Conflict, when managed effectively, can be constructive and beneficial to the organization. However, to achieve this requires respecting people’s opinions, striving to resolve the conflict before it escalates, and working together to prevent it. Cunningham and Sawyer (2019) proposed four conflict negotiation models aimed at helping organizational members maintain a conducive team atmosphere. For the purpose of this discussion, the focus will be on three conflict negotiation modes and the situations in which they are applied.
Integrative Negotiation
This model, also referred to as a win-win approach, is the most widely used when it comes to resolving conflict. It ensures all the parties involved feel they have achieved what they wanted. Most importantly, the model ensures those involved in the negotiation process are satisfied. However, the parties must make sure that there is enough amount of resources to meet the demands of all parties. An example of a situation where it is being applied is divorce, which considers what is best for the couple and children.
Win-Lose Approach to Negotiation
Negotiation can be viewed in terms of driving hard bargaining or beating off the competition. In this regard, one side wins while the other losses, and the outcomes might damage future relations. Similarly, it can result in the loser refusing to engage the winner in any future negotiation deals.
Negotiation skills allow such people to persuade, communicate and strategize how to achieve the desired outcome. A typical example is the use of dangerous pesticides, which can be regarded as win-loss-it increases yield, but customers would prefer not to have their food exposed to dangerous chemicals.
Compromise Approach
This conflict negotiation model was introduced to ensure the parties partially achieve what they originally wanted-they settle for something less than they expected. Compromise is the best option, especially when it is impossible for both parties to reach an agreement. The approach is also utilized in situations where there is a dispute over limited resources. A common situation where this approach is often sought after is when it is impossible to satisfy everyone involved in the conflict. It also applies in situation that requires a quick solution, even if it is temporary.