Natasha summarized her experience role-playing a negotiation scenario with a colleague where they played two employees, Brian and Jon, who shared an office but had different work styles that were causing conflict. Natasha prepared for the negotiation using strategies like outlining objectives and concessions. The negotiation did not go well initially as they pointed fingers instead of finding solutions. Realizing confrontation was not working, Natasha withdrew to seek a mediator. From this, Natasha learned her preferred confronting style is not always best and she needs flexibility. Overall, the activity showed Natasha that negotiations require strategic approaches. Donna also role-played the scenario, taking Jon's perspective while a peer played Brian. Donna prepared by considering acceptable/unacceptable

1. 1
My Discussion - Negotiation
In the role play, I took Brian role while Jon role was
played by my friend ken. The process of negation comprises
illustrating the best possible outcome, the objective of
negotiation, and the concessions. During the negation, there are
some of the strategies applied. Therefore there was a need to
analyze and question various assumptions related to Jon before
beginning the negation process. Having developed the negation
preparation worksheet to be used during the negotiation. The
key aim was to have a workplace that is considered to be
productive and conducive for us. My BATNA incorporated a
mediator that would oversee the negotiation process to help
resolve the issues between Jon and me. The consists that I was
willing to be to consider working while the door was open. On
the other hand, Jon preferred working while the door was
closed, spreading a lot of things in his working table while
speaking to the pass by.
The meeting did not go well as it was anticipated that both
of us were unwilling to give in to each other and work toward
finding a common solution. We wasted a lot of time pinpointing
the fault of each other. Therefore, there was a need for a
mediator to intervene and help resolve the problem between Jon
and me due to the competitiveness. Jon was unwilling to give
since he perceived that his behaviour was less annoying to
anyone. As a result, I realized that approach that I was using to
resolve the conflict was not bearing any fruit (Väyrynen, 2019).
Therefore, there was aneed to use a different approach that

2. could have helped resolve the conflict. Some of the most
effective approaches used to resolve disputes and conflict
include the collabrataive approach followed by accommodative
and then avoidance. The effective approach that I prefer is the
use of collaboration. In this case, Jon was not accommodative.
Therefore, there was a need to seek a mediator who could have
helped us resolve the issue.
The mediator played a key role in helping us to resolve the
conflict between us since he gave each person to talk and
experience themselves (Thomson et al., 2018). At the same
time, they prefer working the way they like, and after some
time, each person understood the other, and therefore each
person tried to understand one another, which play a key role i n
resolving the conflict.
If am to do it again. I think the most important thing will
be to act politely and inform Jon I don’t like the way he
operates the offices and ask him if he can adjust himself. At the
same time want to ensure why joh like working under certain
conditions. By being polite, it will be easy to resolve most of
the conflicts in the workplace.
Reference

3. Thomson, R. A., Overall, N. C., Cameron, L. D., & Low, R. S.
(2018). Perceived regard, expressive suppression duri ng the
conflict, and conflict resolution. Journal of Family
Psychology, 32(6), 722.
Väyrynen, R. (2019). From conflict resolution to conflict
transformation: a critical review. The new agenda for peace
research, 135-160.
Week 6 Discussion 2
Put Your Skills to Practical Use
In this week’s Discussion, you will practice the negotiation
skills and strategies you have learned. Using the fictional
scenario provided, role-play the conflict with a friend, family
member, coworker, or anyone willing to participate.
To begin, you and your partner will each select one of the
employees mentioned in the scenario below. Provide your
partner with a copy of the scenario and try to work out your
conflict using negotiation skills and strategies you have learned
thus far. No experience or knowledge of conflict is needed for
your partner’s character. Simply read the scenario and prepare
to role-play.
Scenario
Two employees, Brian and Jon work in the same enclosed office
and there are no other spaces available where either could be
shifted. They are becoming increasingly frustrated about how to
share the space and be productive. Brian likes to work with the
door open, but Jon likes the door closed. Brian tends to shift
tasks frequently, talking on his cell phone or speaking to people
going by, while Jon prefers to do one task at a time. Jon tends
to talk to himself as he is working. Jon also likes to put large
sticky notes on the wall to visualize what he is working on,

