Intercultural negotiations EMUNI University
Different approaches to international business negotiations and various practices to gain successful win-win end outcome situation
by Ahmed Shedid
Negotiations and culture:
Negotiating is a term used a great deal nowadays, in newspapers, on television, and on radio. It often seems to imply that only large companies or whole countries are involved and not just individuals. In international business, face to face negotiations could happen with partners or customers from foreign countries. Thus, managers who are in charge from different cultures have to sit and talk with one another to exchange ideas and express needs and preferences.
…show more content…
National culture does not define negotiation behavior. National culture is jus one of many factors that influence behavior at the negotiation table, international experience, industry or regional background can all be important influences as well. The international negotiators must get to know the people they are working with, not just their culture, country, or company.
Win-Win negotiations:
Business people approach deal-making with one of two basic attitudes. The
First attitude regards negotiation as a struggle in which only one side wins and the other side loses, known as a win- lose
…show more content…
This would be in synchrony with the view that, as an egalitarian culture (Brett at al. 1998; Hofstede 1980), the negotiators from the United Sates do not consider distributive tactics to be appropriate in a negotiation (Adair at al. 2004, p. 94).
In addition, Indian negotiators have a partiality for win-lose outcomes, however, they embody a clear preference for a win-win outcome as well.
To exemplify, if the United States When negotiators from India and the United States negotiate with each other, opposing attitudes can cause problems for the beneficial outcome of the transaction.
The representative is approaching the negotiation as a win-win process and as such is aiming to achieve an agreement that is advantageous for both sides and is met by an Indian representative whose only the goal is to win a confrontation, then their approaches and attitudes will certainly clash and cause problems throughout the
Massoon explains that the Indians were “‘paralyzed and petrified with fear,’” which is made clear in Sudershan Singh pondering, “‘Why they kill us?... We are Americans, too,’” and in an unnamed Indian shop owner explaining that, “‘We [just] want to make America beautiful. We don't want to spoil it. America is a land of chances… That’s why everybody is here,’” (Marriott, 1987).
Q1: List the Parties involved in the Hormel negotiations. What are the primary goals/interests of each party? Briefly describe two pairs of parties that are in conflict with each other and explain why they are in conflict.
for Unilateral offer and Bilateral offer. 1. Advertisements for unilateral offer – Offer to the public at large Offers can be addressed to the general public and are accepted when the offer is acted upon a member of the general public. An important exception to the general rule that advertisements are merely invitations to treat is where there is an offer in relation to a unilateral offer contained in an advert i.e. where the offeror makes a promise in return for an act. Ali’s advertisement is considered as a unilateral offer since the contract is based on being automatically accepted without the need for negotiations as he states in the advert.
An impressive line from “The Broken Basic Bargain” is, “In 1914, Henry Ford announced he was paying workers on his Model T assembly line $5 a day- three times what the typical factory employee earned at the time.” “The Broken Basic Bargain” is an excerpt, on pages 404 to 406, from the book Rereading America: Cultural Contexts for Critical Thinking and Writing which was edited by Gary Colombo, Rober Cullen, and Bonnie Lisle. A Ted Talk video that relates to the excerpt is “Mike Rowe: Learning From Dirty Jobs.” The video was filmed in December 2008 and the speaker was Mike Rowe, the host of Dirty Jobs.
They try to smooth over or ignore conflict to keep everybody happy, they see conflict as destructive and will give in to others to maintain the peace (Page 38), Bryan is a very good Illustration of accommodation he sacrifice his needs for the group, he share’s his lunch with John, he writes the last easy for the group, he maintain peace among the group when john and andy was arguing. Even though bryan is trying trying to keep the peace in the group, he is has problems with himself and he sense unfairness and inequality throughout the film. Collaborating is a strategy is used in a I win, you win Situation. According to Patterson James “ The problem-solving or collaboration strategy is usually the best approach to win-win negations and the problem- solving strategy is usually the best way to cut through conflict. Make a decision and work toward win-win deals (page 41).
