For HRMT300 Negotiation I assignment, select a Negotiation and/or Conflict Resolution topic from your course materials. Write a 7 pages research paper (not including the cover, table of contents, abstract, and reference pages). Write a research paper addressing the topic with key related main points and sub-points and at least 5 sources. You may consider topics such as:
- The Nature of Negotiation
- Strategy and Tactics of Distributive Bargaining
- Strategy and Tactics of Integrative Negotiation
- Negotiation: Strategy and Planning
- Ethics in Negotiation
- Best Practices in Negotiation
- BATNA
- Business Negotiations
- Conflict Management
- Conflict Resolution
- Negotiation Skills
- Negotiation Training
- Pedagogy
- Sales Negotiations
- Women and Negotiation
HRMT300 Negotiation I
Before submitting your final project on HRMT300 Negotiation I draft, please be sure that it meets the following guidelines:
- Your paper on HRMT300 Negotiation I should be typed and double-spaced. (Please use 12-point font.)
- Your paper should have a clear and focused purpose and strong supporting paragraphs that use plenty of details to develop and prove your topic, main points, and sub-points.
- Please remember that the strength and clarity of your topic statement and supporting paragraphs are in part a function of the proper use of grammar, the proper spelling of words, and the appropriate use of punctuation.
- Please incorporate a minimum of 5 sources, using APA Style documentation style.
- Please submit a title page, abstract, table of contents and reference page as part of your paper.
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Chances are conflict resolution in negotiation and bargaining plays a significant role in your small business. From choosing goals and objectives to meet on a quarterly basis to forecasting what sales will look like, which interview candidate is the best to hire and even where the company holiday party should be held, negotiating and bargaining can be used in both big and small ways, with conflict resolution bringing an end-result to deliberations.
Conflict Resolution
- Negotiation is used when two people have a similar objective in mind but both people conflict on how the objective is reached. Conflict resolution is a way to quell these conflicts and ensure the objective is met. Conflict resolution can take various forms, even passive kinds, such as avoidance of the issue when one person allows the other to make the ultimate decision, according to web resource MBA Toolbox. Regardless, conflict resolution in its many forms is an imperative tool in having productive negotiation periods that ensure an objective will be met.
Causes of Conflict
- There are various reasons why conflicts arise within negotiations, but typically the conflict may exist because of ambiguity over responsibility and authority, competition over control of the situation, differences in work ethic or attitude, communication problems, personal or value-oriented differences and unequal reward systems. For example, two people who live on opposite sides of a city and want to see a movie together may have a conflict choosing which theater to attend. If one person wins negotiations by having the other person travel across town to his nearby theater, the person who needs to travel farther is not “rewarded” the same as his friend who lives within theater proximity.
Modes of Response
- Everyone’s response to conflict within negotiations can vary. According to the Foundation Coalition, there are five ways that people respond to conflict: through competition, compromise, avoidance, collaboration or accommodation. Each of these five response styles can be completed through assertiveness or cooperation. While the Foundation Coalition states that there are no “wrong” modes of response, “there are right and wrong times to use each.” If you are managing negotiations between a team of people, assess each situation individually and decide what type of response style is best used under your specific circumstances.
Barriers to Conflict Resolution
- The Foundation Coalition states that certain barriers may lie in the path to effective conflict resolution. These barriers include how you view yourself and others, what you expect following the resolved conflict and what position of power you hold versus the person you are negotiating with. Gender can also act as a barrier, since the way certain people are taught to deal with conflict as a young boy or girl may resurface in their adult years during negotiations. These barriers will not stop the resolution of conflict entirely but can slow down the process and be difficult to navigate around.
