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Negotiation Checklist

In: Business and Management

Submitted By bangbangkut
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Table of contents

Topic | Page | Table of content | 1 | Introduction | 2 | Main contents Step 1: Create An Effective Atmosphere | Step 2: Clarify Perception Step 3: Focus On Individual And Shared Needs | Step 4: Build Shared Positive PowerStep 5: Look To The Future, Then Learn From The Past | Step 6: Generate Options Step 7: Develop “Doable” – Stepping-Stones To Action | Step 8: Make Mutual Benefit Agreements | | 3 – 7 3 | 4 | 5 | 6 | 7 | | Figures | 8 – 9 | Conclusion | 10 | References | 10 |

Conflict in OSH arises in the workplace. Dealing with conflict its refer to the struggles that result from incompatible needs, feeling, thought or demands within person or between two or more people. There are 3 types of conflict at workplace: 1. Interpersonal conflict 2. Individual-group conflict 3. Group-group conflict

Conflicts can arise between people because of differences in educational backgrounds, personal experiences, ethnic heritage, gender and political preferences. In this task given, the issue that will be discussing in strategies to deal with conflict is a gender issues. This issue is importance because in every organization they have male and female worker. This conflict will be occurring when there are some misunderstandings between the different genders. There are many situation can be describe to this conflict. There is the process to solve the problem and conflict resolution.

Main contents
Conflict resolution process
Step 1: Create An Effective Atmosphere
Creating an effective atmosphere is a very importance step in the conflict resolution process.
Example: Try avoiding sensitive issues for the example about the culture, gender, family and religion. There are many kind of cause that can occurring a conflict in these are the sensitive issues. Try not to talk about it and be a professional when doing a job. * Personal preparation – all parties involved must ready themselves in positive ways to approach issues honestly and openly. * Timing – choosing a time that is the best for all parties involved. A time in which no one is feeling pressed to move on or pressured in other ways. * Location – where must meet is as importance as when must meet. It is best to pick a place where all parties can feel comfortable and at ease. * Opening statements – try to start out on a good note. Good openings show the sincerity and willingness to approach conflict.
Example: When having a meeting, they have a male and female representative. So everyone must prepare themselves to get ready in every situation that they will faced. Try to be open minded and think positive on every issues that will be discussed. Try to find a suitable time to discuss this matter to make sure every representative can attend the meeting without any forced and pressure. The meeting must be held at the suitable place not only for their comfortable but also to make sure they have a calm situation. The safety officer representative must start the meeting with a good opening. Try to give a positive look to the other to make sure they can think positive too.

Step 2: Clarify Perception
Clarify individual perceptions involved in the conflict
Example: the problem can’t be solve if the root cause is unclear. Ask each person on what their opinion and perception about the matter. * Sort the part of the conflict – ask what it is about * Avoid ghost conflicts – get to the heart of the matter and avoid side issues. * Clarify what, if any, value are involved. * Recognize that the parties involved need each other to be more effective.
Example: when having a discussion, find the main point of the issue and try to identify what this conflict was about. Focus on issues that are being a main point and avoid side issues that can disturb a main point cause it can effect timing. In the organization, there are men and female. Worker should know how to respect each other without raise up sensitive issues. They should work up together and make sure the work that been given are doe smoothly without any problem. They should know, they need each other to make the work done effectively.

Step 3: Focus On Individual And Shared Needs
Expand on shared needs. Must realize that everybody need one another in order to successfully resolve conflict.
Example: every person have their own need. Ask their needs towards conflict, they need to be together to make sure the conflict be resolve. Male or female have their own right try to united to have one solution.

Step 4: Build Shared Positive Power * Power is made up of people’s outlooks, ideas, convictions, and actions * A positive view of power enables people to be most effective. A negative outlook on power proves disempowering. Instead of “power it,” it encourages “power over”. * Positive power promotes building together and strengthening partnership. When parties in conflict have this outlook, they can encourage each other to use shared positive power. * This gives an ultimate advantage to all involved because each person’s positive energy is being drawn upon for a worthwhile solution.
Example: Avoid negative thinking. This is the motivated part where everybody must try to think positive to make sure there are no argument and non professional thinking happen. For the example when they think that issues can be solve so that the issues can’t be resolve try to get a positive outlook. This can surely solve the problems.

Step 5: Look To The Future, Then Learn From The Past * Don’t dwell on negative past conflicts, or the conflict won’t be able to be solved positively in the present or the future. * Try to understand what happened in the past, and avoid repeating the same mistakes over.
Example: Learn from the mistake and try to move on in a future. Avoid from repeating the same issues and the same mistake at the future. Be a professional when doing a job to make sure no problem will occur. Avoiding undemonstrative when having a group discussion where it can occurring problem.

Step 6: Generate Options * Beware of preconceived answer * Look for common threads * Make sure options are workable for all parties involved * Set aside disagreement and focus on options that seem most workable * Avoid spin-off conflict by passing options that won’t work for all involved
Example: Find option from other idea. Select the best idea to solve these issues with satisfied everyone.

Step 7: Develop “Doable” – Stepping-Stones To Action
Doable are specific actions that have a good chance at being successful. Doable are: * The ideas that have the best chance at success * Steps that never promote unfair advantages on any sides * Found on shared input and information from all parties * Trust builders – they add confidence in working together * Actions that meet shared needs
Example: give a motivated to increase their confidence when faced with others. Make them feel comfort. When both parties can discuss in one table with no problem and comfortable, this can make conflict been resolve between these two gender.

Step 8: Make Mutual Benefit Agreements
Mutual-benefit agreement will lead to lasting solutions to specific conflicts. * Instead of demands, focus on developing agreements and find shared goals and needs * Build on “doable” things by working on the smaller stepping-stone solution. * Pay attention to the needs of the other person addition to individual own interests. * Recognize the “givens” – basic things that cannot be altered or compromised * Clarify exactly what is individual responsibilities * Keep the conflict partnership process going by using and sharing these skills with others.
Example: use a ‘win-win’ concept which all parties have one agreement. Pay attention on their need not their feel. When all parties that involved in this conflict satisfied with the result, all work or discussion can be carry on smoothly and clearly.

When conflict was occur between two parties

When conflict was resolve two parties need each other to be stronger

The differences between the psychologies of men and women have been a subject of debate for many years. When men and women are working together, their differences may leave the realm of the theoretical and become an obstacle to business success. Watching for signs of gender conflict and taking steps to defuse potentially problematic situations is invaluable for any manager, and can go far to maintain a happy and productive work atmosphere. Try to deal with this conflict to make sure there are peaceful when doing a job.

References 1. Note no 5. Dealing with conflict HRM3118. By Miss Najah Bt Ahmad. 2. Journal of Young Investigators. 2003. Volume Seven. 3.

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