Negotiation process from the book Understanding Organizational Behavior
•Download as PPTX, PDF•
1 like•665 views
The document outlines the steps for effective negotiation between two conflicting groups to find a mutually agreeable solution. It involves: 1) Unfreezing current expectations and relationships between the groups to allow for new perspectives. 2) Forming mixed subgroups with members from both original groups to generate alternative solutions that incorporate both viewpoints. 3) Exploring alternative solutions in depth to find consensus and then committing to an agreed upon solution.
Report
Share
Report
Share
Recommended
CPV Training Slides 3
Conflict Analysis provides a framework for interveners to gather information about disputes to help ensure their involvement is constructive. It involves collecting data before, during, and after intervention. The document outlines various aspects of conflicts that should be analyzed, including the history and context of the dispute; the parties involved including their positions, interests, and perceptions; the key issues; the current situation; and how the conflict is escalating or stabilizing over time. Conflict analysis aims to understand the full dynamics and progression of disputes to guide effective resolution efforts.
SYNERGIZE
The document discusses the concept of synergy, which refers to teamwork and cooperation that results in outcomes greater than the sum of individual parts. Some key points:
- Synergy is seen throughout nature and involves applying creative cooperation and valuing differences between people. It creates new possibilities.
- Synergistic communication involves openness to new ideas and excitement about cooperation. Developing synergy requires openness and a spirit of adventure.
- Synergy can be fostered in classrooms and businesses by encouraging brainstorming and interaction in a safe environment where people build off each other's partial ideas.
- True synergy changes people by helping them appreciate others' perspectives rather than just relying on logic alone
Team building
The document discusses team building and the stages of team development. It describes teamwork as people working together towards common goals, with defined roles and effective communication. The four stages of team development are: forming, storming, norming, and performing. In forming, a team establishes goals and roles. Storming occurs as challenges emerge and attitudes fluctuate. During norming, members accept their roles and each other. In performing, the team works cooperatively and is able to prevent and resolve conflicts to achieve goals. Key aspects of successful teams include commitment, clear roles and processes, and strong interpersonal relationships.
Sales strategy and leadership
Bijdrage Sales Leadership Masterclass Rotterdam School of Management. Sales naar een strategisch niveau brengen door de sales strategie te formuleren. Invulling geven aan het sales leiderschap dat nodig is om deze sales strategie te realiseren.
Team Conflict ManagementShiqi WuNation.docx
Team Conflict Management
Shiqi Wu
National University
Understanding that a conflict could be good or bad for the group, depending on the type of the conflict, is the first step in managing conflicts for the team, or for the group. It is important for the group leader, and for the entire group, to develop a strategy for managing their conflicts, in order to ensure that the group is bay to stay objectively fixated on their goals, and that the relationship between the members is able to inspire loyalty, collaboration, and the much essential team spirit in all of the members. For this reason therefore, the following is a research paper on managing team conflicts. In writing the research paper, I will read the class course text, and other scholarly sources which will act as the secondary sources of information.
What is a Group Conflict?
Conflict is defined as the process through which, we perceive other people to have acted in a manner that does not safeguard our self-interests. Group conflict refers to such a disagreement when it arises amidst the group members. Formed in order to achieve similar goals, a group refers to an association of typically more than two people, brought together by the need to see a project reach completion, or to achieve certain things which are called goals, and which are the common unifying factor for all the team members.
In order to attain group goals, it is important to have clearly defined objectives, and to have a well-defined means for managing the wrangles that may arise in the group for one reason or another. These wrangles are then called the group conflicts, and they can be dangerous if they are not handled soon enough.
Types of Conflicts
In a group setting, and in typically any other kind of a setting where a conflict can occur, there can be two kinds of conflicts. These are; healthy or unhealthy conflicts (Münster, 2007). These groups of conflicts become an important tool later on, when we are interested in finding a solution for the conflict beign faced. Caused by different reasons, the two kinds of conflicts are different. The healthy kind of conflicts is caused by different approaches to tasks by the team member (Floyd, 2000). This is a healthy conflict since, its solution typically ends up beign beneficial to the team members. It ends up bringing them closer, as they attempt to find solutions to the problem at hand.
On the other hand, an unhealthy conflict is one that arises from personal sources, and which is typically a little bit more dangerous and more difficult to address as compared to the healthy kind of a conflict. With an unhealthy conflict, it is more difficult to contain it since, it requires addressing issues to do with the personal nature of the people, and motivating them to be more trusting in the other people (Simons, 2000). In so doing, the response to this kind of a conflict is not only complicated, but also takes up much time. Left unresolved however, this kind of a conf ...