4. while Brian works primarily on his computer. Brian likes to
spread a number of different items out to refer to as he is
working and tends to leave them on the floor and all around his
desk until he is finished. Both are claiming that each other’s
work habits are preventing the other from working to full
capacity.
After you have completed the role-playing activity, use the
Discussion board to reflect upon the activity and discuss your
experiences.
To prepare for this Discussion, pay particular attention to the
following Learning Resources:
· Review this week’s Learning Resources, especially:
· How to Negotiate Effectively? - Bing video
· Are You Ready to Negotiate? (harvard.edu)
· What is Negotiation? - Introduction to Negotiation |
SkillsYouNeed
Assignment:
Respond to at least two of your peers' postings in one or more
of the following ways:
· Compare the strategies you used within the role-playing
activity versus the strategies your peer used. Did you both
approach the conflict in the same way? If not, what was
different? Did one strategy provide a better resol ution than the
other? What advice can you give your peer on how to approach
this type of conflict differently?
· Did your peer’s experience reveal any surprises or
improvements you can take away and use to improve your future
conflict negotiations?
· 3 – 4 paragraphs
· No plagiarism
· APA citing

5. 1st Colleague – Natasha Mills
Natasha Mills
Put Your Skills to Practical Use
Top of Form
During role play of the given scenario with a friend, I played
Brian while my friend was Jon. The negotiation preparation
process involved outlining the objectives of the negotiation, the
best possible outcomes, and the concessions I was willing to
make, as well as those that I would not. Therefore, I applied
some of the key actions that Evan & Richardson (2010) present
as pre-negotiation activities. Further, I analyzed and questioned
my assumptions about Jon prior to the negotiation, which
completed a part of the Negotiation Preparation Worksheet.
During my preparation for the negotiation, the goal was to have
a work space that was conducive for both of us. My BATNA
was to involve a mediator because the issue needed to be
resolved for us to meet our task objectives productively while
working within the same space. The only concessions I was
willing to make concerned my preference for an open door as
opposed to Jon’s preference for a closed door, speaking to
people passing by, and spreading items on the floor and leaving
them there.
The conversation did not go well as expected because each of us
was keen on pointing out the annoying behaviors of the other.
Instead of finding solutions to make our workspace conducive
for both of us, we reached an impasse and decided to involve a
mediator. The inability to achieve mutually satisfying outcomes
on our own was the result of the competitive stance that each of
us took. More specifically, Jon was not as forthcoming about
his position on the issue due to the perception that his behaviors
were less annoying. “The competitive negotiator learns as much
as possible about the other person’s position without giving

6. away her or his own position” (Cahn & Abigail, 2014, p.231).
From this, I learned that my conflict style of confronting was
not applicable to all situations, particularly this situation. I
needed to find a more effective conflict approach.
The conflict issue was caused by the identification of behaviors
that each found annoying about the other. My most preferred
conflict style is confronting or collaboration, followed by
accommodating, and then avoiding. These conflict styles played
a critical part in the role-play. I had initially adopted the
confronting conflict style but the moment I learned that Jon was
not forthcoming, I shifted to the avoiding conflict style and
withdrew from the conflict, with an intention of seeking the
help of a mediator. There was nothing new about my conflict
style to this conflict because this is how I deal with conflict
situations in the sense that I jump to another conflict style when
one fails. On the other hand, my partner’s conflict style
resembled that of competing. According to Cahn & Abigail
(2014), a competitive conflict style is one where conflicting
party view an argument as a competition. This was the case with
Jon during the negotiation. This assessment can help me during
the negotiation process by learning and implementing strategies
that can turn the competition into collaboration.
If I had to do this again, I would consider different possible
outcomes of the conflict situation during the pre-negotiation
stage as opposed to limiting my focus on a certain outcome. A
focus on one outcome led me to strategize my point on the issue
to target one goal, which was to create a conducive workspace
for Jon and I. As a result, I was not ready for the trajectory that
the negotiation took. During the negotiation, I would improve
my conflict communication, particularly listening skills.
Communication is a core component of effective negotiation
(Laureate Education (Producer), n.d). My poor listening skills
significantly fueled Jon’s competitive conflict approach because
my response sounded like attacks on Jon. Therefore, I would

