You are preparing to negotiate for your first car purchase. Answer the following questions:
What techniques could you use to improve the outcome of this negotiation Outline your techniques fully,
incorporating suggestions from your research and readings.
Explain whether you used distributive bargaining approach or integrative bargaining approach. Why did you
choose that approach with a car dealer
Your submitted assignment should be 1 3 pages. Be sure to use proper spelling, punctuation, and grammar and
cite your sources per APA. For more information on APA, please visit the Online Library, which is available
through the Resources tab.
Several common themes underlie most definitions of conflict. For there to be a conflict, it must be perceived by all the parties involved. Other conflict themes include opposition, scarcity, blockage, and the assumption that there are two or more parties whose interests or goals appear to be incompatible.
Process of Conflict
Stage I: Potential Opposition
The first step in the conflict process is the presence of conditions that create opportunities for conflict to arise. Three general categories are communication, structure, and personal variables.
Stage II: Cognition and Personalization
If the conditions cited in Stage I generate frustration, then the potential for opposition becomes realized in the second stage. One or more of the parties must be aware of the existence of the antecedent conditions. However, just because a conflict is perceived does not mean it is personalized.
It is at the personal level where conflict is felt. It is when individuals become emotionally involved that parties experience anxiety, tension, frustration, or hostility.
Stage III: Behavior
A member engages in action that frustrates the attainment of another’s goals or prevents the furthering of the other’s interests. At this point, the conflict is out in the open. Overt conflict covers a full range of behaviors. These can range from subtle, indirect, and highly controlled forms of interference to direct, aggressive, violent, and uncontrolled struggle. This is also when most conflict-management behaviors are initiated.
Stage IV: Outcomes
Functional Outcomes
Low or moderate levels of conflict could improve the effectiveness of a group.
Dysfunctional Conflict
Uncontrolled opposition breeds discontent, which acts to dissolve common ties and eventually leads to destruction of the group.
There are five ways that people tend to handle or resolve conflict. They are: competition, collaboration, avoidance, accommodation, and compromise. Your approach to handling conflict will, to some degree, be influenced by your cultural roots. Americans, for example, have a reputation for being open, direct, and competitive. These characteristics are consistent with a society marked by relatively low uncertainty avoidance and high quantity-of-life rankings. People in countries low in uncertainty avoidance feel secure and relatively free from threats of uncertainty. Their organizations, therefore, tend to be rather open and flexible. Countries high in quality of life emphasize assertiveness. The cultural climate of low uncertainty avoidance and high quantity of life tend to shape a society that is open, direct, and competitive. This premise suggests that uncertainty avoidance and quantity/quality of life rankings would be fairly good predictors of which conflict styles are preferred in different countries.
Select the Conflict-Management Approach that Works
Many people assume that conflict is related to lower group and organizational performance. This assumption is often false. Conflict can be either constructive or destructive to the functioning of a group or unit. When it’s too high or too low, it hinders performance. An optimal level is one in which there is enough conflict to prevent stagnation, stimulate creativity, allow tensions to be released, and sow the seeds for change, yet not so much as to be disruptive.
Advice to managers faced with excessive conflict: don’t assume that there’s one conflict-management approach that will always be best! Select the resolution technique appropriate for each situation.
Additional Materials
View this presentation for more information on Conflict and Negotiation.
PPT file included
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