Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Negotiation skills and tactics subtopics
5 negotiating skills essay
Negotiation skills in daily life
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Negotiation skills and tactics subtopics
Negotiations as we are learning, are a part of daily life and the ability to negotiate effectively, regardless of the subject matter, is an imperative aspect of personal and professional success. Delving more deeply into the topic of negotiation it is recognized that all parties involved in said negotiations are going to bring to the table a certain type of personal power and adjusting negotiations as a reflection of such is equally as important to the negotiation process as the negotiation style(s) we choose to utilize. The purpose of this paper will be to apply different types of personal powers that were necessary at various phases of a negotiation that took place in my own life last year with another student and teacher in a Philosophy class that I had taken. It will be through this research paper that the scenario is described, the top three communication issues that were presented will be address, the sources of power used in the negotiation will be identified, and recommended strategies which might have reduced the conflict between the parties involved will be. Research suggests that there are nine primary sources of personal power and those include “network power, interpersonal power, intrapersonal power, technical power, force power, image power, status power, resource power, and physical power” (Gautrey, 2008-2013). While all of these sources of power are not applicable to the scenario that is to follow there are certain personal powers that do in fact apply: status power, resource power, and force power. Having identified the specific personal power types that were utilized on my behalf in the situation to follow, understanding what each means through definition is further required. Status power as a personal power i... ... middle of paper ... ...utrey, C. (2008-2013). Nine sources of personal power. Retrieved from https://www.learntoinfluence.com/nine-types-of-personal-power/ Negotiation Training (2014). Negotiation and Persuasion – Same or Different? Retrieved from http://negotiationexpertise.com/reni-blog/negotiation-persuasion/ Oregon State Education (2014). Key aspects of communication. Retrieved from http://oregonstate.edu/instruct/comm440-540/commfactors.htm Public Entity Risk Institute (PERI) (2014). Discrimination and Harassment in the Workplace: Five Essential Strategies for Smarter Risk Management. Retrieved from http://www.riskinstitute.org/peri/component/option,com_bookmarks/Itemid,44/catid,22/navstart,0/task,detail/mode,0/id,729/search,*/ Root III, G. (2014). Ways to reduce conflict in the workplace. Retrieved from http://smallbusiness.chron.com/ways-reduce-conflict-work-place-1204.html
Lewicki, J. R., Barry, B., & Saunders, M. D. (2011). Essentials of negotiation (5th ed.). New
Many situations present the important synchronization of internal versus external negotiations. Many individuals have studied how each side in the negotiation is able to manage the internal opposition to agreements being negotiated. This can also be known as “on the table”, or what exactly is on the line in a heated argument. Each individual involve in an argument has a particular position to be managed, and often times own personal interests are widely expressed. This paper will expand upon the case of Fischer collecting needed funds from Smith with proposals and ideas for a manageable negotiation.
What is three interpersonal powers in an organization, and how can Zack’s instructor apply these forms of power concepts as to Zack’s behavior; in addition, will these key characteristics of power cause any form of lateral properties as to refining Zack’s overall behavior. So, what is interpersonal forms of power, “it’s classifying different types of power that people can exert over one another in interpersonal communication can help analyze the power balance in any situation” (Radsheed, 2017). Those different forms of power are as follows: “reward, coercive, legitimate, referent; and expert” (Nelson & Quick, 2017, pg. 171-172). Individually useful and contingent as to the circumstances as indicated above. Let’s begin with what reward power
Negotiation is a fundamental form of dispute resolution involving two or more parties (REF1). Negotiations can also take place in order to avoid any future disputes. It can be either an interpersonal or inter-group process. Negotiations can occur at international or corporate level and also at a personal level. Negotiations often involve give and take acknowledging that there is interdependence between the disputants to some extent to achieve the goal. This means that negotiations only arise when the goals cannot be achieved independently [2]. Interdependence means the both parties can influence the outcome for the other party and vice versa. The negotiations can be win-lose or win-win in nature. The disputant will either try to force the other parties to conform to their demands or try to formulate a solution which satisfies both parties. The nature of their relationship during the negotiation is linked to the nature of their interdependence, the way negotiations are piloted and the final outcomes for the disputants [3]. Effective negotiators try to comprehend the ways in which other disputants may alter or readjust their positions during the whole process. This is comprehended by looking at how other disputants alter their positions during previous negotiations. Negotiations also involve a desired amount of information exchange and try to influence the other disputant’s outcome. This process of give and take is necessary to achieve a favourable agreement. Disputants usually will not want to cooperate if they sense a lack of willingness to compromise from the other party’s side.
Whether or not we are aware of it, each of us is faced with an abundance of conflict each and every day. From the division of chores within a household, to asking one’s boss for a raise, we’ve all learned the basic skills of negotiation. A national bestseller, Getting to Yes, introduces the method of principled negotiation, a form of alternative dispute resolutions as opposed to the common method of positional bargaining. Within the book, four basic elements of principled negotiation are stressed; separate the people from the problem, focus on interests instead of positions, invest options for mutual gain, and insist on using objective criteria. Following this section of the book are suggestions for problems that may occur and finally a conclusion. In this journal entry I will be taking a closer look at each of the elements, and critically analyse the content; ultimately, I aim to briefly bring forth the pros and cons of Getting to Yes.
