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Unit 14: Conflict Management

Notes

Source: Nancy J Adler, "International Dimensions of Organisational Behavior", 2nd Edition, FWS-Kent,
Boston (1991) Page 179-217.

Negotiating Approaches

There are two major negotiating approaches:
1. Distributive Bargaining: Distributive bargaining is an approach in which the goals of one
party are in direct conflict with the goals of the other party. Each party wants to maximize
its share of the limited resources. Distributive bargaining is a competitive or win-lose
approach to negotiations.
2. Integrative Negotiation: Under this approach to negotiation, the parties' goals are not
seen as mutually exclusive; the focus is on making it possible for both sides to achieve
their objectives. Integrative negotiation focuses on the merits of the issues and is a win-
win approach.

Third-party Negotiations

When individuals and groups reach a stalemate and are unable to resolve their differences
through direct negotiations, especially when a conflict is emotionally charged, they may turn to
a third party to help them find a solution. The third party may be a manager, a well-respected
colleague or someone whose formal role is to resolve conflicts.
1. Mediator: A mediator is neutral third party who facilitates a negotiated solution by using
reasoning and persuasion, suggesting alternatives, etc. A mediator's role involves exerting
high control over the process but not the outcome. A mediator interviews the parties
separately, and then tries to help them reach a solution by bringing those together or
ferrying messages back and forth during labour-management negotiations.
2. Arbitrator: An arbitrator is a third party with the authority to dictate an agreement. An
arbitrator's role involves exerting low control over the process and high control over the
outcome. The arbitrator allows each party to present facts or arguments and then decides
on the outcome and may even enforce it. Arbitration can be voluntary or compulsory.
3. Consultant: A consultant is a skilled and impartial third party who attempts to facilitate
problem solving through communication and analysis, aided by his or her knowledge of
conflict management. This approach has a longer term focus to build new and positive
perception and attitude between the conflicting parties.

4. Inquisitor: The role of an inquisitor involves high control over both the process and the
outcome of conflict resolution. An inquisitor asks questions, directs the way evidence is
presented, calls for additional evidence and referees arguments, then decides the outcome
of the dispute and enforces his or her decision.

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