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Running Head: CONFLICT NEGOTIATION 1

CONFLICT NEGOTIATION 2

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Conflict Negotiation.

Students name:

Professors name:

Date.

Reflect on the assigned readings for the week. Identify what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding.

In this week’s readings on the topic of conflict and negotiation, I found it amazing and perhaps interesting to learn several aspects of conflicts that surround human life almost in every bit of their life. Throughout the content, conflict forces have dominated since it has always been existing and witnessed at various levels of life. There are different types of conflicts, ranging from conflicts between the group and within members of a group, conflicts between individuals and organizations (Robbins & Judge, 2017). I learned that, for the efficient and effective performance of any organization., there must be a well-established framework and conflict resolution strategies that can manage any form of conflict for peaceful co-existence to prevail and perhaps improve the organizational productivity.

From the week’s discussion, it was so interesting to learn terms such as negotiation, behavior, dysfunctional and functional conflicts. The conflict was defined as a serious disagreement between two or more parties over a given interest. It was evident from the reading that conflict exists due to goal incompatibility among the participants, which normally arises from opposing behavior from two of the parties involved (Robbins & Judge, 2017). In many organizations, conflicts are normally triggered by the stiff competition of market and marketing services, interdependence, power deferential, and competition over limited resources.

It is good to understand that organizational politics have contributed to many conflicts whose impacts have been extended to employees and inter-organizational relations and led to a good relationship's deterioration. Organizational political may be described as the pursuit of an organization’s own interest rest without much caring on the impacts it will cause to others as well as the efforts of achieving its objectives. I learned that organizations utilize some of the political strategies alliances with powerful and stronger people within the society, manipulate information that may be targeted to accuse other people create their personal nature, and divide and rule in the marketing and production arena. It was also interesting to learn that organizational power and politics are conjointly to maintain the organization's supremacy. In essence, this supremacy is known to provide productivity propelling power and perhaps create motivation required for increased performance  (Robbins & Judge, 2017).

Other concepts that were equally interesting from the discussion were managing and minimizing counterproductive conflicts effectively. Such strategies include empathizing on the shared interests, recognizing when disagreement and conflict arise to deploy best mechanisms for discussion over the issues, and finally encouraging open discussion, which will maintain its focus on the interests over the conflict (Robbins & Judge, 2019).

Pauline has been asked to reorganize her department, eliminating at least two people within the office. Pauline has strong personal relationships with everyone in her office, and being asked to complete this task is very hard on her. Thinking back to Stage Four of the conflict process, discuss one of the types of intentions with which Pauline might struggle in this situation.

Stage four of the conflicts involve a phase where the conflict is visible through statements, reactions, and actions portrayed by the conflicting parties. At this stage, conflict behaviors attempt to implement the attention of individual parties. So in Pauline’s case, she has a tough moment as she is challenged to decide who to eliminate given that she has natured good relationship with all members. She is faced with party intention and therefore needs to design the best fair criteria of eliminating at least two of the employees without hurting any of them (Robbins & Judge, 2019).

References

Robbins, S., & Judge, T. A. (2017). Essentials of Organizational Behavior. London, England: Pearson.

Robbins, S. P., Judge, T. A., & Breward, K. (2016). Essentials of Organizational Behaviour, First Canadian Edition.

Robbins, S. P., & Judge, T. A. (2019). Essentials of Organizational Behavior Value Edition + 2019 Mylab Management With Pearson Etext -- Access Card Package.