EFFECTIVE CONFLICT RESOLUTION AND TEAMWORK SKILLS.pptx
The document discusses conflict resolution and teamwork skills. It provides techniques for effective conflict resolution such as listening to all parties, gathering the involved parties for a group meeting, remaining impartial, addressing conflicts immediately, and promoting teamwork. It emphasizes the importance of communication, openness, trust, support, and respect for healthy teamwork. Teamwork skills are important for working well with others and achieving goals.
Conflict Management
Dr. Rick Goodman lists some of the most common causes of conflict, and some tips for managing it. For more information on conflict management and workplace conflict resolution visit http://www.rickgoodman.com or http://advantagecontinuingeducationseminars.com/
Conflicts | Professionalism | Business
The document defines and discusses different types of conflicts that can occur including intrapersonal, interpersonal, intragroup, and intergroup conflicts. It provides details on the causes and nature of each type of conflict and recommends steps that can be taken to effectively manage and resolve conflicts, such as defining the issues, examining different perspectives and solutions, and making collaborative decisions.
Recommended
CPV Training Slides 3
Conflict Analysis provides a framework for interveners to gather information about disputes to help ensure their involvement is constructive. It involves collecting data before, during, and after intervention. The document outlines various aspects of conflicts that should be analyzed, including the history and context of the dispute; the parties involved including their positions, interests, and perceptions; the key issues; the current situation; and how the conflict is escalating or stabilizing over time. Conflict analysis aims to understand the full dynamics and progression of disputes to guide effective resolution efforts.
SYNERGIZE
The document discusses the concept of synergy, which refers to teamwork and cooperation that results in outcomes greater than the sum of individual parts. Some key points:
- Synergy is seen throughout nature and involves applying creative cooperation and valuing differences between people. It creates new possibilities.
- Synergistic communication involves openness to new ideas and excitement about cooperation. Developing synergy requires openness and a spirit of adventure.
- Synergy can be fostered in classrooms and businesses by encouraging brainstorming and interaction in a safe environment where people build off each other's partial ideas.
- True synergy changes people by helping them appreciate others' perspectives rather than just relying on logic alone
Team building
The document discusses team building and the stages of team development. It describes teamwork as people working together towards common goals, with defined roles and effective communication. The four stages of team development are: forming, storming, norming, and performing. In forming, a team establishes goals and roles. Storming occurs as challenges emerge and attitudes fluctuate. During norming, members accept their roles and each other. In performing, the team works cooperatively and is able to prevent and resolve conflicts to achieve goals. Key aspects of successful teams include commitment, clear roles and processes, and strong interpersonal relationships.
Sales strategy and leadership
Bijdrage Sales Leadership Masterclass Rotterdam School of Management. Sales naar een strategisch niveau brengen door de sales strategie te formuleren. Invulling geven aan het sales leiderschap dat nodig is om deze sales strategie te realiseren.
Team Conflict ManagementShiqi WuNation.docx
Team Conflict Management
Shiqi Wu
National University
Understanding that a conflict could be good or bad for the group, depending on the type of the conflict, is the first step in managing conflicts for the team, or for the group. It is important for the group leader, and for the entire group, to develop a strategy for managing their conflicts, in order to ensure that the group is bay to stay objectively fixated on their goals, and that the relationship between the members is able to inspire loyalty, collaboration, and the much essential team spirit in all of the members. For this reason therefore, the following is a research paper on managing team conflicts. In writing the research paper, I will read the class course text, and other scholarly sources which will act as the secondary sources of information.
What is a Group Conflict?
Conflict is defined as the process through which, we perceive other people to have acted in a manner that does not safeguard our self-interests. Group conflict refers to such a disagreement when it arises amidst the group members. Formed in order to achieve similar goals, a group refers to an association of typically more than two people, brought together by the need to see a project reach completion, or to achieve certain things which are called goals, and which are the common unifying factor for all the team members.
In order to attain group goals, it is important to have clearly defined objectives, and to have a well-defined means for managing the wrangles that may arise in the group for one reason or another. These wrangles are then called the group conflicts, and they can be dangerous if they are not handled soon enough.
Types of Conflicts
In a group setting, and in typically any other kind of a setting where a conflict can occur, there can be two kinds of conflicts. These are; healthy or unhealthy conflicts (Münster, 2007). These groups of conflicts become an important tool later on, when we are interested in finding a solution for the conflict beign faced. Caused by different reasons, the two kinds of conflicts are different. The healthy kind of conflicts is caused by different approaches to tasks by the team member (Floyd, 2000). This is a healthy conflict since, its solution typically ends up beign beneficial to the team members. It ends up bringing them closer, as they attempt to find solutions to the problem at hand.
