Employee Relation
Abstract
Conflict resolution is a process of resolving issues arisen in a dispute. Negotiation is a collaborative process, in which participants try to find a solution of the parties involved. The knowledge of the negotiation process is used in the practice of conflict resolution to prevent its negative consequences. This report examines the practical principles in conflict resolution to deal with the dispute in a way that is nonviolent, limit the domination by one side over the other side rather than exploiting from one side to solve conflicts arisen in the workplace. Conflict resolution can be viewed as a set of strategies that is described, outlined how negotiators actually behave and recommendation are also given in which negotiators should use to resolve the conflicts.
CHAPTER 1: NEGOTIATION – FOUNDATION AND APPROACH 1. Basic concept of negotiation
According to Kissinger (1969), negotiation defined as “a process of combining conflicting positions into a common position, under a decision rule of unanimity”. Negotiation is the process of communication mutually, with the purpose of reaching a agreement about various needs or ideas. It is a collection of behaviours related to communication and conflict resolution.
Negotiation is also a process of interaction between two or more people or parties, aims to gain an understanding, resolve the difference, or take advantage in outcome of communication, to bargain the benefits of individual and collective parties, to build the result to meet various needs of parties related to a negotiation process. Therefore, negotiation is a process that each party involved to get the outcome by the end of the process. Negotiation is aimed at compromise. There are many different definition about negotiation. However, among participant in a conflict has common interest and mutual dependence (Schelling, 1960) 2. Negotiation options
According to Robin (2002), five conflict resolution styles are compromise, collaboration,
Conflict resolution is a process of resolving issues arisen in a dispute. Negotiation is a collaborative process, in which participants try to find a solution of the parties involved. The knowledge of the negotiation process is used in the practice of conflict resolution to prevent its negative consequences. This report examines the practical principles in conflict resolution to deal with the dispute in a way that is nonviolent, limit the domination by one side over the other side rather than exploiting from one side to solve conflicts arisen in the workplace. Conflict resolution can be viewed as a set of strategies that is described, outlined how negotiators actually behave and recommendation are also given in which negotiators should use to resolve the conflicts.
CHAPTER 1: NEGOTIATION – FOUNDATION AND APPROACH 1. Basic concept of negotiation
According to Kissinger (1969), negotiation defined as “a process of combining conflicting positions into a common position, under a decision rule of unanimity”. Negotiation is the process of communication mutually, with the purpose of reaching a agreement about various needs or ideas. It is a collection of behaviours related to communication and conflict resolution.
Negotiation is also a process of interaction between two or more people or parties, aims to gain an understanding, resolve the difference, or take advantage in outcome of communication, to bargain the benefits of individual and collective parties, to build the result to meet various needs of parties related to a negotiation process. Therefore, negotiation is a process that each party involved to get the outcome by the end of the process. Negotiation is aimed at compromise. There are many different definition about negotiation. However, among participant in a conflict has common interest and mutual dependence (Schelling, 1960) 2. Negotiation options
According to Robin (2002), five conflict resolution styles are compromise, collaboration,
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