Negotiating styles are grouped into five types; Competing, Collaborating, Comprising, Avoidance, and Accommodating (Colburn, 2010). Even though it is possible to exhibit different parts of the five types of negation styles in different situations, can see that my tendencies seem to default to, Compromise and Accommodating. In reviewing the course work and reviewing my answers for Questionnaire 1 and 5, I find that the data reflects the same assumption. The accommodating profile is one where relationship perseveration is everything and giving what the other side wants is the route to winning people over. Accommodators are well liked by their colleagues and opposite party negotiators (Colburn, 2010). When analyzing my accommodating tenancy in negations, I find often it is easier to give into the demands when they are within a reasonable range. I often consider it the part of providing a high level of customer service. It has been my experience that continued delaying and not coming to an agreement in a topic will only shorten the window in which you will have to meet the request since. The cons to this style are by accommodating highly competitive styles the accommodator can give up to much ground in the process. “Giving away value too easily too early can signal to your negotiation counterpart that you've very deep pockets, and your gift is just a taster of bigger and better gifts to come”. The other negations type I default to is compromising. Compromising “often involves splitting the difference; usually resulting in an end position of about half way between both parties’ opening positions” (Colburn, 2010). In the absence of a good rationale or balanced exchanged concessions, half way betwee...
The following discuses on the topic of negotiation which relates that interest based negotiation can achieve better outcomes than position bargaining in maintaining good relationship .The term Negotiation occurs when more than two people and groups come together to reach an agreement that is mutually satisfactory over a debate. Negotiation skills are used in building suitable environments for reaching such agreements.(B. Elder 1994 P112) Arguing on the other hand is a form of conflict any conflict situation has the potential to involve destructive conflict or constructive conflict. Conflict resolution is often achieved by negotiation. Arguing is a term used for conflict others are discussion,
Before taking this module of Managing the negotiation process, I perceived my strengths and weaknesses solely based on my personality. Thanks to a variety of supporting materials such as the lectures, textbook, class discussion, role-play exercises and group work assignment, this course has offered me an opportunity to look at myself more comprehensively. It also helps reveal my style as a negotiator. My strengths and weaknesses are now becoming clearer to me so that I know how to make use of the strengths and reduce the impacts of the weaknesses. I also explore some new strengths and weaknesses that I have never known before.
The ability to possess power over individuals is an intense trait that all individuals behold. The outcomes of situations are based on the use of this power. Power can be viewed as an art and a skill if used properly to promote productivity, efficiency, and effectiveness within an organization. However, contrary to that, it can be used in a deviant manner to prohibit success. The following analysis will analyze the most productive use of power and the impact of power in a specified organization. The organization chosen for this illustration will be the Directorate of Resource Management, which fall under the Department of the Army.
During this course, I have learned a lot about negotiating. We learned about almost every negotiating technique there is. We learned about cross-cultural negotiations, body language, Best Alternative To a Negotiated Agreement (BATNA), variables in negotiating, and many more. Before this course, I did not know that much about negotiating. I thought that negotiating was just about trading or convincing someone to give you what you want and you did not care about the other side, resulting in a win-lose. I now know that negotiating is about getting what you want, but also giving the other side what they want as well to result in a win-win. This paper is about how I am going to improve my negotiating skills over the next six months. In order for me to improve my negotiating skills, I believe I need to improve the following skills- my body language, communication, planning, and my interpersonal communications. By improving those skills, I can become an effective negotiator.
The following reflective report will discuss my performance in the negotiation exercise that was conducted on the 15th of September. It will include a brief summary of the process and outcome, an analysis of my presentation and will finish with a conclusion. The analysis section will be broken up into the four stages of negotiation; the relational stage, the exploring stage, the generating of options and the reaching of a solution. Strengths, weaknesses, ethical issues and negotiation techniques will all be identified throughout the analysis. I will also refer to my preparation plan, feedback sheets and other relevant source material.
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
“Power has remained one of the least understood and most overused concepts within organisations” (Reed, 1996). It has created some debates considering different perspectives and sources of power. Power can be defined, as the potential ability to influence behaviours, changing the result of events and getting people to do things that they would not do otherwise (J.Pfeffer, 1992). The role of power is characterized by individuals or groups of individuals acquiring power through their position and their control of resources (Clegg et al., 2006). Various types of powers can be identified establishing a basis of power, the stronger this basis, the greater the power and the potential influence (French and Raven, 1959). Power is an essential tool in achieving things and is part of every organisation. This essay will explore who has the power within organisations considering bureaucratic and post-bureaucratic viewpoints, how power is used and how much control does management have. Throughout the essay, I will critically discuss the extent to how are the different perspectives of power realistic in today’s organisations.
The Competing style of negotiation is one of the most commonly used styles and is also known for being called the Domination style. The Competing style consists of low cooperation and high assertiveness; people who use this style are often contributing to negotiations as if there are always clear winners and losers - their intention is to b...
Negotiation is a part of everyday life, yet there is a very small amount of people who are comfortable when having a negotiation or difficult conversation. Some do not want to harm the relationship, so they just agree with the other party (soft-bargaining); and others love to get into the “game” and look for any situation to negotiate and win (hard-bargaining). I would say I fall somewhere in between because I care about the relationships for the most part; however I also love to negotiate and work the conversation. Through this real-life negotiation, the class and this paper I plan on growing as an individual and becoming a more effective negotiator.