On the other hand, an unhealthy conflict is one that arises from personal sources, and which is typically a little bit more dangerous and more difficult to address as compared to the healthy kind of a conflict. With an unhealthy conflict, it is more difficult to contain it since, it requires addressing issues to do with the personal nature of the people, and motivating them to be more trusting in the other people (Simons, 2000). In so doing, the response to this kind of a conflict is not only complicated, but also takes up much time. Left unresolved however, this kind of a conf ...
EFFECTIVE CONFLICT RESOLUTION AND TEAMWORK SKILLS.pptx
The document discusses conflict resolution and teamwork skills. It provides techniques for effective conflict resolution such as listening to all parties, gathering the involved parties for a group meeting, remaining impartial, addressing conflicts immediately, and promoting teamwork. It emphasizes the importance of communication, openness, trust, support, and respect for healthy teamwork. Teamwork skills are important for working well with others and achieving goals.
Conflict Management
Dr. Rick Goodman lists some of the most common causes of conflict, and some tips for managing it. For more information on conflict management and workplace conflict resolution visit http://www.rickgoodman.com or http://advantagecontinuingeducationseminars.com/
Conflicts | Professionalism | Business
The document defines and discusses different types of conflicts that can occur including intrapersonal, interpersonal, intragroup, and intergroup conflicts. It provides details on the causes and nature of each type of conflict and recommends steps that can be taken to effectively manage and resolve conflicts, such as defining the issues, examining different perspectives and solutions, and making collaborative decisions.
Successful Group Discussion Tips
This presentation is based on Chapter 2 - Successful Group Discussion of the 17 part Group
Discussion series provided by exforsys.com. In this presentation you will learn about
various factors that influence the success of any group discussion such as discussion goals,
topic selection, time management, multiple perspectives, conflict management and openended
questions.
Business Communication
The document discusses effective business communication in groups and teams. It provides tips for dealing with conflict, making group decisions, and improving team effectiveness. Some key points include listening to understand other perspectives in conflict, encouraging diversity in innovative teams, and establishing roles and procedures to determine team purpose and assess performance.
Smith utm-conflict-309
This document discusses managing conflict in multidisciplinary teams. It begins by defining different types of conflicts that can occur, such as conflicts of interest, controversies over ideas, and developmental conflicts within individuals. It then discusses various strategies for handling conflicts, such as withdrawing, forcing one's views, smoothing over differences, compromising, and confronting issues. Effective team members are likely to compromise or confront, while ineffective ones may withdraw or force their views. The document provides guidelines for confronting issues and negotiating resolutions, including separating people from problems, focusing on interests, and creating options. It warns of the risks of groupthink and provides strategies for avoiding overly uniform views within teams.
Smith utm-conflict-309
This document discusses managing conflict in multidisciplinary teams. It begins by defining different types of conflicts that can occur, such as conflicts of interest, controversies over ideas, and developmental conflicts from changes. It then discusses various conflict strategies like withdrawing, forcing decisions, smoothing over conflicts, compromising, and confronting issues. The document provides guidelines for negotiation, such as separating people from problems, focusing on interests, and creating options. It warns of risks like groupthink when groups seek uniformity over open debate. Overall, the document provides an overview of conflict types and strategies to help manage conflicts constructively in teams.
Smith utm-conflict-309-SPPT23
This document discusses managing conflict in multidisciplinary teams. It begins by defining different types of conflicts that can occur, such as conflicts of interest, controversies over ideas, and developmental conflicts within individuals. It then discusses various strategies for handling conflicts, such as withdrawing, forcing one's views, smoothing over differences, compromising, and confronting issues. Effective team members are likely to compromise or confront, while ineffective ones may withdraw or force their views. The document provides guidelines for confronting issues and negotiating resolutions, including separating people from problems, focusing on interests, and creating options. It warns of the risks of groupthink and provides strategies for avoiding overly cohesive groups that lack critical thinking.
Group decision making
The document discusses group decision making processes. It defines group decision making as when multiple individuals collectively analyze problems, consider alternative solutions, and select a solution. The document outlines several key aspects of group decision making, including:
- Groups can range in size from 2-7 people and members may be demographically similar or diverse.
- Groups use structured or unstructured processes to discuss alternatives and arrive at decisions.
- Factors like group size, composition, and external pressures impact group functioning.
- Common group decision making methods include brainstorming, consensus building, and nominal group technique.
- Group decision making has advantages like tapping diverse expertise but also risks like groupthink.
Five methods for managing conflict
This document outlines five methods for managing conflict: accommodation, compromise, avoidance, competition, and collaboration. Accommodation is a lose/win approach where one party forfeits their position. Compromise is a win/lose-win/lose approach where all parties gain and lose through negotiation. Avoidance is a lose/lose approach where issues remain unresolved. Competition is a win/lose approach where one party attempts to dominate. Collaboration is a win/win approach that requires trust and understanding between all parties. Each approach is best suited to different conflict situations.
