What is Negotiation?
Features of Negotiation
Why Negotiate ?
Types of Negotiation
Distributive Vs Integrative Negotiation
Negotiation Process
BATNA
Bargaining Zone Model of Negotiation
Negotiating Behavior
Issues in Negotiation
Third party Negotiations
How to achieve an Effective Negotiation
Negotiation Tips
A guide for how to prepare and conduct and negotiations when in a buyer situation. How to handle climate management and other practical tools such as BATNA etc.
What is Negotiation?
Features of Negotiation
Why Negotiate ?
Types of Negotiation
Distributive Vs Integrative Negotiation
Negotiation Process
BATNA
Bargaining Zone Model of Negotiation
Negotiating Behavior
Issues in Negotiation
Third party Negotiations
How to achieve an Effective Negotiation
Negotiation Tips
A guide for how to prepare and conduct and negotiations when in a buyer situation. How to handle climate management and other practical tools such as BATNA etc.
The Role of Communication in Negotiation
TOPIC WILL BE DISCUSS…..
Definition of the role of communicating in negotiation
Characteristics of communication
Communication process
Types of communication in negotiation
Difference between communication and negotiation
Communication barriers to successful negotiation
Guidelines for successful negotiation
Power of Negotiation (Negotiation Power)Ahmed Adel
Negotiator believes that he has less power than the other party which would be used against him as an advantage and accordingly seeks power to offset that advantage.
Negotiator believes he needs more power than the other party to increase the probability of securing the desired output.
Training Slides of Negotiation & Conflict Management in Organization, discussing the importance of Negotiation Skills.
Some Key-Points:
- Stages of Negotiation
- Approaches to Negotiation
- The Five Communication Styles
For further information regarding the course, please contact:
info@asia-masters.com
Working in a volatile and competitive environment requires negotiators who are able to secure desired outcomes with creativity, confidence and steadiness.
Succeeding in a global organization requires a set of communication skills which allow an individual to perform in a wide range of negotiation situations.
This presentation examines best practice behaviors for any individual who participates in negotiations within an organization or with external parties.
Workplace Mediation: What it is and how it worksShorebird RPO
These slides compliment the webinar on workplace mediation. By managing and resolving the conflict wisely and using something like mediation, you will be protecting yourselves and you may also create happier employees and increased productivity.
As a qualified and experienced mediator, Paul Addy shares his knowledge to give an overview of what workplace mediation is, how it works and the benefits to the business and to employees.
At the end of this webinar you will:
Understand what workplace mediation is
Know how the process works and the time it takes
Understand how using workplace mediation can benefit an organisation and its employees
The full recording of this webinar can be found on the final slide.
If you would like to attend future webinars by Shorebird RPO then please visit http://www.shorebird-rpo.com/free-webinars for a full & up to date list of events or to subscribe to our monthly webinar update.
The Role of Communication in Negotiation
TOPIC WILL BE DISCUSS…..
Definition of the role of communicating in negotiation
Characteristics of communication
Communication process
Types of communication in negotiation
Difference between communication and negotiation
Communication barriers to successful negotiation
Guidelines for successful negotiation
Power of Negotiation (Negotiation Power)Ahmed Adel
Negotiator believes that he has less power than the other party which would be used against him as an advantage and accordingly seeks power to offset that advantage.
Negotiator believes he needs more power than the other party to increase the probability of securing the desired output.
Training Slides of Negotiation & Conflict Management in Organization, discussing the importance of Negotiation Skills.
Some Key-Points:
- Stages of Negotiation
- Approaches to Negotiation
- The Five Communication Styles
For further information regarding the course, please contact:
info@asia-masters.com
Working in a volatile and competitive environment requires negotiators who are able to secure desired outcomes with creativity, confidence and steadiness.
Succeeding in a global organization requires a set of communication skills which allow an individual to perform in a wide range of negotiation situations.
This presentation examines best practice behaviors for any individual who participates in negotiations within an organization or with external parties.
Workplace Mediation: What it is and how it worksShorebird RPO
These slides compliment the webinar on workplace mediation. By managing and resolving the conflict wisely and using something like mediation, you will be protecting yourselves and you may also create happier employees and increased productivity.
As a qualified and experienced mediator, Paul Addy shares his knowledge to give an overview of what workplace mediation is, how it works and the benefits to the business and to employees.
At the end of this webinar you will:
Understand what workplace mediation is
Know how the process works and the time it takes
Understand how using workplace mediation can benefit an organisation and its employees
The full recording of this webinar can be found on the final slide.
