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Copy of Conflict and Negotiation
Transcript of Copy of Conflict and Negotiation
How to manage conflict?
What is conflict?
is a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about." (p. 186)
Presentor: Johndiv S. Castro
Must be avoided
Indicates a malfunction in the group
Necessary for a group
Instead of encouraging "good" or "discouraging conflict
Resolve naturally conflicts productively
Managed Conflict View
view encouraged conflict to produce change and innovation.
Was based on behavior that prevailed in the 1930s and 1940.
Constructive and improves performance
Destructive and hinders progress
The Conflict Process In Stages
THE CONFLICT PROCESS
Potential Opposition or Incompatibility
Cognition and Personalization
Source: "Survey Shows Managers Have Their Hands Full resolving Staff Personality Conflicts" IPMA-HR Bulletin, Nov 3 2006
Size of the groups
Larger group = more conflict
* Teams of 6 individuals is the best
A good team design yields 2x the Benefits
Too little or Too much Increases Conflict
You Can Have Too Much Agreement
Fredrick Taylor :
People are rational economic beings that will act on their own interest.
: Type X(Hate work) - Type Y(love Work)
Persons View Point
Destructive on group performance
" A process that occurs when two or more parties decide how to allocate scare resources" (p. 193)
Short Term Duration
Get as much of the pie as possible.
Win - Win
Long Term Duration
Expand the Pie so both parties are satisfied.
(LOW information Sharing)
(High Information Sharing)
Preparation and Planning
Definition of Ground Rules
Clarification and Justification
Bargaining and Problem Solving
Closure and Implementation
JOSE is the Station Manager at a local FedEx branch office and his staffs productivity levels are lower this year compared to others subsequent years on record.
JOSE decides to set goals to improve the productivity of his associates and leave behind an executable plan.
Corporate Headquarters will have record of his efforts on file and by choice may replicate his trial to other stations upon his positive success.
Improves the quality of decisions and encourages group member interest and innovation
Working it out now because conflicts are visible:
- Active Listening
- Verbal Communication Skills
- Empathy Skills
- Strong INTERPERSONAL skills (persuasion, negotiation and mediation)
- problem-solving and conflict-resolution skills
tries to find a mutually beneficial solution for both parties
tries to smooth over or avoid conflict situations altogether
tries to win the conflict at the other’s expense
involves giving in completely to the other side’s wishes
involves looking for a position in which your losses are offset by equally valued gains.
Conflict Management Styles
5-point action plan in resolving cross-cultural issues
Assess unique features of cross-cultural communication
there's an assistance of a Mediator who may advise on the process
meetings between the parties or their representatives & discuss the matters in dispute
provides advice based on facts, applicable laws
ALTERNATIVE DISPUTE RESOLUTION
Republic Act No. 9285, known as the “Alternative Dispute Resolution Act of 2004 aims to promote, develop and expand the use of alternative dispute resolution (ADR) in the private and public sectors; and recommend to Congress needful statutory changes to develop, strengthen and improve ADR practices in accordance with world standards.
Philippine Labor Code defines ‘Collective Bargaining Agreement’ as the negotiated
contract between a legitimate labor organization and an employer concerning wages, hours
of work and all other terms and conditions of employment in a bargaining unit, including
mandatory provisions for grievances and arbitration machineries.
CBA must be registered with the Department of Labour and Employment within 30 days of the finalisation of negotiations. A copy is submitted directly to the Bureau or the Regional Offices of the DOLE for registration.
STAGES OF NEGOTIATION