Conflict Management
Definitions of Conflicts .
Forms of Conflict .
Causes of Conflict .
Conflict at workplace .
Organizational Conflict .
Function Vs dysfunctional Conflict .
Management of conflict .
Conflict Management styles .
Group decision making
This document outlines objectives and content for a lesson on group decision making. The objectives include differentiating between individual and group decision making, explaining the group decision making process, discussing effective group leaders, and listing advantages and disadvantages of group decisions. The content outline covers defining groups and decisions, comparing individual and group processes, group formation stages, characteristics of effective groups and leaders, and approaches to group decisions like consensus, negotiation and voting. It also addresses conditions that can foster groupthink and how to avoid it.
Small group discussion and buzz group method
This document discusses small group discussion and the buzz group method. It defines small group discussion as a teaching method where a small number of people (4-8) learn from exchanging ideas and experiences to solve problems by consensus. Buzz groups are small temporary groups of 2-6 members formed during a lecture to discuss a topic and generate ideas. The document outlines the objectives, types, purposes, principles, roles, communication patterns, steps, advantages, disadvantages and limitations of small group discussions. It also defines and discusses the purpose, uses, principles and steps of the buzz group method.
Individual & group dynamics, conflit management & negotiation
The document discusses the concepts of individual dynamics, group dynamics, and conflict management. It defines what a dynamic individual and group are, outlining key characteristics. The stages of group development are described as forming, storming, norming, performing, and adjourning. Conflict management strategies like accommodation, avoidance, collaboration, compromise, and competition are presented. The negotiation process and its stages of preparation, discussion, clarifying goals, negotiating a win-win outcome, agreement, and implementation are outlined. Attitudes, knowledge, and interpersonal skills are identified as the three key elements of effective negotiation.
Individual & group dynamics, conflict management & negotiation. By deena George
The document discusses the concepts of individual dynamics, group dynamics, and conflict management. It defines what a dynamic person and group are, and describes the key characteristics and stages of group development. It then defines what conflict is and discusses various conflict management strategies such as accommodating, avoiding, collaborating, compromising, and competing. The document also covers the concept of negotiation, outlining the stages of negotiation as preparation, discussion, clarifying goals, negotiating towards a win-win outcome, agreement, and implementation. It identifies three key elements of negotiation as attitudes, knowledge, and interpersonal skills.
Collaboration approach daniel downs
The document discusses conflict resolution approaches in organizations. It argues that the collaboration approach is most effective as it balances addressing people's concerns with solving tasks and finding win-win solutions through open communication. This approach allows understanding different perspectives and repairing issues before escalation. The avoidance approach is not as good as it delays resolving conflicts, while accommodation could be a backup if collaboration is not possible. Overall, the collaboration approach is believed to best suit the author by being fair, resolving issues collectively, and finding decisions through group effort.
Group discussion
Group discussion is a method used to evaluate candidates for jobs or academic programs through discussion of a topic among 4 or more participants. It allows assessment of soft skills like communication, listening, and ability to logically present views. The document outlines the meaning and purpose of group discussion, what is tested, benefits, and guidelines for participation. Key points include actively listening to others, making fact-based arguments, accepting criticism politely, and using appropriate language.
Group discussion
Group discussion is a method used to evaluate candidates for jobs or academic programs through discussion of a topic among 4 or more participants. It allows assessment of soft skills like communication, listening, and ability to present views logically. The document outlines the meaning and purpose of group discussion, what is tested, benefits, and guidelines for participation. Key points include actively listening to others, supporting opinions with facts, accepting criticism politely, and contributing fully to the discussion without hurting others.
Group discussion and its importance
Group discussion is an important part of the selection process for educational institutions and companies. It assesses important soft skills like communication, leadership, problem solving, and teamwork. Educational institutions and organizations value these skills and seek candidates who can inspire teams and achieve objectives as a good team player. During group discussions, candidates are evaluated on their leadership, communication, interpersonal, persuasive, problem solving, and conceptualization skills. Discussions can be based on topics or cases, and topics may be factual, controversial, or abstract in nature. Participating in group discussions enhances learning, generates good exam questions, identifies weaknesses, and rectifies mistakes.
Organizational leaarning
Organizational learning involves facilitating continuous learning and transformation among all members of an organization. It requires systematically integrating and collectively interpreting new knowledge, which leads to collective action through risk-taking and experimentation. A learning organization recognizes that people are its most important asset and it takes commitment from all members to achieve organizational goals. Key aspects of organizational learning include problem solving, experimentation, learning from experience and others, and sharing knowledge throughout the organization. Building a learning organization involves cultivating personal mastery, examining mental models, developing shared vision, fostering team learning, and understanding systems thinking.
