Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them. Complete Assignment on conflict resolution and negotiation skills is available for free download. This assignment covers the following topics in detail: Definition of conflict, Types of conflict, What is conflict resolution…?, Conflict resolution is related to peacemaking, Conflict Resolution Skills , Negotiation, Types of Negotiations, Preparing for a Successful Negotiation, Skills for Successful Negotiating.
OVERVIEW OF ASSIGNMENT ON CONFLICT RESOLUTION & NEGOTIATION SKILLS:
Definition of conflict
According to William Wilmot and Joyce Hocker (2011),
“an expressed struggled between at least two interdependent parties who perceive
incompatible goals, scarce resources, and interference from others in achieving their goals”
According to Ruth Abigail and Dudley Cahn (2011)
“A kind of communication process within which a problematic situation with certain characteristics arises”
Regardless of how the conflict is defined, it is possible for anyone to change his or her conflict behaviors because these behaviors are not inborn but rather developed repertoire of skills and communication practices that we can learn, refine, and practice (Wilmot &Hocker, 2011, p. 9).
Types of conflict
There are five different types of conflict as bellow,
- Relationship Conflict
- Data Conflict
- Interest Conflict
- Structural Conflict
- Value Conflict
What is conflict resolution…?
Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them. The disagreement may be personal, financial, political, or emotional. When a dispute arises, often the best course of action is negotiation to resolve the disagreement.
The concept of “conflict resolution” is open to many interpretations. On one hand, conflict resolution can be regarded as any process that resolves or ends conflict via methods which can include violence or warfare. Alternatively, it can be viewed as a non-violent process that manages conflict through compromise, or through the assistance of a third party who either facilitates or imposes a settlement or resolution. Conflict resolution processes are many and varied and can be seen on a continuum ranging from collaborative, participatory, informal, non-binding processes (such as mediation, conciliation, third party negotiation) to adversarial, fact-oriented, legally binding and imposed decisions that arise from institutions such as the courts and tribunals (Boulle, 1996). Typically, non-adversarial practices such as mediation, negotiation, arbitration and conciliation are practices which have been associated with conflict resolution or alternate dispute resolution (ADR) procedures rather than adversarial institutions such as courts and tribunals where a settlement is imposed on the disputants by an external authority (Boulle, 1996). In contrast mediation, conciliation or negotiation are activities that facilitate communication between participants who are seeking to resolve their differences in a cooperative way.
Some commentators such as Wertheim et al (1998) and Fisher and Ury (1996) believe that the key to resolving conflict is to focus on interests rather than positions, which is the solution one party seeks to impose on another. Burton (1986, cited in Tidwell, 1998) has argued that resolution between two parties in conflict can only occur when “relationships have been re-examined and realigned” (p.9). Although this form of resolution may by regarded by some as more desirable it is not always practicable. Resolution in cases of marital separation or divorce can in some cases simply mean the settlement of an outstanding property dispute rather than the “realignment of relationships.” The “transformation” of relationships may be an ideal pursued by a third party who is intervening on behalf of the disputants, but it is not necessarily the goal of the disputants who may simply desire a solution to their problem.
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