Interpersonal Communication, Negotiation, Conflict Management and Intercultural Communication - Literature review Example

Name: Course: Institution: Date: Interpersonal communication, Negotiation, Conflict Management and Intercultural Communication Introduction Communication skills form an essential component as a part in everyday business. This means that the ability of a businessperson to exercise food communication skills can be considered as an advantage to his or her overall performance in business. The main objective of this paper is to conduct an extensive literature review on different aspects that define effective communication skills. This will be through deliberation on the following topic areas that are relevant in understanding the relevance of communication skills: interpersonal communication, negotiation, conflict management and intercultural communication. Literature review Interpersonal communication Interpersonal communication according to DeKay (449) is one way through which members of an organization can enhance the relationship among employees. This means that it is important for different levels of management to possess interpersonal communication skills considering the essence of this skill in the promotion of positive coexistence among employees. DeKay (450) assets that one way through which an organization can boost the level of interpersonal communication skills among employees in an organization is through training. This is only realizable in situations where the said employees are willing to be trained on how to relate with one another within the organization. In addition, a consultative engagement can also be used as a platform to ensure that there is high-level interaction between employees. This will facilitate a process where different members of an organization embrace the diversities and differences that characterize their relationships. While agreeing with DeKay, Hynes (466) argues that it is only those organizations that recognize the essence of the relationship among employees that can succeed in their attempt to realize their organizational goals. This in the view of Hynes (467) is only realizable through numerous attempts foster and facilitates the emotional wellbeing of employees. It is also important for such companies to develop strategies through which they can ensure that their organizational goals are in agreement with the demand of their employees. This can be enhanced by the development of different measures against which to evaluate the efficiency and the effectiveness of the essence of interpersonal communication in the realization of business objectives (Hynes 467). Negotiation Negotiation in the view of Iosin (449) is an essential form of human communication in relation to solutions to problems and developing agreements on an issue. One of the most essential attributes in negotiation is that there can be various approaches involved including the use of a third non-partisan party whose responsibility revolves around the desire to realize a solution by addressing both ides of the divide. In business according to Iosin (450) negotiation is a common practice to an extent that parties involved often negotiate without knowing it. The main principle that defines a negotiation process is the art of mutual benefits. This means that it is possible to arrive at a settles when both parties are bound to benefit from the resulting solution. While supporting the assumption that negotiation is a give and take approach to generating solutions, Rosso (30) assets that it is also a process through which different parties exchange values. This exchange is considered important in the negotiation process since it allows the parties involved to assess the possibility of accepting or rejecting the proposals by the other parties involved in the process. It is therefore important that in the process of seeking solutions to an existing problem, each negotiator has the responsibility of taking into consideration his or her interest and at the same time assess the interest of the other parties including their contribution to the negotiation process. This according to Kozina (94) is also possible in an organizational setting especially where the management aims at providing solutions to conflict between the organization and its employees. The employees have the responsibility of working to fulfill the objectives of the organization. For this objectives to be realized the any negotiation process within the organization must be centered towards the benefits that the employees receive for realizing the objectives of an organization (Kozina 100). Negotiation according to Kozina (101) is a conflict resolution approach where the parties concerned must in the initial stages recognize the existence of a problem and the need to develop solutions towards the said problem. Any challenges in the recognition of these problems often results in more disagreement hence preventing the possibility of unity for the realization of a common good. Conflict management Conflicts are considered as major occurrences in an organizational setting. This is because of differences in terms of personal interest and the interests if an organization. One way through which an organization can ensure effective conflict management in the view of Lang (240) is through the identification of the factors necessitating the eruption of conflicts. This is only realizable when such an organization, through its management, involves the input of different levels of management to address the prevailing concerns. Lang (242) argues that failure to resolve a conflict often results in the evolution of more conflicts hence the existence of some state of confusion and incongruence in terms of the levels of interpersonal relationships among employees. The process of ensuring effective management of conflicts in the view of Jiang (79-80) is through the development of an integrative approach whose main vision id to sensitize the employees on the dangers of conflicts and the essence of generating solutions towards these conflicts for the organizational wellbeing. Through the integrative approach would