Personal Conflict

This paper is a continuation of Michelle’s problem with her new job schedule. She does not like the new policy that modifies her working hours because she is a single mother. As a result of the new plan, Michelle will have difficulty finding adequate child care that meets her program requirements because most child care centers are only open during business hours, Monday through Friday, and close about 5-6 p. m. This article examines “”Framing the Issue“” from Michelle and Nikki’s perspectives using the rights, interests, or power approach.  The issue of Bias and negotiations is also discussed as well strategies to utilize to achieve an effective negotiation.

 Framing the Issue

The issue of framing refers to how people perceive views and interpret different features. Michelle and Nikki have a substantive frame. For instance, Michelle needs the previous schedule, but Nikki needs to make use of all opportunities to get the job done effectively. Besides, they also have process framing which is seen in how they resolve the dispute. The parties are also concerned with the issue of fairness and the right thing to do. Michelle thinks Nikki is unfair while Nikki considered the factor of seniority. Power could also be used as Michelle could coerce Nikki to change her schedule. On the other hand, being the manager, Nikki has the final say.

Bias

Common bias is a tendency of processing information by filtering it through one’s experiences, likes, and dislikes (Sims, 2016). Nikki may have self –serving bias. She could believe that Michelle is hard working and loyal due to how she treats her subordinates and hence, she assumes that Michelle will automatically comply with the new schedule. Michelle frames the bias by the way the program was presented which was based on seniority. Both Nikki and Michelle have Mythical fixed-pie beliefs which lead them to interpret their situations as either win-lose.

Typical Work Bias and Conflicts

A conflict is a difference of opinion. A disagreement between workers in the work place can lead to resentment, avoidance, and inability to work together. Common biases at work are of race, sex, religion or other factors such as attitude and performance (Chen & Huang, 2016). For instance, as described earlier, the self-serving bias bases on performance as Nikki assumes that her way of running things will not affect Michelle`s performance. As illustrated in the case, these biases lead to de-motivation, poor performance, and conflicts.

My Experience

Last year I worked at a place where they gave out bonuses for every good review received from a client. The staff worked hard and always improved their customer service leading to more positive reviews and bonuses. However, the actual salary was little, and many workers secretly complained about it. Instead of the managers increasing our wages, they kept on giving us small bonuses that were not beneficial. The managers had a self-serving bias as they believed that people were working hard due to how they treated us by giving us bonuses, while the truth was we were just desperate for the job, and the bonuses were not motivational.

Negotiation Strategies

Sims (2016) presents strategies that can be followed by Nikki when handling strong negative emotions from the negotiation.

Mirror words selectively.  It is a quick strategy of establishing a rapport. When Nikki echoes some of Michelle1s words, Michelle will be able to feel safe enough to reveal herself.

Practicing tactical empathy.  This method demonstrates that the first person can establish the degree of their emotions. Nikki can achieve this by proactively labeling the fears indicated by Michelle.

The ability to get to a “no” by asking no-oriented questions. Nikki can ask Michelle questions such as “is now a bad time to talk?” Such questions do not make people defensive.

Triggering sentiments like ”that’s right. “ A negotiation breakthrough can happen when a person is convinced that their feelings are understood. Nikki can say ”that`s right” when Michelle is explaining the difficulty she is experiencing with her kids day care.

Creating an illusion of control. During negotiations, people like to feel that they are in control. Nikki can make Michelle feel that she is in control by explaining to her that she has the final say as she is the one who knows the best shift for her.

Provide Alternatives. Options make people think freely and come up with better solutions. Nikki can discuss a different option to Michelle, one that will best address her needs.

Select an early time. More time and resources invested in a negotiation adds the willingness to accept an agreement. Nikki should ensure that she calls Michelle at a time when she is free and prove to her that she can create time for her and that their meeting is necessary.

Conclusion

Negotiations cannot substitute the importance of preparedness. It is important to remove elements of bias and negotiate openly at the work place to come up with a practical approach to issues that bring conflict.

References

Chen, Y. S., & Huang, S. Y. (2016). A conservation of resources view of personal engagement in the development of innovative behavior and work family conflict. (Journal of Organizational Change Management), 29(6), 1030-1040.

Sims, K. (2016). Conflict Resolution and Peace building in Laos: Perspective for Today’s World

by Stephanie Phetsamay Stobbe. (Contemporary Southeast Asia: A Journal of International and Strategic Affairs), 38(2), 324-326.