7. make changes to the communication strategies I used during the
negotiation. Holistically, the activity led me to the realization
that negotiations can be challenging if not approached
strategically. This is a lesson that will shape any future
negotiation processes I will find myself in.
Cahn, D. D., & Abigail, R. A. (2014). Managing conflict
through communication (5th ed.). Upper Saddle River, NJ:
Pearson Education.
Evans, C., & Richardson, M. (2010). How to negotiate
effectively. British Journal of Administrative Management, 69,
32−33.
Laureate Education (Producer). (n.d.). Introduction to
negotiation [Video file]. Baltimore, MD: Author.
Bottom of Form
2nd Colleague - Donna Tizzano
Donna Tizzano
RE: Discussion 2 - Week 6 Tizzano Initial Response
Top of Form
To complete this role play, I asked a peer at work to assume the
role of Brian in this scenario, while I portrayed Jon. The peer
that I asked to complete this assignme nt is often in meetings
with me and is familiar with my approach to conflict and my
style of confrontation to manage conflict. My approach to
conflict management demonstrates high cooperativeness and
assertiveness while attempting a win-win resolution for both
parties (Thomas et al., 2008) Maintaining relationships and
reaching my goals are a are very important to me. Therefore, my
priority is to prepare well for this discussion so Brian and I can
work amicably together and to our full potential moving
forward.

8. To prepare for this negotiation, I completed a negotiation
worksheet by contemplating what I considered both acceptable
and unacceptable outcomes in this situation. I made a list of
what I would be willing to compromise on and what outcomes
would be completely unacceptable to me (Evans & Richard,
2010). I also attempted to put my self in the place of my office
partner and thought about what his objectives might be and
whether he would be willing to compromise or brainstorm new
alternatives to achieve a mutually agreeable solution. Evans and
Richardson (2010) emphasize preparation is an essential
component to ensuring negotiation is successful. My goal was to
develop a plan to work amicably together in the same work
space respecting one another’s work style so we could be
productive and maintain our professional relationship (Evans &
Richard, 2010). I had already considered my BATNA to be
flexing my hours so that I would minimize the time Jon and I
shared the same space but was hoping it would not come to this
alternative. The only concession I was unwilling to make was
Brian spreading his work all over the floor. The other issues;
leaving the door open, talking to people as they walked by, and
shifting tasks frequently, I was willing to concede on.
Since we were both willing to work on a solution and there are
many options available to us, negotiation is the right approach
to managing this conflict at this stage (Producer, n.d.).
Because we had been working in this culture for several months,
our contrasting work habits resulted in poor communication,
resentment toward one another, and frustration, which
contributed to decreased productivity for each of us. Because
we had taken so long to address this conflict and we were both
frustrated, I knew it would be easy to enter this situation taking
a competitive stance. I was determined not to let this happen
since, based on my style of conflict management, I have a high
priority to maintain relationships and I like to confront issues
and not wait to address problems.

9. Up until this time, Brian’s approach to managing this conflict
situation was avoidance which has resulted in a breakdown in
communication and increased tension working with one another
(Thomas et al., 2008). By understanding Brian’s conflict style
it helped me develop ways to negotiate successfully and
understand what the best approach to managing the conflict was.
I realized that Bryan was not assertive or confrontational and
he preferred to avoid conflict all together (Conerly & Tripathi,
2004). Because of the characteristics Brian demonstrated in
conflict management, I found it necessary to take the lead on
confronting the situation. I used constructive communication to
pursue collaboration so Brian and I could explore creative ways
to work together and be productive.
In my initial interaction with Brian, I focused on open body
language, was upfront and honest, acknowledging the rough
time we had been having acclimating to one another’s work
style, and that I hoped we could talk things out so that we could
find a way to reach an acceptable resolution. It appeared that
Brian was not expecting this approach to managing our conflict
and he seemed to relax, agreeing that we both had very different
approaches to accomplishing our work, but he too hoped we
could figure something out to help us successfully share space
and be productive while maintaining our professional
relationship. My initial approach diffused the situation and
Brian, and I were able to enter the discussion with the intent to
be cooperative and open to ideas on how to resolve our problem.
After this, Brian and I had an open discussion about the
characteristics/work habits of each other that were prohibiting
us from getting our work done. We prioritized these habits
from the most annoying to the least annoying. When we
reviewed each other’s lists, we chuckled about what was
annoying to one another. By the end of our meeting, it was
determined that Brian would keep his work off the floor and use
a flip chart to keep track of his work, the door of the office

