Communication and Negotiation for Organizations - myassignmenthelp

Question: Discuss about theCommunication and Negotiationfor Organizations and Communities. Answer: The given scenario reflects a conflict which has arose due to the difference in race and culture. Conflict takes place when there is a strong difference or clash of values, intentions or interests in groups, organizations, communities or among individuals. The reason behind conflict is the failure to meet with the basic needs or when there is any interference or obstruction in the attainment of a goal. Conflict is directly proportional to interaction in the life of human beings. Conflict is a common part of workplace just like the given situation. In this scenario, the outcome of workplace conflict resulted in absenteeism. In order to deal with the conflict, the certainty of conflict should be accepted (Blok 2014). It is not a wise decision to avoid conflict but it is important to stay calm and cool and maintain the moral ground. As a mediator, it is essential to resolve the conflict between the two colleagues rather than winning the situation. It is an absolute necessity to remove t he emotional reasons in a conflict. The techniques include appealing to the super ordinate goals and expansion of the available resources. Altering the human variables and physical environment is regarded as another essential factor besides using integrated devices. One must change the reward systems by using the policies and procedures and having proper training in interpersonal skills. By applying this technique the relationship and bond between the co- workers will become stronger which will result in increasing self- respect. Being a mediator, it is important to keep the issue of cultural and racial difference in mind which will lead to their personal growth and development. Once the conflict will be resolved, the efficiency and effectiveness in workplace will increase which will result in creative thinking, synergy and successful collaboration. In this particular situation, one of the colleague involved in the conflict tried to satisfy his own interests at others expense (Chane y and Martin 2013). To handle this situation, the mediator must follow the five strategies of negotiation process- preparation and planning, definition of ground rules, clarification and justification, bargaining and problem solving and closure and implementation. Preparation and planning refers to the awareness about the conflict before starting negotiation. It involves the history of the people involved and what do they perceive about the negotiation of the conflict. When the first step is completed, the role of the mediator is to start defining the basic rules and policies with the opponent party who is involved in negotiation. The place, time, limitation of issues, will be discussed along with the specific process that will be followed while negotiating. This process will also involve the primary proposals and demands of the two parties involved. The third step includes elucidation, intensification, rationalization, encouragement and validation of their individual demands (Clements 2015). It involve s confrontation from both the ends. It can be considered as an opportunity to teach and inform and give a lesson to each other on the important issues and they came to the original demands. This step can be supported by giving authentic documentation to another party. Negotiation process gains full momentum with the give and take process to sort out the argument by means of a proper bargain. Here comes the process of concession that is done by both the parties. The process of negotiation is summed up by formalizing the agreement that has been made and developed with the essential procedures of execution and monitoring. In the case of major negotiations, formal contract must be made to keep the specific points in mind. All the steps of this negotiation process take into account the parties by bargaining in an orderly way to settle on the allotment of narrow resources and maintain each others concern. By negotiating the process of given conflict between the two colleague, they will be able to give their best as a team like they used to do before. She will be able to relieve of her stress and become a regular employee as usual (Clohisy, Yaszemski and Lipman 2017). The ambience of segregation and omission that she felt by her colleague as a result of the conflict will evaporate and she will be able to do her work in comfort. The conflict gave way to absenteeism because they did not sit together to work on the issue and find a solution. There was an air of mistrust, miscommunication and misunderstanding which grew enough to make it a serious issue. The involvement of the mediator helped in smooth clearance of the clash (Ebner 2017). To understand the negotiating style for an organization in UAE it is important to have an idea about the difference between international and domestic cultural negotiations. It is required to focus on the method by which culture affects the dynamics of negotiation. Studies have shown that culture affects the negotiation outcomes but it might not be direct and has an impact in the process of cross- cultural negotiation. It can be contradicted that the outcomes in intra- cultural negotiations are better than cross- cultural negotiations. In the given scenario, it is mentioned that negotiations in an individual culture like USA do not tend to have integrated outcome compared to the collectivist culture in Japan. The negotiation tactics and the tolerance level vary from one culture to another. For instance, in UAE the key qualities in negotiation are respect, loyalty and relationships. They do not prefer disagreeing to any kind of situation and for them it is inappropriate deny directly (Kurtz, Silverman and Draper 2016). The values of loyalty, trust, respect and relations are superior to decision making and have a major impact on the process of negotiation. It might happen that when people are dealing with higher authority or someone royal, they become submissive. As the Arabians cannot tolerate any direct denial, they might be unwilling to entrust themselves with any work if the outcome of negotiation is not assured. On the contrary, direct rejection is not acceptable as it is offensive. Therefore, for an organization in UAE, face- to- face business is preferred as it is prefaced and soft- pedaled. This avoids any kind of confrontation and no members face any kind of disrespect. They prefer to leave their work in Gods will and thus, keep on repeating the phrase Insha Allah. They are the original traders and businessmen and prosper in strong bargaining and negotiation for each and every business deal. They highlight their products more than the services because they have a belief that good services comes in handy with a good product. For the organizations in UAE, oral communication is preferable than written communication (Lane et al. 2013). This is the reason why the agreements