If you would like to attend future webinars by Shorebird RPO then please visit http://www.shorebird-rpo.com/free-webinars for a full & up to date list of events or to subscribe to our monthly webinar update.
Negotiation PowerPoint Slides include topics such as: basic components of negotiation, questions to ask, identifying the issues, assembling the facts, negotiation success strategies, techniques, and tactics, pros and cons of various negotiation approaches, 22 characteristics of effective negotiation, mediation, arbitration, maximizing your appearance and mannerisms, how to's and much more.
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http:/www.saharconsulting.com
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6. Framing
• Subjective way we evaluate and
make sense out of situations
• Lead us to pursue or avoid
subsequent actions
• Focus, shape and organize our
paradigms
• Make sense of complex realities
• Define a person, event or
process
• Impart meaning and significance
(Lewicki, Saunders & Barry. 2011)
7. Frames
Types Use in Negotiations
• Substantive Multiple
• Outcome Mismatches cause conflict
• Aspiration Negotiate differently
• Process Specific with certain types
• Identity of issues
Particular frames lead to
• Characterization
particular agreements
• Loss-Gain
Parties assume particular
frames for many reasons
(Lewicki, Saunders & Barry. 2011)
8. Interests Rights Power
(Lewicki, Saunders & Barry. 2011)
9. Frames Change as Talks Evolves
• Stock issues
• Best possible case
• Shifts and transitions
• Multiple agenda items
(Lewicki, Saunders & Barry. 2011)
10. Framing Summary
• Define key issues and
discussion
• Both sides
• Somewhat controllable
• Conversations change and
transform frames
unpredictably, but
controllably
• Some lead to certain types
of processes and outcomes
(Lewicki, Saunders & Barry. 2011)
11. Cognitive Biases
• Irrational escalation of
commitment
• Mythical fixed-pie
beliefs
• Anchoring and
adjustment
• Issue framing and risk
• Availability of
information
(Lewicki, Saunders & Barry. 2011)
12. Cognitive Biases
• The winner’s curse
• Overconfidence
• The law of small
numbers
• Self-serving biases
• Endowment effect
• Ignoring others’
cognitions
• Reactive devaluation
(Lewicki, Saunders & Barry. 2011)
13. Managing Cognitive Biases
• Be aware of the
negative aspects of
these biases
• Discuss them in a
structured manner
within the team and
with counterparts
(Lewicki, Saunders & Barry. 2011)
5-13
14. Mood or Emotion?
• Three distinct
characteristics:
– Specificity
– Intensity
– Duration
(Lewicki, Saunders & Barry. 2011)
5-14
15. Positive Emotions
• Positive emotions – positive
consequences
– Lead toward more integrative
processes
– Create a positive attitude
toward the other side
– Promote persistence
– Fair procedures & favorable
social comparisons build
positive feelings (Lewicki, Saunders & Barry. 2011)
16. Negative Emotions
• Negative emotions - negative
consequences
– Lead to competitive or
distributive negotiations
– Degrade situation analysis
adversely affecting outcomes
– Conflict escalation
– Retaliation
– Not always
(Lewicki, Saunders & Barry. 2011)
17. Negative Emotions
• Process may cause negativity
– A competitive mind-set
– Impasses
– The beginning of negotiation
• Effects aren’t absolute
– Positive feelings - negative
outcomes
– Negative feelings - beneficial
outcomes
• Emotions can be used
strategically (Lewicki, Saunders & Barry. 2011)
18. Are You in Control of You?
(Lewicki, Saunders & Barry. 2011)
Editor's Notes
The basic building blocks of all social encounters are:Perception: the process by which we connect to our environment, a sense making process.Cognition: The mental processes we all use including attention, memory, producing and understanding language, solving problems, and making decisions, with two subsets:Framing: The strategic use of information with which we evaluate and make sense out of situations, and Cognitive biases: How we process that information.Emotion: While it can be masked, how we experience and express emotion in social encounters certainly has an impact on negotiations.
The perception process model above is not dramatically different from many communication models you may have seen in previous classes, with the end however being behavior. The process of ascribing meaning to messages and events is strongly influenced by the perceiver’s current state of mind, role, and comprehension of earlier communications. People interpret their environment in order to respond appropriately. The complexity of environments makes it impossible to process all of the information. People develop “shortcuts” to process information and these “shortcuts” can create perceptual errors.
Stereotyping is quite common in our organizations and social circles, and shouldn’t need further explanation beyond “don’t do it.”Halo effects are similar to stereotyping, though instead of ascribing attributes to an entire group, but generalize based on that of a person (smiling-honesty example).Selective perception is when we choose data that verifies our prior beliefs, but ignore further evidence to the contrary.Projection is of course when we ascribe to others characteristics or feelings we have, without evidence that they really do.
