Current Trends in Negotiation Theory and Practice - Assignment Example

Name: Professor: Institution: Course: Date: Word Count: 1906 Table of Content Abstract 3 1.0Introduction to Negotiation 4 2.0 Current trends in negotiation theory and practice 5 2.1 Negotiating towards a Win-Win Situation 5 2.1.1 Focus on maintaining the relationship 5 2.1.2 Focus on Interests not positions 6 2.1.3 Generating a variety of options 6 3.0 Negotiation strategy 6 4.0 procedures 7 5.0 Results 7 6.0Discussion 8 REFERENCES Abstract The ability to negotiate successfully is a skill that many employers value so much. Every day, we are involved in negotiation situation both the formal and informal setup. Negotiation is basically about using one’s persuasion influence and interpersonal skills to come up with solutions to a problem while aiming at having a win-win approach. In today’s worl0d, many professionals are opting to choose the win-win approach to negotiate as opposed to win-lose approach. The report discusses the theory of win-win approach. It also gives a detailed example of a negotiation situation I was involved in as well as how my negotiation strategy worked to ensure that there was a win-win situation in my problem. These results are then discussed in relation to the negotiation strategy and the theory of win-win approach. 1.0 Introduction to negotiation Every day we are involved in negotiations. Negotiations can occur between parents and their children, between spouses, between managers and their employees, between friends, between clients and company professional, between organizations and even between the public and agencies. Negotiation is a significant process when trying to develop a new relationship or even redefine an old relationship that was not working for one reason or another. Negotiation refers to the process through which people settle differences that they have. It is the process through which an agreement or a compromise is reached so as to avoid further arguments. It can also be defined as the process of solving a problem between two or more people where the individuals agree to voluntarily discuss their differences and try to come into a consensus about their disagreement. The negotiation process requires that the parties identify the issues that they differ in and talk to each other about their interests and needs and try to come up with a variety of solutions to their problem and finally bargain over the final decision arrive at (Guasco, & Robinson, 2007 p 3). In any negotiation process, all the parties hope to come that the best possible outcome will be achieved. The best negotiation process results into some promise or exchanges being made by the negotiating parties. These exchanges or promises may either be tangible or intangible. The tangible promises or exchanges may include money or a commitment of time. The intangible exchanges may include an apology or making an agreement to change a particular attitude. Fairness is an important element if any negotiation is to be successful. Some parties in a negotiation negotiate as though their most important objective is to have an advantage over the other party. However, it is important to note that if any party feels that they have been treated unfairly, they may decide to walk out of the negotiation process and decline to fulfill their part of the agreement. Therefore, since negotiation is a give a take process, there is need to conduct it in a way that leaves both parties feeling satisfied about the results of the bargaining process which will ensure that they are committed to fulfilling their part of the agreement (Downs,2009 p16). 2.0 Current trends in negotiation theory and practice 2.1 Negotiating towards a WIN-WIN situation Professional negotiators usually aim at a WIN-WIN solution which will involve at looking for resolutions that allow both parties to gain. Negotiators prefer working together towards resolving their differences which will result to both parties being satisfied. The key points when aiming for a WIN-WIN outcome include; 2.1.1 Focus on maintaining the relationship The parties involved should not allow disagreements to damage the interpersonal relationship and this can be achieved by not blaming each other for the problems but aim at confronting the problem not the people. The two sides should actively support each other so as resolve the problem, they should also remember that negotiation is about finding an agreeable solution to a problem but not undermining other and therefore so as to avoid negotiation breaking down into argument. It is therefore helpful to consciously separate the issues under dispute from the people involved (Fosdick, 2006 p,66). 2.1.2 Focus on interests not positions In the negotiation process, it is very important to take into account personal wants, needs, emotions and worries. Positions tend to focus on only one solution whereas there are a number of ways of satisfying interests. Positions are often opposed but individuals may still have common interests on which they can build (Fosdick, 2006, p67). 2.1.3 Generate a variety of options that offer gains to both parties before deciding what to do Rather than focusing on one way to resolve differences, it is important to consider a number of options that can provide a resolution and then work together as a team to decide on which is the best solution for both parties. Brainstorming is one of the techniques that can be used to generate different potential solutions. Good negotiators usually spend a lot of time finding ways of meeting the interests of both parties rather than pursuing their self interest and then find possible solutions (Fosdick, 2006 p69). 3.0 Negotiation strategy In our negotiation, we are going to apply a play fair strategy. To start with, we should inform the other party about our interests and goals so as they can understand not only how they with meet their needs but also ours as well. For us to progress into fact finding and option generation, we should begin by setting the frame of a cooperative mood to increase mutual interaction. The other party will reciprocate in kind if we start by openly offering information. Provided we set the frame of reciprocation and gain agreement at the outset, and provided we don't put all our cards on the table (better to trade cards, one for one), reciprocation will prevail. Of course if the other side refuses to reciprocate at any point, and refuses to give a valid reason, this should be our red flag to stop (Varkey, Gupta, & Bennet,2008, p352). 