get the final call after the members have left the situation. Before that, the negotiation process is kept open even though the contract is signed. The transitory nature of some of the employees in UAE leads to discontinuity of a project within the organization. The committee people lose inter est in the process and commencement of negotiation becomes a difficult task. UAE has transformed itself from a nil and raw economy to a significant investment opportunity. In spite of the economic slowdown, they have flourished their business with a booming economy. Their foreign direct investment flourished as a result of that because it invited foreign investors. One needs to be tricky as well as witty in order to go for any kind of business transaction with the Arabian countries. Therefore, to close any deal with UAE by negotiating, it is important to understand their culture clearly. It is an essential aspect to gain the trust of the partners by keeping their religious beliefs and respecting them. Maintaining a modest dress code is important throughout the region of Arab especially for women, to create a good impression. It is better to maintain a formal and professional dress code (Markowitz and Rubin 2016). It is important to show gratitude when they offer refreshment or it mi ght offend them. The Arabians are conservative in social terms and follow a specific type of linguistic ritual. There are some major criteria which can be followed in order to attain a successful negotiation with UAE. One needs to be flexible and adapt to any kind of situation. It is important to have a clear strategy while negotiating with them. To achieve success in UAE, it is required to keep a constant tab on the business operational activities. They believe in traditional family values more than business relationships. So it is better to establish personal relationship with the clients of UAE which requires regular care and nourishment. It will be the last day for any outstation client if he becomes impatient with an Arabian because they are very reluctant when it comes to being punctual. They prefer courtesy or small gestures like offering small discount or extra incentive and believe in a successful negotiation for the best deal. The Arabians cannot be happier if the deal starts with a concession (McFadden 2014). This will make them realize that their negotiating partner is flexible wit h the operating margins. When it comes to signing a contract with an Arabian client, it is important to clear obligations on both ends and mention about verbal agreement in it. Section 02 To ask the supervisor for a raise, it is important to use the written communication in the form of e-mail. It is a sensitive issue which needs to be under direct observation of the supervisor and therefore the mail needs to be written in a formal way. It must be kept in mind that there are barriers or noise in the path of effective communication. The mail that will be sent to the supervisor must be free from grammatical and spelling error as it will reflect a negative impression on the part of the employee. The mail needs to be written using easy words or it will pose a language barrier in effective communication (Mircic? 2014). The subject in the mail should be clearly stated or it will make the supervisor confused about the request for a raise. The request for the raise should be made in such a moment when the supervisor is free from the workload or not involved in a meeting. a) With the increasing diversity in the workplace, it has become absolutely necessary to maintain effective forms of communication. Before proceeding with communication, the race, culture and ethnicity of the colleague must be kept in mind without hurting his sentiment in any way. In this way, the employees of different background will be able to exist in harmony and work efficiently. It will boost their morale, productivity and dedication by communicating in both ways in the organization (Mustapha et al. 2016). b) The sending and receiving of non- verbal messages has a great impact in a diverse workplace. It is important in describing the shared sign between the people which includes expression, gesture and posture. Facial expressions are more or less similar in various cultures unlike language. These are convenient in a workplace because it is not possible for everyone to know the language of other countries. But non verbal communication can take many forms and its effectiveness in a global market sometimes becomes the turning point of understanding. People from low context culture depend on precise verbal communication. So, it can be expected from the person of low- context culture that he will know a lot about another person. It implies that a lot of information is shared in detail through the messages and there is no scope of keeping anything hidden. In a low context culture the relationships tend to start and end in a hurry because things are done by maintaining procedures keeping in mind the goal to be achieved. The use of non- verbal messages is less in low- context cultural interaction (Norbury 2014). The verbal words are given more importance than the context. The communication that will take place between the two people in the given situation will exchange ideas, information and opinions. Upward communication is not used much as a student in school for the professor or as an employee in the office. There was an instance when I used upward communication in school for protesting against the issue of racism in my class. I was among those few who stood up for the poor victim of racism but did not get any justice. This unexpected outcome drew me away from the decision of contacting the higher authorities. I developed an idea that upward communication is not as effective as downward communication (Roloff 2014). The most frustrating barrier to communication is the lack of attention, interest, distractions and irrelevance on the part of the receiver. It seems like an insult to the sender when his messages are not received properly at the other end. To mitigate this barrier, the sender must use variations in the mode of communication that he is using so that the receiver can grab the object of attraction in the content (Stokoe 2014). The horizontal and diagonal communications are difficult to attain because there are less control over information and coordination is not maintained. The effectiveness in these types of communication is lower than upward and downward communication because the people involved are not compelled to reply or revert back. For an organization, it is recommended to use upward and downward communication because without a communication between the superior and his subordinate an organization cannot function. This communication helps in maintaining a good relationship between the management and the employees which leads to organizational discipline and effective decision- making (Ting?Toomey 2015). Reference Blok, V., 2014. 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