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Conflict Management And Resolution Essays On Music

The Role of Negotiation in Conflict Resolution Essay examples

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The role of negotiation in conflict resolution
Introduction
Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of…show more content…

The role of negotiation in conflict resolution
Introduction
Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of effective and direct communication between the employees or employees and management are major contributory factor towards the organisational conflict. Failure of manger to establish direct communication with the employees can be also regarded as principle factor behind the organisational conflict.
According to Jambrek, and Penić (2008), conflict of the outcome of social situation and social interaction where the activities and interest of individuals or group of individual confronts. Conflicts are normal in every type of organisation because people have diverse opinion and some individual may display their reluctance in accepting the opinions of others. It is true that conflicts are inevitable aspect of organisational life. However, it can be

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causes, outcomes, contingencies, and causal mechanisms, is critically needed to advance knowledge about what works in international conflict resolution. Second, a dialogue between theory and experience, with progress in each leading to refinements in the other, is the best route to improved understanding. Third, a strategy using multiple sources of data and methods of analysis, referred to as “triangulation,” is preferred for increasing confidence in evaluative conclusions.

Many of the substantive studies in Chapters 3 through 14 take up the challenges defined in Chapter 2, making new contributions to knowledge by clarifying concepts; defining types of interventions; stating explicit hypotheses about causes, effects, and causal mechanisms; defining outcome indicators; and so forth. In this respect these chapters may be previews of the directions that the field is likely to take during the first decade of the new millennium.

Below, we briefly summarize the topics and findings of the 12 substantive studies in this book. The summaries are not intended to substitute for the studies; rather, they are intended as a guide to the reader. We group the summaries under the four strategies of conflict resolution previously identified: traditional diplomacy and power politics, conflict transformation, structural prevention, and normative change. This classification is artificial in some cases because some conflict resolution approaches employ more than one of these strategies. For example, truth commissions may promote conflict transformation while also recommending structural prevention measures. These complexities are mentioned below and are more evident in the chapters that follow.

Traditional Diplomacy and Power Politics

Chapters 3 through 6 assess conflict resolution techniques strongly rooted in traditional diplomacy. Chapter 3, for example, focuses on the use and threat of force. It examines the limited ability of the United States, despite its military dominance in the post-Cold War era, to achieve diplomatic objectives through threats of force and limited (exemplary) uses of force. Barry Blechman and Tamara Cofman Wittes explain this paradox of power by identifying a number of conditions that, although neither necessary or sufficient for the success of a U.S. threat, favor the effectiveness of a threat when present.

The authors group these “enabling conditions” into two broad categories: those that make a threat sufficiently credible and those that make it sufficiently potent to overcome the reluctance of foreign leaders to comply with the demand. They conclude that the credibility and the potency of a threat together shape the targeted leaders’ evaluation of the likely costs of complying or not complying.

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