Presentation 2 (1).pptx
Team management involves a leader coordinating activities of individuals working together towards a common goal. There are different types of teams such as functional, self-divided, special purpose, and shamrock teams. Conflict resolution is important for human resources management and involves creating a healthy environment, identifying problems, listening to different perspectives, guiding self-resolution when possible, considering solutions, and deciding on a resolution. Counseling can help older adults cope with life changes like retirement and address worries, unhealthy coping habits, feelings of being overwhelmed, or loss of interest in activities.
Conflicts in organizations
This document discusses various perspectives on organizational conflict. It notes that traditional views saw conflict as something to be avoided or suppressed, while more modern views see some conflict as inevitable and possibly beneficial if managed properly. It defines conflict as involving divergent views and incompatibility between those views. The document outlines different types of conflict and hostility, as well as factors that can influence and exacerbate conflict such as scarce resources, autonomy, and goal divergence. It advocates for contingency-based approaches to conflict that diagnose the specific situation and apply collaborative problem-solving methods when appropriate to achieve win-win outcomes.
Conflict Management
This document discusses conflict management in organizations. It defines conflict and describes its sources and types. While conflict can be destructive, it can also be constructive if managed properly. The document outlines different strategies for coping with conflict, including avoidance, competition, accommodation, compromise and collaboration. It also discusses frameworks for understanding and resolving conflict, emphasizing the importance of communication, defining shared goals, and finding win-win solutions.
A brief history about Vietnam, Vietnam War and about Ho Chi Min. present econ...
This PPT show about the Vietnam history including the timeline from its time of origin to the after independence and also the 21st century. It includes the culture and demographics of Vietnam. Here you can find also the world war 2 situations in Vietnam, civil war and about their great leader Ho Chi Min. The economy of Vietnam compare to India. Vietnam political leaders and their government structure. The PPT includes the geographical significance of Vietnam and recent events.
How to be the one minute manager
This ppt is all about how one can be successful in his management career by following 3 basic principles. This is how to be the one minute manager can be successful in career compare to others. Use these simple rules in managerial career to be an effective and successful manager. This book is by Dr. Kenneth Blanchard and Dr. Spencer Johnson. This will tell you how one minute goal setting, one minute praising, one minute reprimand will help you to be a successful manager or effective manger in life.
More Related Content
Similar to Negotiation process from the book Understanding Organizational Behavior
Successful Group Discussion Tips
This presentation is based on Chapter 2 - Successful Group Discussion of the 17 part Group
Discussion series provided by exforsys.com. In this presentation you will learn about
various factors that influence the success of any group discussion such as discussion goals,
topic selection, time management, multiple perspectives, conflict management and openended
questions.
Business Communication
The document discusses effective business communication in groups and teams. It provides tips for dealing with conflict, making group decisions, and improving team effectiveness. Some key points include listening to understand other perspectives in conflict, encouraging diversity in innovative teams, and establishing roles and procedures to determine team purpose and assess performance.
Smith utm-conflict-309
This document discusses managing conflict in multidisciplinary teams. It begins by defining different types of conflicts that can occur, such as conflicts of interest, controversies over ideas, and developmental conflicts within individuals. It then discusses various strategies for handling conflicts, such as withdrawing, forcing one's views, smoothing over differences, compromising, and confronting issues. Effective team members are likely to compromise or confront, while ineffective ones may withdraw or force their views. The document provides guidelines for confronting issues and negotiating resolutions, including separating people from problems, focusing on interests, and creating options. It warns of the risks of groupthink and provides strategies for avoiding overly uniform views within teams.
Smith utm-conflict-309
This document discusses managing conflict in multidisciplinary teams. It begins by defining different types of conflicts that can occur, such as conflicts of interest, controversies over ideas, and developmental conflicts from changes. It then discusses various conflict strategies like withdrawing, forcing decisions, smoothing over conflicts, compromising, and confronting issues. The document provides guidelines for negotiation, such as separating people from problems, focusing on interests, and creating options. It warns of risks like groupthink when groups seek uniformity over open debate. Overall, the document provides an overview of conflict types and strategies to help manage conflicts constructively in teams.
Smith utm-conflict-309-SPPT23
This document discusses managing conflict in multidisciplinary teams. It begins by defining different types of conflicts that can occur, such as conflicts of interest, controversies over ideas, and developmental conflicts within individuals. It then discusses various strategies for handling conflicts, such as withdrawing, forcing one's views, smoothing over differences, compromising, and confronting issues. Effective team members are likely to compromise or confront, while ineffective ones may withdraw or force their views. The document provides guidelines for confronting issues and negotiating resolutions, including separating people from problems, focusing on interests, and creating options. It warns of the risks of groupthink and provides strategies for avoiding overly cohesive groups that lack critical thinking.