10. would be kept open until lunch and afterwards would be closed
for the afternoon. The sticky notes that I used would be kept on
my side of the office, and if Brian was going to use his phone
for personal calls, he would temporarily leave the office space.
Through cooperation, compromise and concessions, we were
able to meet our objectives and work through the issues that
were causing our conflict. The two of us also agreed that we
would be open with our communication and receptive to
constructive conversations so that we would not get to the
degree of frustration that we had been prior to our negotiation.
By using confrontation, constructive communication, and active
listening skills as my approach to conflict management, it has
reinforced how important it is to leave emotion out of the
discussion and focus on the situation. I have also learned that it
is important to be open to the perspectives and ideas of others
so that both parties can reach a mutually agreed upon resolution
(Conerly & Tripathi, 2004). The strategies we used to negotiate
our conflict situation resulted in a win-win outcome that will
allow us to coexist in the same office while maintaining a
professional relationship and ensuring we meet our productivity
standards.
I would not change how I approached this negotiation session
with my peer. The preparation that I took prior to the
negotiation was critical to the success of our meeting. By
considering potential outcomes, acceptable an unacceptable
resolutions/concessions and by considering Jon’s objectives and
perceptions I was able to be prepared for our discussion and
ensure that I kept the focus on the situation, not allowing
emotion to derail the negotiations (Cahn & Abigail, 2014).
Because we did not allow emotions to influence our behaviors,
we actually were able to see humor in our situation during our
negotiation session. Both of us were able to empathize with one
another and discuss options to resolve our problem. We kept the
focus on our goals and were able to work cooperatively toward
a successful outcome (Evans & Richardson, 2010). I also

11. consider our post-negotiation successful since we agreed that
we would openly communicate with one another and accept
constructive conversations to avoid reaching the levels of
frustration that we had observed in one another. I believe the
most important step in making this negotiation a success was
the preparation prior to the meeting.
In the future, I will continue to adapt my style of conflict
management to the situation and those of the opposing team. I
will always focus on maintaining relationships, and reaching a
mutually agreeable resolution using constructive communication
and actively listening to those at the table. Lastly, I will ensure
that I have prepared for the meetings taking into consideration
my objectives and those of the opposing team.
Have a good week,
Donna
References:
Cahn, D. D., & Abigail, R. A. (2014). Managing conflict
through communication (5th ed.). Upper Saddle River, NJ:
Pearson Education.
Conerly, K., & Tripathi, A. (2004). What is your conflict style?
Understanding and dealing with your conflict style. Journal for
Quality & Participation, 27(2), 16–20.
Evans, C., & Richardson, M. (2010). How to negotiate
effectively. British Journal of Administrative Management, 69,
32−33.
Laureate Education (Producer). (n.d.). Introduction to
negotiation [Video file]. Baltimore, MD: Author.
Thomas, K. W., Thomas, G. F., & Schaubhut, N. (2008).
Conflict styles of men and women at six organization
levels. International Journal of Conflict Management, 19(2),
148–166.
Bottom of Form

12. Homework part 3 (1-1.5 pages answer)
Case 13.3 Building a High-Involvement Organization at Air
Products and Chemicals, Inc.
Request:
· Critique how this organization implemented the necessary
systems to become a high-involvement organization.
· Detail the action steps in this process as compared to those
recommended by the author of the text.
· Do you believe this will be motivating for the employees?
Support why you believe this.
Article on P.397, please check pdf for reference only!
Don’t just answer the questions by using the information from
the case or your personal view, each response must reflect the
criteria and lessons in the text. Also show the number of the
page from which you sourced your answer.
Example: on your answer, if you talk about “Features of High-
Involvement Organizations” you should put page 393 after the
answer.
**again, you can’t just answer those questions from the case
information. You must use the chapter information from the
whole chapter.
Thanks!!!!