In addition to being one of the most entertaining shows to binge in the background of daily life, The Office is considered to be one of the more quotable comedies the 2000s brought us. The show’s compilation of lovable and often stereotypical characters provided us with nine seasons worth of memorable tomfoolery, character development, and one-liners. But for the purpose of this paper we will be looking beyond the plethora of “Worlds Best Boss” mugs and “That’s what she said” jokes, and taking a cold, analytical look at The Office to determine what the show offers in regard to interpersonal communication. In the first episode we are introduced to the shows connotation of conflict as we observe Dwight Schrute demonstrating a competitive conflict style in his reaction to Jim Halpert’s solidifying Dwight’s personal belongings in a jello mold.
In this negotiation, the Bullard Houses are being sold and the buyer and seller negotiated the terms of a potential sale. In this negotiation, the interests of both parties were incompatible.
It is in observing how people deal with and react to conflicts that we see clear differences between cultures. Some cultures view conflict as a positive thing, while others view it as something to be avoided. In the United States, conflict is not usually desirable; nonetheless, conventional wisdom in this country encourages individuals to deal directly with conflicts when they do arise. In fact, face-to-face encounters are usually suggested as the way to work through whatever problems exist. By contrast, in many Asian countries, open conflict is experienced as embarrassing or demeaning.
When it comes to work, Indians work with a need to satisfy their family needs while Americans striving to rise their own capacity or getting
Conflict resolution as a field of study as indicated has formed hypothetical bits of knowledge into the nature and source of conflict and how conflicts can be resolved through peaceful systems to effectuate a dependable settlement. Morton Deutsch, was the first to form and understanding into the helpful results of collaboration as a scholastic enquiry. In his view, various variables like the way of the debate and the objectives every group in a conflict goes for are crucial in deciding the sort of introduction a group would convey to the negotiation table in its endeavor to unravel the conflict (Morton Deucth, 1985, p.24). To him, two essential orientations do exist. These are competitive and cooperative.
As described earlier in the introduction part, I have recalled different courses of negotiation in my life from which I have tried to figure out my weaknesses and strengths. Before the negotiation course, I could only realize some of my capacity and limits, for example I might be good at emotional control and bad at active listening. I believed they were not all the weaknesses and strengths that I should realize. In addition, I found it hard to hone my strengths and improve my weaknesses because (i) I did not see negotiation in systematic viewpoint (ii) I have not had enough negotiation experiences. Thankfully, this course has shed the new light on the wide scope of negotiations and how they should be conducted.
A individual use of conflict should be used by many strategies impacted by the culture of the organization or institution but also by the personal beliefs and values. “The variables surrounding the conflict must be examined to understand and alter the choice of a particular behavioral approach to conflict”(Thomas,1976). When deciding the choice of outcome of a problem you should examine the facts and stay away from the assumptions. When managing conflicts, strategies should be utilized and reviewed so that the conflict can come to an collective solution. Some strategies to obtain during a conflict is the first strategy which is understanding that rushing to end the conflict will cause you to not be able to gather the appropriate information.
The case “Alpha – Beta” is a very interesting case, which could be considered as one of my most favorable cases so far. What interested me was the fact that we had to act totally different from our conventional style. In fact, we were asked to behave collectively, formally, indirectly, patiently, unemotionally and passively. Although we could not make the deal, we all found this outcome understandable and predictable. What we learned from the exercise was to be aware of the existence of cross-cultural differences as well as how these differences affect our negotiation outcomes, then find out what should we do in the similar negotiation in our future.
Low cooperation between Peterson and Wu increases the competition and the conflict of Power. Peterson and Wu ought to forgo their misconceptions and understand each other’s intentions before selecting a strategy to resolve their conflict. They must collaborate to achieve common goal. (iii) Communication: There were communication issues between Peterson and Wu.
International business has encouraged the idea of bringing all the countries together. Though there are many challenges from language, culture, technical development and business attitude that are faced by the managers working globally. A company or an individual need to have proper strategy in their mind when managing people from cross cultural