Group decision making
The document discusses group decision making processes. It defines group decision making as when multiple individuals collectively analyze problems, consider alternative solutions, and select a solution. The document outlines several key aspects of group decision making, including:
- Groups can range in size from 2-7 people and members may be demographically similar or diverse.
- Groups use structured or unstructured processes to discuss alternatives and arrive at decisions.
- Factors like group size, composition, and external pressures impact group functioning.
- Common group decision making methods include brainstorming, consensus building, and nominal group technique.
- Group decision making has advantages like tapping diverse expertise but also risks like groupthink.
Five methods for managing conflict
This document outlines five methods for managing conflict: accommodation, compromise, avoidance, competition, and collaboration. Accommodation is a lose/win approach where one party forfeits their position. Compromise is a win/lose-win/lose approach where all parties gain and lose through negotiation. Avoidance is a lose/lose approach where issues remain unresolved. Competition is a win/lose approach where one party attempts to dominate. Collaboration is a win/win approach that requires trust and understanding between all parties. Each approach is best suited to different conflict situations.
Conflict Management
Definitions of Conflicts .
Forms of Conflict .
Causes of Conflict .
Conflict at workplace .
Organizational Conflict .
Function Vs dysfunctional Conflict .
Management of conflict .
Conflict Management styles .
Group decision making
This document outlines objectives and content for a lesson on group decision making. The objectives include differentiating between individual and group decision making, explaining the group decision making process, discussing effective group leaders, and listing advantages and disadvantages of group decisions. The content outline covers defining groups and decisions, comparing individual and group processes, group formation stages, characteristics of effective groups and leaders, and approaches to group decisions like consensus, negotiation and voting. It also addresses conditions that can foster groupthink and how to avoid it.
Small group discussion and buzz group method
This document discusses small group discussion and the buzz group method. It defines small group discussion as a teaching method where a small number of people (4-8) learn from exchanging ideas and experiences to solve problems by consensus. Buzz groups are small temporary groups of 2-6 members formed during a lecture to discuss a topic and generate ideas. The document outlines the objectives, types, purposes, principles, roles, communication patterns, steps, advantages, disadvantages and limitations of small group discussions. It also defines and discusses the purpose, uses, principles and steps of the buzz group method.
Individual & group dynamics, conflit management & negotiation
The document discusses the concepts of individual dynamics, group dynamics, and conflict management. It defines what a dynamic individual and group are, outlining key characteristics. The stages of group development are described as forming, storming, norming, performing, and adjourning. Conflict management strategies like accommodation, avoidance, collaboration, compromise, and competition are presented. The negotiation process and its stages of preparation, discussion, clarifying goals, negotiating a win-win outcome, agreement, and implementation are outlined. Attitudes, knowledge, and interpersonal skills are identified as the three key elements of effective negotiation.
Individual & group dynamics, conflict management & negotiation. By deena George
The document discusses the concepts of individual dynamics, group dynamics, and conflict management. It defines what a dynamic person and group are, and describes the key characteristics and stages of group development. It then defines what conflict is and discusses various conflict management strategies such as accommodating, avoiding, collaborating, compromising, and competing. The document also covers the concept of negotiation, outlining the stages of negotiation as preparation, discussion, clarifying goals, negotiating towards a win-win outcome, agreement, and implementation. It identifies three key elements of negotiation as attitudes, knowledge, and interpersonal skills.
Collaboration approach daniel downs
The document discusses conflict resolution approaches in organizations. It argues that the collaboration approach is most effective as it balances addressing people's concerns with solving tasks and finding win-win solutions through open communication. This approach allows understanding different perspectives and repairing issues before escalation. The avoidance approach is not as good as it delays resolving conflicts, while accommodation could be a backup if collaboration is not possible. Overall, the collaboration approach is believed to best suit the author by being fair, resolving issues collectively, and finding decisions through group effort.
Group discussion
Group discussion is a method used to evaluate candidates for jobs or academic programs through discussion of a topic among 4 or more participants. It allows assessment of soft skills like communication, listening, and ability to logically present views. The document outlines the meaning and purpose of group discussion, what is tested, benefits, and guidelines for participation. Key points include actively listening to others, making fact-based arguments, accepting criticism politely, and using appropriate language.
Group discussion
Group discussion is a method used to evaluate candidates for jobs or academic programs through discussion of a topic among 4 or more participants. It allows assessment of soft skills like communication, listening, and ability to present views logically. The document outlines the meaning and purpose of group discussion, what is tested, benefits, and guidelines for participation. Key points include actively listening to others, supporting opinions with facts, accepting criticism politely, and contributing fully to the discussion without hurting others.
