What Kind of Negotiator are You

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School

Central Texas College *

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112

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Management

Date

Feb 20, 2024

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docx

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Uploaded by AdmiralLyrebird299

1 What Kind of Negotiator are You? Dorris Green Buffalo State University MGMT Strategy 1055 January 7, 2024

2 What Kind of Negotiator are You? Effective negotiation skills are critical in shaping team members' organizational roles. Conflicts in organizations are inevitable. However, the ability to negotiate is paramount in determining the resolution of the conflict. This document will examine a case where an employee feels that they are facing prejudice and discrimination by a colleague, which focuses the division head to intervene. The analysis will focus on the main points of assessing the interests at stake, options for each party, responsibility assignment, handling interpersonal disputes, potential solutions, decision-makers in dispute resolution, the design of the dispute resolution system, and personal viewpoints on the case. Interests at Stake and Options Three interests are at stake in this case, including Chris Harding, Sandy King, and Dana Idris. Chris's interest is based on his ability to keep his position as a higher-performing and tenured plant manager until retirement. Sandy's interests include being treated with respect and working in a positive work environment free from prejudice, discrimination, and harassment. Dana's interest is to maintain a harmonious and productive work environment. Dana wants to retain Chris and Sandy by resolving the individuals' conflicts. Furthermore, Dana wants to ensure that all consumers and employees are treated fairly. Each of the stakeholders has options that may help them attain their interests. Chris can defend his actions and discuss Sandy's shortcomings. Furthermore, Chris can highlight his tenure, performance, and accomplishments within the company. Chris may also be willing to leave the job on his own merits. Sandy can address Chris directly, seek support from upper management, file a lawsuit for harassment, or leave the job. Dana has the option of providing

3 counseling services to both Chris and Sandy to resolve the conflict. Dana can also investigate whether discrimination and a hostile work environment exist within the organization. Responsible Party Typically, in workplace disputes, leadership is held responsible. It is leadership who is responsible for setting the tone and culture of the organization. Furthermore, it is the responsibility of leadership to take prevention and mitigation steps to ensure that disputes are acknowledged and minimized. Training, policy implementation, and modeling of positive behaviors are conducted and constructed by leadership. Interpersonal Disputes Interpersonal disputes in the workplace should be settled based on the rights of the team members. For example, in this case, Sandy is working in a hostile work environment. She has the right to work in a company that addresses these issues. Sandy also has the right to feel safe and secure in her working environment. She should not think that she is being discriminated against, harassed, and overlooked in the company that she is working for. In any organization, the rights of the employees should be a priority. Not addressing the rights of the employees can have an adverse effect on the company's reputation and finances. Solution The solution should be integrative and focus on finding a mutually beneficial resolution that addresses the issues and concerns of both parties. In this case, an integrative approach is necessary to build a more inclusive and respectful work environment. Who Decides on How Complaints is Handled Sandy or Dana is responsible for handling the complaint. Sandy can report the harassment to the U.S. Equal Employment Opportunity Commission (EEOC), which is typically

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4 responsible for establishing laws and handling unfair workplace treatment cases. If Sandy chooses to, she can begin documenting issues and reporting them. Furthermore, she can be a whistleblower and give up information about the company's practices and their inactivity in addressing her concerns. On the other hand, Dana can make recommendations and enforcements about how the complaint should be handled internally. Dana can encourage counseling, conflict resolution, training, and other tools to help reduce conflict. Furthermore, Dana can suspend or fire team members. The complainant should be unable to choose how the issue will be handled internally as they can be biased and unfair. Sandy may call for Chris to be terminated in this case, but Chris may only need counseling. This is why Dana should be able to choose how the situation should be handled. Optimal Design of the Dispute Resolution System I do not feel that the complainant should be required to deal first with the offender. Complainants have the job of reporting issues and incidents. It is the leadership's role to investigate and address the complainant's concerns. The complainant has a duty to be protected. They are merely responsible for their roles within the company. They should not have to face harassment issues head-on. Personal Beliefs People of different races, genders, nationalities, cultures, and relations generally negotiate differently than each other. Various factors influence their negotiation strategies, such as their fears of being terminated, their income levels, their understanding of social structures, etc. Furthermore, historical and political obstacles can affect how different groups negotiate. For example, oppressed groups may avoid negotiating because they may have been overlooked in the

5 past, or they may feel that laws and policies need to be revised. The dominant or majority group may feel more inclined to negotiate because of their sense of entitlement. Different groups are also treated differently on average. This is why things like women's wage gaps and affirmative action policies were established. Furthermore, there is a natural sense of power from the dominant group in any organization. I would define success in dealing with Sandy's well-being and hiring more minority groups. The company has created an environment that does not foster diversity. There needs to be a more diverse team which includes people from different genders, race/ethnicity, religion, nationality, ability/disability, etc. Companies that foster inclusion and diversity tend to have better cultures and higher performance where team members feel safe, secure, and satisfied in their roles.

What Kind of Negotiator are You

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