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Conflict Management and Negotiation D2 : D8 - Essay Example

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Conflict Management and Negotiation Name: Institution: Question 2# Two executive members of different institutions set up a meeting where they had a business deal to accomplish. One of them was Peter, the Chief Executive of Nike, a company that is currently experiencing financial hitch…
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Conflict Management and Negotiation D2 : D8
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Download file to see previous pages Peter had expressed his intensions of being interested and not noncommittal. In the course of Mike’s presentation, Peter interrupted (an action that left witnesses silenced). Peter then signaled all the witnesses as explained that his actions was a sign of expressing his sincere belief that General Cinema was able to purchase Nike Company. This admission was classified as risky, since both Peter and Mike were aware of the deal. The two executives could have used the strategy of five basic bargaining style; competitors, problem solvers, compromisers, accommodators, and conflict evaders (Arthur F. G., 2003). By involving personnel of no individual interest in a deal, positive results have been obtained in the bargaining process. However, negative results are true in case of persons with personal and not organizational interests are involved. Justification here is that personal interests always override organizational interest during the bargaining process (Charles B. C., 2010). References Arthur F. G. (2003). The Attorney’s Duty in Reporting Professional Misconduct: A Roadmap to Reform. Charles B. C. (2010). Teaching Negotiation Ethics, AALS Annual Meeting. Question 3# In a situation where “A” has power over “B” to the extent that “A” can get “B” to perform a task, an authority that “B” would not be able to pass. Successful exchange can be ensured in such a situation by creating parity in power. Within a negotiation context, parity of power is considered as the perception by a party that the other side can counter any kind of power with a similar/ different form of power; thus rendering the further escalation of power ineffective. According to Bar-Siman-Tov, Yaacov (Ed.) (2004), authority is a formal power one acquires because of the position that they possess in an organization/ company. In any institutions there have to be rules, regulations and ethics considerations to guide and control how workers should conduct themselves towards each other and their clients. This therefore means that parity should be ensured among workers for the purposes of individual and the organizational integrity (Aureli F. and Frans B. M. de Waal, eds. 2000). References Aureli F. and Frans B. M. de Waal, eds. (2000). Natural Conflict Resolution. University of California Press, Berkeley, CA Bar-Siman-Tov, Yaacov (Ed.) (2004). From Conflict Resolution to Reconciliation. Oxford University Press Question 4# Company A wished to outsource services from another company rather than employing their own. After tendering for the job by over 10 companies, the tender committee of company A headed by the founder decided to settle for Company X since it belonged to the founder’s nephew, despite the proof by other committee members that it was less competitive as compared to the rest. If no blood relations were put into considerations, company B that demonstrated the most preferred work track could have been selected; and hence quality services could have been provided (Lee, K. & Ashton, M. C., 2004). The tender committee does provide opportunities to organizations that sufficiently meet their preset expectations with regards to either goods or services to be provided to the Company. Following the merits, Company X was not worth the opportunity since it was ranked last in ...Download file to see next pagesRead More
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