Group discussion and its importance
Group discussion is an important part of the selection process for educational institutions and companies. It assesses important soft skills like communication, leadership, problem solving, and teamwork. Educational institutions and organizations value these skills and seek candidates who can inspire teams and achieve objectives as a good team player. During group discussions, candidates are evaluated on their leadership, communication, interpersonal, persuasive, problem solving, and conceptualization skills. Discussions can be based on topics or cases, and topics may be factual, controversial, or abstract in nature. Participating in group discussions enhances learning, generates good exam questions, identifies weaknesses, and rectifies mistakes.
Organizational leaarning
Organizational learning involves facilitating continuous learning and transformation among all members of an organization. It requires systematically integrating and collectively interpreting new knowledge, which leads to collective action through risk-taking and experimentation. A learning organization recognizes that people are its most important asset and it takes commitment from all members to achieve organizational goals. Key aspects of organizational learning include problem solving, experimentation, learning from experience and others, and sharing knowledge throughout the organization. Building a learning organization involves cultivating personal mastery, examining mental models, developing shared vision, fostering team learning, and understanding systems thinking.
Presentation 2 (1).pptx
Team management involves a leader coordinating activities of individuals working together towards a common goal. There are different types of teams such as functional, self-divided, special purpose, and shamrock teams. Conflict resolution is important for human resources management and involves creating a healthy environment, identifying problems, listening to different perspectives, guiding self-resolution when possible, considering solutions, and deciding on a resolution. Counseling can help older adults cope with life changes like retirement and address worries, unhealthy coping habits, feelings of being overwhelmed, or loss of interest in activities.
Conflicts in organizations
This document discusses various perspectives on organizational conflict. It notes that traditional views saw conflict as something to be avoided or suppressed, while more modern views see some conflict as inevitable and possibly beneficial if managed properly. It defines conflict as involving divergent views and incompatibility between those views. The document outlines different types of conflict and hostility, as well as factors that can influence and exacerbate conflict such as scarce resources, autonomy, and goal divergence. It advocates for contingency-based approaches to conflict that diagnose the specific situation and apply collaborative problem-solving methods when appropriate to achieve win-win outcomes.
Conflict Management
This document discusses conflict management in organizations. It defines conflict and describes its sources and types. While conflict can be destructive, it can also be constructive if managed properly. The document outlines different strategies for coping with conflict, including avoidance, competition, accommodation, compromise and collaboration. It also discusses frameworks for understanding and resolving conflict, emphasizing the importance of communication, defining shared goals, and finding win-win solutions.
Similar to Negotiation process from the book Understanding Organizational Behavior (20)
Individual & group dynamics, conflit management & negotiation
Individual & group dynamics, conflit management & negotiation
Individual & group dynamics, conflict management & negotiation. By deena George
Individual & group dynamics, conflict management & negotiation. By deena George
More from Swaraj Mishra
A brief history about Vietnam, Vietnam War and about Ho Chi Min. present econ...
This PPT show about the Vietnam history including the timeline from its time of origin to the after independence and also the 21st century. It includes the culture and demographics of Vietnam. Here you can find also the world war 2 situations in Vietnam, civil war and about their great leader Ho Chi Min. The economy of Vietnam compare to India. Vietnam political leaders and their government structure. The PPT includes the geographical significance of Vietnam and recent events.
How to be the one minute manager
This ppt is all about how one can be successful in his management career by following 3 basic principles. This is how to be the one minute manager can be successful in career compare to others. Use these simple rules in managerial career to be an effective and successful manager. This book is by Dr. Kenneth Blanchard and Dr. Spencer Johnson. This will tell you how one minute goal setting, one minute praising, one minute reprimand will help you to be a successful manager or effective manger in life.
A HBR case study on Depreciation at delta airlines and singapore airlines
It is presentation of a HBR case study on depreciarionn at delta airlines and singapore airlines. It includes 5 questions with their answer.
Cadbury Dairy Milk Market Growth, Future Projections, BCG Matrix,PLC, Consume...
This presentation is about Cadbury Dairy Milk.onecan get idea of the history of cadbury. It's present market share, future projection of consumption including future growth of chocolate industry. It also includes the consumer behavior and their decision making process and ad campaigns with STP, BCG matrix of Cadbury Dairy Milk and also its PLC.Here you can find the porter's 5 Forces model for the Cadbury Dairy Milk and Critical success factors of the chocolate and the competitors analysis and also major distribution channel. You can get all information regarding Cadbury Dairy Milk market situation. You can get entire knowledge of their market situation
Virgin america airline campign Experience the experience
Experience the experience campaign of virgin America airline with C, company objectives, communication objectives, strategy and execution of the campaign and result of the campaign.Sir Richard Branson is the CEO of the airline
How to learn Linkedin for business and to develop company pages in linkedin
How to learn more about linkedin is the key focusing area. Here you can easily know how to learn to use linkedin in a better way for promoting your business.By going through the slides you will learn linkedin for company pages.
