Feelings, Oh-oh-oh Feelings
For a Resolution of Conflict there are two different approaches to negotiation: Cooperative or Competitive.
Cooperative. Spangler says that “A cooperative approach aligns with the process of interest-based or integrative bargaining, which leads parties to seek win-win solutions."
Competitive approaches line up with the process for distributive bargaining, which can result in win-lose outcomes. A competitive approach to conflict tends to increase animosity and distrust between parties and is generally considered destructive.
The best way to deal is to incorporate both cooperation and competition. Know what is possible, but still seek to advance individual interests. The balance between these two is known as “The Negotiator's Dilemma."
Personality and Conflict Style: Personality and assertiveness for one’s goals, and, cooperativeness in pursuit of mutual goals, has been mapped out according to style and level of aggressiveness: There is a competing style, an accommodating style, an avoidance style, a collaborating style and a compromising style. Which are you?
Prepare: Anticipate the objections of the other party in preparation for addressing them.
Delivery: Be assertive in terms of stating what it is you want honestly.
Practice: Role play your end; use storytelling to present your case.
Be Detailed: Negotiate for a perk or lesser benefit.
Reflect: Leave room for silence—do not try to fill in the pregnant pause.
Invest: Consider relationships and cultural differences.