2. Do I need this module?
• Am I able to positively influence my boss’s
• Am I able to prevail in arguments with
colleagues at work?
• Do I actually end up the place of my choice
where we stay as a family on holiday?
• Do I often regret yielding to my spouse,
children and relatives?
7. What does this module contain?
• Its practical & hands-on; covers
– Negotiation between two parties on
• Single issue, or
• Multiple issues
• Seeks to imbibe deeper understanding of the negotiation
• Know how to analyze, plan, and implement successful
• Basic do’s and don'ts for effective negotiations;
• Most important, enable participants to obtain better
negotiation outcomes than before.
9. Negotiations occur for one of two reasons:
• To resolve a problem or dispute between the
• To create something new that neither party
could do on his or her own.
10. Characteristics of Negotiation
• Two or more parties-two or more individuals, groups,
• Conflict of interest between two or more parties.
• The parties negotiate because they think they can
use some form of influence to get a better deal.
• Belief that we can do better by negotiating
• Successful negotiation involves the management of
intangibles as well as the resolving of tangibles.
• Based on a “give-and-take” process
12. The case of Erin Brockovich
13. Key principles of Negotiation
Fisher & Ury in Getting to Yes identify the
following key principles:
• Separate people from the problem
• Focus on interests not positions
• Invent options for mutual gain
• Insist on using objective criteria
• Conflict is
–“sharp disagreement or opposition, as of interests,
–“the perceived divergence of interest, or a belief that
the parties’ current aspirations cannot be achieved
Pruitt, D.G., & Rubin, J.Z. (1986). Social conflict. New York: McGraw-Hill.
15. Conflict – its Resolution vs. Settlement
• Important to
• Resolution versus
possible to settle
16. Thomas/Kilman Conflict Mode Instrument
The Thomas-Kilmann Conflict Mode Instrument (TKI) assesses
an individual’s behavior in conflict situations—that is, situations
in which the concerns of two people appear to be incompatible.
• In conflict situations, we can describe a person’s behavior
along two basic dimensions:
(1) assertiveness, the extent to which the individual attempts
to satisfy his or her own concerns, and
(2) cooperativeness, the extent to which the individual
attempts to satisfy the other person’s concerns.
These two dimensions of behavior can be used to define five
methods of dealing with conflict.