Negotiation and Conflict Resolution

Negotiation and Conflict Resolution

The conflict between Millennials and Baby Boomers at Informational Systems is caused by generational differences in how each group believes a workplace environment should be. Millennials believe a workplace should allow for more flexibility and discourage unnecessary competition among employees, hence their insistence on flexible timetables and rewarding group efforts rather than individuals. Baby Boomers, on the other hand, want individual effort to be rewarded while maintaining strict work schedules.

Preparation and planning

As the leader of the negotiations, I want an outcome where each party accepts that healthy competition and group efforts are both desirable things to have in the organization.  As a leader, I also recognize that an ideal end to the negotiations should allow for a harmonious coexistence of these two diverse groups as this increases productivity for the organization (Hoffman, 2018). The Millennials want a flexible work schedule and more emphasis on group efforts while Baby Boomers want a changed bonus structure that rewards individual efforts. Possible compromises for the Baby Boomers would involve changes to the bonus system but giving the Millennials a flexible work structure. Millennials, on the other hand, might compromise by allowing for an individual based bonus system but insisting on a flexible structure. Both parties do not seem to have a hidden agenda as their arguments stem from genuine differences in how they approach their work, and I can use this to establish a common ground as this increases the chances of reaching an agreement (Gregersen, 2016). Such compromises would be acceptable as they align with my goals of implementing both groups’ set of ideas.

Definition of ground rules.

Each side will pick a senior employee who will represent them in the negotiations. The negotiations will take place in the company’s conference room. The negotiations should ideally not take more than two days as the conflict threatens to interrupt the normal flow of work in the company. Each party will be restricted to the initial demands they made as any additions are likely to stretch the negotiations and cause further disruptions. If an agreement is not reached, a consultant will be brought in to help resolve the issue. A consultant is suitable because they can bring outside perspective and input to help the parties arrive at a workable agreement (Lumen Learning, 2020). A consultant will also help remind the two parties of the aim of the negotiation, which is to reach an understanding and learn to work with one another.

Clarification and justification

As the negotiator, I want an agreement that will promote healthy competition, utilize the power of group efforts, and respect the work schedule. The Millennials’ position is that they want their schedules not to be defined by Baby Boomers, and group efforts should be rewarded. Baby Boomers, on the other hand, want a well-defined work schedule and a bonus structure that rewards individual achievements

Bargaining and problems solving

The optimal solution will be to evenly divide company projects where there is an equal number of projects where individual efforts are rewarded and projects where group members will be rewarded equally. As for scheduling, there will be one timetable that all employees will be required to adhere to rather than being dependent on each other’s schedules. The Millennials’ main interest was freedom and group unity, while the Boomer’s interests were commensurate compensation and well-defined rules. This solution works because it focuses on each party’s interests rather than positions (Lumen Learning, 2020). Boomers’ are likely to accept this proposal because it fixes their schedules and changes the bonus structure. Millennials might also accept it because it eliminates dependency on Boomer schedules and still rewards group efforts. If both parties agree on the resolution, they will proceed to plan how to implement the agreement.

Closure and implementation

The final resolution agreed by the parties is a division of projects equally with one half rewarding group efforts and the other rewarding individual efforts. Also, there will be one standard scheduling system where each employee can plan their work according to their routine as long as it adheres to the set deadlines. The resolution on bonus payments will be implemented immediately, while the scheduling proposal will be implemented in stages to ensure it does not result in disruptions.

References

Gregersen, H. (2016, May 2). Mastering difficult situations through negotiation — In life and at work. Retrieved March 6, 2020, from https://www.forbes.com/sites/halgregersen/2016/05/02/mastering-difficult-situations-through-negotiation-in-life-and-at-work/#26ee1b5d53c1

Hoffman, L. (2018, October 27). Why leaders need to know how to negotiate. Retrieved March 6, 2020, from https://techspective.net/2018/10/27/why-leaders-need-to-know-how-to-negotiate/

Lumen Learning. (2020). Organizational behavior / human relations | Negotiation. Retrieved March 6, 2020, from https://courses.lumenlearning.com/wmopen-organizationalbehavior/chapter/negotiation/