4.0 Procedure Recently, I was experiencing some family problems which ended up stressing me. My father had been ailing from Alzheimer's disease. These problems ended up catching up with my workplace performance. I started taking a lot of time taking care of my ailing father which made me neglect some of the duties that I had been assigned. As the assistant project manager, I was expected to carefully go through the proposed projects before sending my team for presentation of this project. However, with my recent trends, I was not in a position to go thoroughly through the project guidelines and for this reason, the projects ended up being a failure. This annoyed my employer very much as he could not understand why my performance was going down. Before I started experiencing these problems, my performance had been really consistent and I was a very motivated and highly productive employee. My behaviour had become so uncharacteristic that my employer could not take it anymore and therefore he demanded that I should have a meeting with him the next day. The main aim of the meeting was to discuss my recent behaviour which had adversely affected the performance of the marketing department and the performance of the whole company in general. The meeting was scheduled to take place the next day at 2.00 p.m. in the Chief Executive Officer's office who was my employer and in the presence of the Company's project manager who was my supervisor. 5.0 Results of the Negotiation After going to the meeting the next day, I was asked by my employer to explain my recent behaviour which had adversely affected my recent performance and had also affected the sales of the company. It is at this point that I explained to my employer that in the last few weeks, my father had been suffering from Alzheimer's disease. He had been hospitalized for a few weeks after which he was discharged and was now staying in my house. I had to take care of him as I could not afford to pay the expense of hiring a nurse to take care of him. For this reason I had a big problem trying to maintain my work schedule as well as my schedule at home to take care of my ailing father. I also explained to my supervisor and my employer that I really valued my job and with the recent family problems, I was afraid that I was going to lose my job. After explaining my problems, it is at point that my employers assured me that I was not going to lose my job and that they were merely concerned what had caused the sudden change in behavior and consequently a drop in my work performance. After a long discussion with my employers we came to a consensus. There was need to have a win- win situation since I really valued my job and my employer's understanding and my employers valued my skills as well as my experience. We were both willing to discuss alternatives and options that would serve both our concerns. We decide that together with my supervisor, we were going to draw a flexible schedule that would assist me to resolve the family work conflicts that I was experiencing. Moreover, the Chief Executive officer offered to assist me with the expenses of hiring a nurse to take care of my ailing father which would at least leave me with a lot of time to take care of my work assignments. I felt that that was a fair deal which even motivated me to work harder to reciprocate what my employers were doing for me. 6.0 Discussion In my negotiation with my employer we adopted a fair play strategy which assisted us to arrive in a WIN-WIN situation. We followed the key points to have a WIN-WIN solution and this was supported by a fair play strategy that we adopted during the negotiation process. We maintained a relationship by not allow disagreements to damage the interpersonal relationship and we achieved this by not blaming each other for the problems but aim at confronting the problem. we began our negotiation by setting the frame of a cooperative mood to increase mutual interaction, I start by openly offering information about how I had to take care of my elderly father and that why I was absent from the work place and this made my employer to reciprocate in kind helping us to maintain a good relation. We actively supported each other so as to resolve this problem by finding an agreeable solution rather than undermining each other as my employer respected me for that skill that I have which contributes positively to the company and I respected my boss for offering me a job. By doing this, we avoided our negotiation not to break down into argument as we were able to consciously separate the issue under dispute from us (Fosdick, 2006, p66). On the other hand, during our negotiation, we did not focus on our positions but on our interests. We had different positions since I could not left my elderly father unattended and the company could not allow me to be absent every day. If we choose to focus on our positions, this would mean that I should lose my job to go and take care of my elderly sick father; this would mean that I will be unemployed and the company will lose a skilled. However, we choose to focus on our common interests and that is I needed the job and the company needed my skills and there we had to come up will a resolution that will satisfy our interests. Lastly, through brainstorming we generated a variety of options that offered gains to us both before deciding on what to do. We considered a number of options that would provide a solution and then we decided on the best option which was favorable to both of us. As a result of spending a lot of time finding ways of meeting the interests of both us rather than pursuing their self interest we were able to arrive to a WIN-WIN resolution as I was able to go to work on time and take care of my elderly sick father. References Downs L.S (2009) Negotiation Skills Training. American Society for training Developments Publisher: USA Fosdick M (2006). The Savvy Negotiator: Building Win-Win Relationships. Praeger: USA Gavin K.(2007) Strategic Negotiation. 3rd Edition. Gower: England Guasco M.P, Robinson P.R (2007) Principles of Negotiation: Strategies, Tactics, Techniques to Reach Agreement. Entreprenuer Media: Canada Varkey P, Gupta. P, & Bennet K. (2008) An Innovative Method to Assess Negotiation Skills Necessary for Quality Improvement. American Journal of Medical Quality, September/October 2008; vol. 23, 5: pp. 350-355 Read More