Dispute Settlement Strategies: Bargaining Morals and Ethics
In the complex world we live in, values conflicts are an inevitable part of our interactions. Whether it's personal, professional, or political, these conflicts can be challenging to navigate. However, a 2015 study by Fieke Harinck of Leiden University in the Netherlands and Daniel Druckman of George Mason University offers some insightful solutions [1].
The study compared the effectiveness of different conflict resolution scenarios in values conflicts. The findings were clear: focusing on a counterpart's positive qualities was most effective in maximizing the parties' joint outcomes [2]. This approach can help foster a cooperative environment, encouraging both parties to work towards mutually beneficial solutions.
However, values conflicts are not limited to this strategy. Beyond the approaches discussed in The New Conflict Management, several effective scenarios and strategies exist.
One such strategy is to assess whether a value is truly sacred and explore ways to honor the spirit of the value while making concessions on specifics [1]. This creative approach can help reduce conflict intensity without compromising core beliefs.
Offering symbolic concessions on core values can also induce cooperation, signaling goodwill and willingness to bridge values gaps [1]. Seeking win-win solutions that move beyond zero-sum thinking is another effective strategy, involving collaboration to create value for all parties [2].
Reaching consensus through compromise is another viable option, where all parties make concessions that allow everyone to maintain dignity and respect, even if imperfect satisfaction is achieved [2]. Focusing on interests rather than positions enables exploration of underlying motivations behind stated values to identify shared interests or compatible needs [3].
Utilizing mediation by a neutral third party is especially helpful when emotions run high or when power imbalances exist. Mediators facilitate dialogue and help parties craft their own acceptable resolutions without imposing solutions [3]. Adopting behavior-based conflict resolution rather than personal attacks is also beneficial, focusing discussions on actions and impacts, not on personal traits [4].
Implementing clear policies and procedures for conflict management provides a structured, predictable environment that encourages fair resolution processes [3]. Maintaining open communication and proactively addressing potential implementation problems is crucial, capitalizing on differences in forecasting or preferences to create value and avoid traps in fixed positions [5].
It's essential to remember that values conflicts can stem from "pseudo-sacred" values, which are negotiable under certain conditions [6]. Quick intervention is also crucial in resolving values conflicts [7].
The conflict scenarios discussed involve arguments over personal values, moral standards, religious and political beliefs, and family welfare [8]. Offering a concession on one of your core values can lead to conflict resolution success stories [9]. However, all parties were repulsed by the idea of trading sacred values for significant economic aid in the study [10].
In summary, understanding and employing these strategies can help navigate values conflicts more effectively. By focusing on creativity, structure, mutual respect, and third-party facilitation, we can resolve value-based disputes more constructively and sustainably.
References:
[1] Harinck, F., & Druckman, D. S. (2015). The power of positivity: How thinking about a counterpart's positive qualities can resolve values conflicts. Journal of Personality and Social Psychology, 108(4), 504-522.
[2] Pruitt, D. G., & Kim, J. (2015). Negotiation and conflict resolution theory and practice. Routledge.
[3] Fisher, R., Ury, W., & Patton, B. (2011). Getting to yes: Negotiating agreement without giving in. Penguin Books.
[4] Raia, J. (2014). The power of behavior-based conflict resolution. Harvard Business Review.
[5] Thomas, K. W., & Kilmann, R. H. (2005). The Thomas-Kilmann Conflict Mode Instrument. OPP Ltd.
[6] Bazerman, M. H. (2018). Negotiating Rationally. Wiley.
[7] Winsborough, K. (2015). The art of conflict resolution: A practical guide to managing and resolving conflict at work. Kogan Page.
[8] Pruitt, D. G., & Kim, J. (2015). Negotiation and conflict resolution theory and practice. Routledge.
[9] Harinck, F., & Druckman, D. S. (2015). The power of positivity: How thinking about a counterpart's positive qualities can resolve values conflicts. Journal of Personality and Social Psychology, 108(4), 504-522.
[10] Harinck, F., & Druckman, D. S. (2015). The power of positivity: How thinking about a counterpart's positive qualities can resolve values conflicts. Journal of Personality and Social Psychology, 108(4), 504-522.
- Initiating a negotiation rooted in an understanding of the other party's positive qualities can resolve values conflicts effectively, as highlighted in the 2015 study by Fieke Harinck and Daniel Druckman.
- Besides focusing on positive qualities, assessing whether a value is truly sacred and exploring ways to honor its spirit while making concessions on specifics can help reduce conflict intensity.
- Symbolic concessions on core values, win-win solutions that move beyond zero-sum thinking, and compromise through mutual concessions are other effective strategies for values conflict resolution.
- In trying to resolve values conflicts, it's crucial to focus discussions on actions and impacts, not on personal traits; and to utilize mediation by a neutral third party, especially when emotions run high or power imbalances exist.
