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Step 3 – Pre Negotiation

To set the stage for effective negotiation, the ground work must be laid. The following should occur prior to negotiation:

Initiation:
on e partner raise the possibility of negotiation and begins the process. If no one is willing to approach the others to encourage them to reach an agreement, a trusted outsider could be brought in as a facilitator.

Assessment:
Condition must be right for negotiation to be successful. Key players must be identified and invited. Each side must be willing to collaborate with the others. Reasonable deadlines and sufficient resources to support the effort must exist

Ground rules and agenda:
the groups must agree on ground rules for communication, negotiation and decision making, they should agree on the objectives of the negotiation process. An agendas of issue to be covered needs to be developed

Organization:
Meeting Logistics must be established, including agreed upon times and places. People must be contacted and encouraged to attend. Minutes must be taken so that information can be distributed before and after meetings.

Joints Fact Finding:
the groups must agree on what information is relevant to the conflict. This should include what is known ad not known about social and technical issues. Agreement is also needed on methods for generating answers to questions.

Managing conflict

There are five steps to managing conflict. These steps are

• Analyze the conflict
• Determine management strategy
• Pre-negotiation
• Negotiation
• Post-negotiation

Step 1: analyze the conflict

The first step in managing conflict is to analyze the nature and type of conflict
To do this you'll find it helpful to ask questions
Answers may come from your own experience, your partners or local medical coverage
You may want to actually interview some of the groups involved

Step 2 : determine management strategy

Once you have a general understanding of the conflict, the groups involved will need to analyze and select the most appropriate strategy.
In some cases it may be necessary to have a neutral facilitator to help move the groups toward consensus

Conflict management strategies

• Collaboration
• Compromise
• Competition
• Accommodation
• Avoidance

Collaboration:

This results from a high concern for your group's own interests, matched with a high concern for the interests of other partners.
The outcome is "win/win" this strategy is generally used when concerns for others are important.
It's also genrally the best strategy when society's interest is at sake.
This approach helps build commitment and reduce bad feelings.
The drawbacks are that it takes time and energy . in addition some partners may take advantage of the other's trust and openness.

Compromise:

This strategy results from a high concern for your group's own interests along with a moderate concern for the interests of the other partners.
The outcome is "win some/ lose some"
This strategy is generally used to achieve temporary solutions to avoid destructive power struggles or when time pressure exist

Competition:

The outcome is "win/lose", This strategy contains most attempts at bargaining. It's generally used when basic rights are at stake or to se a precedent

Accommodation

This results from a low concern for your group's own interests combined with a high concern for the interests of other partners.
The outcome is "lose/win". This strategy is generally used when the issue is more important to others than to you
It's also appropriate when you recognize that you are wrong.
The drawbacks are that your own ideas and concerns don't get attention; you may lose credibility and future influence

Avoidance:

These results from a low concern for your group's own interests coupled with a low concern for interests of the others
The outcome is "lose/lose". This strategy is generally used when the issue is trivial or other issues are more pressing

Conflict is not always negative power. In fact, it can be healthy when effectively managed.
Healthy conflict can lead to:

• Growth and innovation
• New ways of thinking
• Additional management options

If the conflict is understood, it can be effectively managed by reaching a consensus that meets both the individual's and society's needs.

This results in mutual benefits and strengthens the relationship. The goal is for all to "win" by having at least some of their needs met.

How Public and private conflicts differ

Most of us have experience with conflict management and negotiation in private disputes (with salesman, among family members or with your employer).
Public conflicts, like those can occur during environmental issues often are rooted in trying to balance environmental protection and economic growth and jobs
Some complicating factors include:

Distribution of costs and benefits: Those who benefit may not be the same as those who pay the costs

Perception of problems: People tend to blame others for causing the problem

Speed of clean-up or other actions: Some will want changes to take place more quickly than others.