be possible to ensure the completion of required tasks without the possibility of digressing to realizing individual goals at the expense of organizational growth. The essence of an integrative approach to conflict management is the development of solutions towards the realization of objective goals and objectives with the realization that through such an approach it would be possible for the management to consider approaches that rally all its stakeholders towards a common objective (Jiang 82). Conflict management techniques, in the view of Oju et al (125) have varied impacts on the performance of employees in the private and public sectors. Effective conflict management techniques according to Oju et al (130) enhance the ability of employees to work towards the realization of organizational goals and objectives. This makes it important for these organizations to ensure that their employees are in ways of ensuring effective conflict management as this is essential in the creation of a conducive working environment. In addition, through such management techniques it will also be possible for an organization to realize numerous ways of reducing conflict situations hence the promotion of peace and mutual co-existence among the employees (Oju et al 130). Intercultural communication Beckers and Mohammad (143-144) view the prevalence of globalization as a major contributor to intercultural communication. This is because of the realization that businesses are located in different parts of the world and it is important that theses business understand and appreciate each other due to the changes in the level of interconnectedness among business experts and cultures. One way through which an organization can enhance intercultural communication is by ensuring that the process of recruitment and selection attracts experts form different cultural backgrounds. Through this approach, it will be easier for such an organization to operate in any region in the world since it has a pool of diverse attributes that characterize its operations. In addition, Beckers and Mohammad (147) argue that it is crucial for businesses to understand and embrace cultural differences considering the essence of this approach in developing goods and services that are in accordance with the standards of the target market. This will not only improve in ability of the business to ensure economic growth, it will also ensure that the businesses provide goods and services in a consistent manner hence increasing the possibility of economic sustainability. Cultures are integral aspects in defining the mode of relationship and interaction between members of the community. The recognition of these differences often enhances the possibility that these businesses will attract more markets and acceptance in different communities (Beckers and Mohammad 147). In addition, high levels of sensitivity in matters related to cultural decorum not only contribute to social cohesion but also mutual co-existence among employees from different cultural backgrounds (Beckers and Mohammad 147). The realization that diversity in society can be used as a unification platform has generated more awareness on the essence of intercultural communication. This according to McDonald et al (1005) can be said to be an attempt towards the development of a universal consciousness. Such levels of consciousness are perceived as important for societal and organizational wellbeing since it champions for the eradication of stereotypes against different society and the possibility of ethnic dominance over the minority by the majority ethnic groups. Conclusion Communication skills form an integral part in the development of organizational goals and objectives. Through different aspects such as interpersonal relationships and negotiation, it is possible for organizations to enhance the relationship among employees to facilitate metal co-existence and the realization of organizational goals. Conflict management can be addressed through different approaches that ensure relative peace in an organizational setting. Intercultural communication and negotiations are perceived as techniques of addressing societal differences. Works cited Beckers, Astrid M., and Mohammad Z. Bsat. "An Analysis Of Intercultural Business Communication." Journal Of Business & Behavioral Sciences 26.3 (2014): 143-153. Business Source Complete. Web. 30 Mar. 2015. DeKay S. Interpersonal Communication in the Workplace: A Largely Unexplored Region. Business Communication Quarterly [serial online]. December 2012;75(4):449-452. Available from: Business Source Complete, Ipswich, MA. Accessed March 30, 2015. Iosim, Iasmina. "The Art Of Business Negotiation." Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol 14.2 (2012): 443-448. Business Source Complete. Web. 30 Mar. 2015. Hynes, Geraldine E. "Improving Employees’ Interpersonal Communication Competencies: A Qualitative Study." Business Communication Quarterly 75.4 (2012): 466-475. Business Source Complete. Web. 30 Mar. 2015. Jiang, James J. "Achieving IT Program Goals With Integrative Conflict Management." Journal Of Management Information Systems 31.1 (2014): 79-106. Business Source Complete. Web. 30 Mar. 2015. Kozina, Andrzej W. "Managerial Roles And Functions In Negotiation Process." Business, Management & Education / Verslas, Vadyba Ir Studijos 12.1 (2014): 94-108. Business Source Complete. Web. 30 Mar. 2015. Lang, Matthew. "Conflict Management: A Gap In Business Education Curricula." Journal Of Education For Business 84.4 (2009): 240-245. Business Source Complete. Web. 30 Mar. 2015. MacDonald, Malcolm N., and John P. O’Regan. "The Ethics Of Intercultural Communication." Educational Philosophy & Theory 45.10 (2013): 1005-1017. Academic Search Premier. Web. 30 Mar. 2015. OJO, Olu, and Dupe Adesubomi ABOLADE. "Impact Of Conflict Management On Employees' Performance In A Public Sector Organisation In Nigeria." Studies In Business & Economics 9.1 (2014): 125-133. Business Source Complete. Web. 30 Mar. 2015. Rosso, Anne. "The Art Of Negotiation." Collector (0010082X) 80.6 (2015): 30-33. Business Source Complete. Web. 30 Mar. 2015 Read More