Stereotyping: Occurs when an individual assigns attributes to another solely on the basis of the other’s membership in a particular social or demographic categoryHalo effects: Occur when an individual generalizes about a variety of attributes based on the knowledge of one attribute of an individual.Selective perception: The perceiver singles out information that supports a prior belief but filters out contrary information.Projection: People assign to others the characteristics or feelings that they possess themselves.
Substantive relates to key issues of concern.Outcome should be self explanatory for a preferred end result.With aspiration we’re predisposed to basic needs and interests are met rather than a specific outcome.Some negotiators are mostly concerned with the process and the procedures over substance.Frames can be built around identity (such as???).Characterization is how we define the other party, usually negative while identity would be positive.And loss-gain defines the risk/reward of various outcomes.Throughout negotiations it is common that multiple frames will be used, though not necessarily all of them. If we’re not using the same frames at the same time conflict generally results. We negotiate differently depending on the frame we’re using. Certain types of issues cause us to use specific frames (job interview = outcome). Certain frames will lead to certain agreements, i.e. aspiration frames may lead to more integrative agreements. Values, personality, power, social context and history among other factors can all lead us to use certain frames.
Interests: people talk about their “positions” but often what is at stake is their underlying interestsRights: people may be concerned about who is “right” – that is, who has legitimacy, who is correct, and what is fairPower: people may wish to resolve a conflict on the basis of who is stronger
Negotiators tend to argue for stock issues or concerns that are raised every time the parties negotiateEach party attempts to make the best possible case for his or her preferred position or perspectiveFrames may define major shifts and transitions in a complex overall negotiationMultiple agenda items operate to shape issue development
Frames shape what the parties define as the key issues and how they talk about themBoth parties have framesFrames are controllable, at least to some degreeConversations change and transform frames in ways negotiators may not be able to predict but may be able to controlCertain frames are more likely than others to lead to certain types of processes and outcomes
Negotiators have a tendency to make systematic errors when they process information. These errors, collectively labeled cognitive biases, tend to impede negotiator performance. Irrational escalation of commitmentNegotiators maintain commitment to a course of action even when that commitment constitutes irrational behaviorMythical fixed-pie beliefsNegotiators assume that all negotiations (not just some) involve a fixed pie Anchoring and adjustment The effect of the standard (anchor) against which subsequent adjustments (gains or losses) are measured The anchor might be based on faulty or incomplete information, thus be misleadingIssue framing and riskFrames can lead people to seek, avoid, or be neutral about risk in decision making and negotiationAvailability of informationOperates when information that is presented in vivid or attention-getting ways becomes easy to recall. Becomes central and critical in evaluating events and options
Negotiators have a tendency to make systematic errors when they process information. These errors, collectively labeled cognitive biases, tend to impede negotiator performance. The winner’s curseThe tendency to settle quickly on an item and then subsequently feel discomfort about a win that comes too easilyOverconfidenceThe tendency of negotiators to believe that their ability to be correct or accurate is greater than is actually trueThe law of small numbersThe tendency of people to draw conclusions from small sample sizes The smaller sample, the greater the possibility that past lessons will be erroneously used to infer what will happen in the futureSelf-serving biasesPeople often explain another person’s behavior by making attributions, either to the person or to the situation There is a tendency to:Overestimate the role of personal or internal factors Underestimate the role of situational or external factorsEndowment effectThe tendency to overvalue something you own or believe you possessIgnoring others’ cognitionsNegotiators don’t bother to ask about the other party’s perceptions and thoughtsThis leaves them to work with incomplete information, and thus produces faulty resultsReactive devaluationThe process of devaluing the other party’s concessions simply because the other party made them
Mood states are less intense and more enduring than emotional states, which tend to be more intense and directed at specific targets. Emotions play an important role in negotiation.
Negotiations create both positive and negative emotions.
Negative emotions generally have negative consequences for negotiationsThey may lead parties to define the situation as competitive or distributiveThey may undermine a negotiator’s ability to analyze the situation accurately, which adversely affects individual outcomesThey may lead parties to escalate the conflictThey may lead parties to retaliate and may thwart integrative outcomesNot all negative emotion has the same effect
Aspects of the negotiation process can lead to negative emotionsNegative emotions may result from a competitive mind-setNegative emotions may result from an impasseNegative emotions may result from the prospect of beginning a negotiationEffects of positive and negative emotionPositive feelings may generate negative outcomesNegative feelings may elicit beneficial outcomesEmotions can be used strategically as negotiation gambits