Best Description on Conflict and Negotiation
It gives you a general view why conflicts and different way of conflicts and how to negotiate to solve the conflicts.
Learn the best way of conflict negotiation and conflict resolution.
Nokia Lumia Series with Product Life Cycle & BCG matrix
It is the PPT for the Nokia Lumia series. Here you can find out the product lifecycle and BCG matrix of the serries.
The data that we have shared with you are secondary data taken from trusted news & b magazine sites which links i have given at the end.
Short Presentation For Disinvestment By Government Of India In PSUs
Disinvestment in India is a huge topic to cover but i tried it to cover within a very short slide. so that it will easy to understand and help you to get preliminary idea about it.
More from Swaraj Mishra (9)
A brief history about Vietnam, Vietnam War and about Ho Chi Min. present econ...
A brief history about Vietnam, Vietnam War and about Ho Chi Min. present econ...
A HBR case study on Depreciation at delta airlines and singapore airlines
A HBR case study on Depreciation at delta airlines and singapore airlines
Cadbury Dairy Milk Market Growth, Future Projections, BCG Matrix,PLC, Consume...
Cadbury Dairy Milk Market Growth, Future Projections, BCG Matrix,PLC, Consume...
Virgin america airline campign Experience the experience
Virgin america airline campign Experience the experience
How to learn Linkedin for business and to develop company pages in linkedin
How to learn Linkedin for business and to develop company pages in linkedin
Nokia Lumia Series with Product Life Cycle & BCG matrix
Nokia Lumia Series with Product Life Cycle & BCG matrix
Short Presentation For Disinvestment By Government Of India In PSUs
Short Presentation For Disinvestment By Government Of India In PSUs
Recently uploaded
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)Academy of Science of South Africa
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdPCOS corelations and management through Ayurveda.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Digital Artifact 1 - 10VCD Environments Unit
Digital Artifact 1 - 10VCD Environments Unit - NGV Pavilion Concept Design
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Walmart Business+ and Spark Good for Nonprofits.pdf
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
The Diamonds of 2023-2024 in the IGRA collection
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
The History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
Recently uploaded (20)
Pride Month Slides 2024 David Douglas School District
Pride Month Slides 2024 David Douglas School District
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
Liberal Approach to the Study of Indian Politics.pdf
Liberal Approach to the Study of Indian Politics.pdf
Negotiation process from the book Understanding Organizational Behavior
- 2. Negotiation is possible only when the out group is perceived both as interested in peace and as reasonable. It involves continuous interaction and dialogue between the groups in order to find a solution with maximum advantage to both(win-win situation).
- 3. Unfreeze Being open Learning empathy Searching for common themes Breaking the deadlock Searching for solution Responding alternatives Generating alternatives Committing to solution within the group Committing the whole group
- 4. Unless the expectations and relationship are unfrozen(by two conflicting groups) there is no chance of negotiation. Alternative members of both groups can be mixed in order to form new group to discuss the issues.
- 5. Group members should be open to each other and can give different points of view or alternatives without fear.
- 6. Group members may see only their own points of view but can gain empathy for other by sharing their concerns or goals.
- 7. Groups involved in a conflict may be helped to search common goals or other areas of overlap by listing their expectations, goals etc..
- 8. When the goal is clear for groups they can generate alternation for resolving some of the issues.
- 9. Study and respond to the alternatives .Every effort should be made to See issues in a positive and problem solving way.
- 10. Alternatives have to be explored in depth by small groups with all consensus on solution and then report is given to the larger groups. Because points of view from both the parties are reflected in the new groups. So they should be innovative to solve the issues.
- 11. sometimes both parties are so emotionally involved that they can not move towards a solution by themselves. In such case a 3rd party having Experiences may be brought in to solve the issues.
- 12. After the solutions are generated by the smaller group, the groups can debate and consider these solutions and committee to some of these. All doubts must be resolved or must be put aside at this point.
- 13. At the last step of the process groups accept the solutions jointly and make a commitment to implement it. further arrangements are also made to solve the remaining issues.
- 14. Prevention is better than cure. Two easy steps to prevent conflicts. Whenever problems arise, everyone must be involved in finding alternative solutions. Focus on team building.
- 15. Understanding Organizational Behavior Author-Proff. Udai Pareek