Conflict Negotiator Resolution Styles

Conflict Negotiator Resolution Styles

By:


In Negotiation there are two sets of needs that must always be met. Those are your own needs in the negotiation and the other sides needs. How you choose to respond to each set of needs will dictate your negotiation style. These two basic dimensions define five different modes for responding to conflict situations. No style is right or wrong. It has an appropriate context.

A Competing Style in Negotiation is assertive and uncooperative you pursue your own concerns at the other person's expense. This is a power-oriented mode in which you use whatever power seems appropriate to win your own position -- your ability to argue, your rank, or economic sanctions. Competing means "standing up for your rights," defending a position which you believe is correct, or simply trying to win. Some appropriate contexts: one shot deals, true fixed pie negotiations.

An Accommodating Style in Negotiation is unassertive and cooperative -- the complete opposite of competing. You pursue and satisfy the other sides need even at the expense of your own. When , the individual neglects his own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. might take the form of selfless generosity or charity, obeying another person's order when you would prefer not to, or yielding to another's point of view. Some appropriate contexts: courting, throwaway issues, building up support for an issue down the road which is of key importance to you.

An Avoiding Style in Negotiation is unassertive and uncooperative -- you neither pursue your own concerns nor those of the other side. Essentially you do not deal with the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time. Some appropriate contexts: To avoid losing when the other side has all of the power, or simply withdrawing from a threatening situation.

A Collaborating Style in Negotiation is both assertive and cooperative -- the complete opposite of avoiding. Collaborating involves an attempt to work with others to find some solution that fully satisfies everyones concerns. It means digging into an issue to pinpoint the underlying needs and wants of both sides. Collaborating between two persons might take the form of exploring a disagreement to learn from each other's insights, resolving an issue that would otherwise have you both competing for resources, or trying to find a creative solution to an interpersonal problem. Appropriate context: most negotiating situations, except one shot deals.

A Compromising Style in Negotiation is moderate in both assertiveness and cooperativeness. The objective is to find some expedient, mutually acceptable solution that partially satisfies both parties. It falls in between competing and collaborating. Compromising gives up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding, but does not explore it in as much depth as collaborating. In some situations, compromising might mean splitting the difference between the two positions, exchanging concessions, or seeking a quick middle-ground solution. Appropriate context: true fixed pie, back up to collaborating.

Each of us is capable of using all five conflict-handling modes: none of us can be characterized as having a single rigid style of dealing with conflict. However, any given individual uses some modes better than others and therefore, tends to rely upon those modes more heavily than others, whether because of temperament or practice.

The conflict behaviors which an individual uses are therefore a result of both his or her personal predispositions and the requirements of the situation in which s/he finds or herself. Instruments like The Thomas-Kilmann Conflict Mode Instrument, which you can find online, are designed to assess your mix of conflict-handling modes.

About the Author:
Marsha A. Ostrer is a mediator, attorney and conflict resolution trainer who practices privately through Family Mediation of Cape Cod. Her conflict resolution specialty is successfully entering and defusing highly charged conflicts.

She is also the founder and developer of http://www.all-things-conflict-resolution-and-adr.comwebsite from which this article was developed. http://www.all-things-conflict-resolution-and-adr.com mission is to provide resources and information to consumers about



Article Originally Published On: http://www.articlesnatch.com


Tags: , , ,

|

Loading...
Related....
Videos...

Recent Negotiation Articles

Comments

Still can't find what you are looking for? Search for it!

Loading

Site Navigation:

Copyright 2005-2011 ArticleSnatch, LLC - All Rights Reserved.
Privacy Policy | Terms of Service.