Organizational Behavior

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 ESSENTIALS1.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.COMMUNICATEa. No clear lines of communication=no negotiations

NEGOTIATION WINNERS

1. Have a game plan

2.Focus on your goals

3.Identify the issue4.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 CONFLICTS1.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 CONTROLWHEN 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 aroundSee if there really is something you can change or control in the situation

Set realistic goals for yourselfReduce 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 viewpointsStress 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 stresswith physical activity, whether it's jogging, tennis, gardening

Try to be positive!

THANK YOU!