Conflict, Decision Making
Conflicts happen in all places, and workplace is no exemption. A workplace has a diverse workforce with different backgrounds. Their ambitions and goals differ and easily results in conflicts. Nonetheless, workplace conflict does not necessarily result in negative impact, when well resolved it could indeed result in positive outcomes. As noted by Hellriegel, et al. (2001) by resolving conflict effectively, an organization can solve numerous issues that surfaces, and get to know other issues it was unaware of. One of the best ways of resolving workplace conflict is through negotiation. This short paper examines workplace conflict at Tesco plc, a leading general merchandising and international grocery retail chain based in the United Kingdom.
Appling negotiation strategies to address potential conflicts in the workplace
There are five main negotiation strategies that can be used to resolve workplace conflicts (Savage, et al. 1989). The approach applied will depend with the situation, the degree of the conflict, personality of the decision makers and mechanisms the company has put in place for conflict resolution. Competing negotiation strategy: people who use this approach are usually assertive and not ready to cooperate. They normally operate basing on their position of power, rank or swaying ability. Accordingly, this strategy can be valuable in cases of emergency and when there is need for a quick decision making, or enforcing unpopular decision. Nonetheless, this approach can result in other people feeling unsatisfied and resentful.
Accommodating: this negotiation strategy is used by people who are passive and want to cooperate with others. Accordingly, they normally overlook their own needs and give in to others. Those who employ this strategy are selfless and worried of conflict. This approach is suitable in a situation where peace is more required than wining. Nevertheless, this strategy may not result in the...
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