Negotiation Theory In Negotiation

Abstract

Negotiation is bargaining it is the process of discussion and give-and-take between two or more parties, who seek to find a solution gain advantage in outcome of dialogue, to produce an agreement upon courses of action; Conflict is a disagreement, friction through which the parties involved perceive a threat (Issue) to their needs, interests or concerns. Negotiation is one tool by which one arena of conflict theory operates. Or Negotiation could lead the conflict .Negotiation theory can be though of as the tool that facilitate conflict engagement and resolution. Negotiation is depend on the negotiator (seller or Buyer ) . They are in main function to decide about the deal of the company.

Key Words
Negotiation, Bargaining, Conflicts,

Definitions and assumptions about conflict Conflict is a disagreement through which the parties involved perceive a threat (issue) to their needs, interests or concerns. Within this simple definition there are several important understandings that emerge:
Disagreement - Some level of difference in the positions of the two (or more) parties involved in the conflict. But the true disagreement versus the perceived disagreement may be quite different from one another. In fact, conflict tends to be accompanied by significant levels of misunderstanding that exaggerate the perceived disagreement considerably. If we can understand the true areas of disagreement, this will help us solve the right problems and manage the true needs of the parties.
For Example, a supplier could be disagreeing with the proposal for the several causes i.e. price, services and quality of the product isn’t at par or vice versa, Or conflict on a single point , either delivery term or any other terms.
Parties involved - There are often disparities in our sense of who is involved in the conflict. Sometimes, people are surprised to learn they are a party to the conflict, while other times we are shocked to learn we are not included in the disagreement. On many occasions, people who are seen as part of the social system (e.g., work team, family, and company) are influenced to participate in the dispute, whether they would personally define the situation in that way or

However, workplace conflicts tend to be far more complex than that, for they involve ongoing relationships with complex, emotional components. Simply stated, there are always procedural needs and psychological needs to be addressed within the conflict, in addition to the substantive needs that are generally presented. And the durability of the interests and concerns of the parties transcends the immediate presenting situation. Any efforts to resolve conflicts effectively must take these points into