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Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scare resources, and interference from others in achieving their goals.
says that conflict stems from unsatisfied human needs In conflict, people represent their interests, but not their underlying needs; however, they will use power and coercion to meet those needs
embedded in the social structure lead to violence and conflict. Unless those underlying inequalities are solved, then violence will continue Prime example is lower-class people dying because health care resources are granted to the upper-class
Conflict is not always dysfunctional for the relationship within which it occurs; often, conflict is necessary to maintain such a relationship Conflict not only generates new norms, new institutionsit may be said to be stimulating directly in the economic and technological realm. If Coser is correct, and conflict serves a socially useful function, then should conflicts be resolved?
Game Theory
Zero-sum
game
fixed pie
People
lose.
If I win a quarter, they lose a quarter the sum is always zero you give up nothing, because it means the other side wins what you give up
HISTORY
Social
movements:
Gandhi and nonviolence movement to free India of British Rule Womens suffrage movement, 1848-1920 Lech Walesa and Solidarity in Poland Nelson Mandela/Desmond Tutu and the movement against Apartheid in South Africa
Based
HISTORY
Thoreau
Thoreau
declared that, If the government requires you to be the agent of injustice to another, then, I say, break the law.
Escalation of conflict
Conflicts
Destructive Conflict
parties become less flexible goals are narrowly defined and rigid primary goal is to defeat the other party assumes the other side must lose becomes protracted and intractable damages relationships promotes inequality & power imbalance outcomes are imposed unilaterally often requires redress or revenge outcomes are often oppressive to one side DOES NOT SOLVE UNDERLYING CAUSES
Constructive Conflicts
Constructive conflicts are not the absence of destructive elements Characteristics of constructive escalation
interaction changes often flexible goals/objectives guided by belief that all parties can win strengthens relationships restores equality recognizing the other parties as legitimate using benefits/promises rather than threats/coercion find mutually acceptable solutions Conflict is actually solved
Conflict Continuum
Negotiation is at the bottom because negotiation theory is the base for all forms of conflict resolution (mediation, arbitration, even diplomacy)
Negotiation Theory
Positional
Negotiation
Positions are the stance you take and your proposed solution
I want $3,000 for this car Stop taking my stuff you have to ask me first.
Positional
negotiation starts with two positions and attempts to find a middle ground between them, or barter until one party gives in to the other position.
Positional Bargaining
Hard
Hard bargaining make threats, damage relationships, demand concessions from other party, goal is victory, search for one answer you will accept, apply pressure Soft bargaining you get taken, sacrifice your needs for relationship, trust other party, disclose your bottom line, try to win friends, search for an answer they will accept
Principled Negotiation
1.
3.
Invent solutions for mutual gain 4. Insist the result be based on some objective criteria
every party in a negotiation has emotions and ego, and can have misunderstandings
The relationship needs to be taken into account in all negotiations Perceptions does truth matter?
Emotions the higher the stakes, the higher emotions run Communication all negotiations have misunderstandings
ask why? what are they getting from position ask why not? what are they not getting most common interests are needs-based
Types of Interests
T.R.I.P.
Topic
Relational
internal, non-negotiable, usually not expressed aloud, intangible (values) DRIVE all conflicts
interests:
what do we want? what are we fighting for? either both parties have the same goal, or both parties have opposing goals
Process
interests:
what communication process will we use? process goals appear when low-power party cries unjust process or unfair fight
Relational Goals
Who
How will we be treated? How much influence do we have over the other? How interdependent are we?
At
the heart of all conflicts, but rarely articulated Relational goals must be met in order to solve underlying issues
am I in this conflict? You can save or damage your own face or the others face If face is destroyed, it must be restored (saved) before any other conflict goal can be addressed When face is damaged:
people dig into their positions creates losers who get back at you next time
rationalize actions claim unjust intimidation dig into our position damage others face
How
help increase their self-esteem avoid giving orders or directives listen carefully and legitimize their concerns
No
overlap
all conflicts have multiple goals relational and identity goals are always present different goals have primacy parties in conflict rarely have same goals with same primacy
Interests
are disguised
relational and face goals are presented as topic and process goals
change
Prospective
goals goals
what you want as youre preparing goals that emerge during the conflict
shift as negotiation occurs can become destructive (esp. face) can be sacrificed (esp. topic)
Transactive
Retrospective
solution in a negotiation is to split the difference between the positions In order to have more options to choose from, you need more solutions
market value, such as blue-book value professional standards precedent scientific judgment
Flip a coin, lottery, use a 3rd party, I divide, you choose
Agree to the principles first Not a way to strengthen your position a fair standard must be fair for both parties