responsibility

The following items are tagged responsibility.

What If You Have to Arbitrate?

Posted by & filed under Dispute Resolution.

The likelihood that a provision for final-offer arbitration in the event of impasse will actually result in arbitration is slim. However, as a precaution, you and your counterpart should agree on an arbitrator before you start negotiating. It’s easier to choose an arbitrator when both sides view arbitration as an unlikely event when arbitration is imminent and feelings are running high. You need not engage the arbitrator at this time since you probably won’t need her services.

Bring Long-Term Concerns to the Bargaining Table

Posted by & filed under Dealmaking.

It can be difficult to keep future concerns at the forefront of your company’s most important decisions. Fortunatly, research on intergenerational conflict has uncovered best practices for ensuring that you and your employees take the long view.

Conflict Resolution Lessons from the Home: How Conflict Management Skills Transform Discord Into Harmony

Posted by & filed under Conflict Resolution.

In Lessons in Life Diplomacy, the New York Times’ Bruce Feiler asks, how do we break out of negative patterns of conduct and proactively approach problems encountered in our everyday lives? His advice, gleaned from his own experiences as well as from the research of experts in the field of conflict management and dispute resolution, is actually quite simple on its face yet very complex in practice.

Negotiate, Don’t Litigate

Posted by & filed under Conflict Resolution.

When you’re thinking about resolving a dispute in court, it’s crucial to remember that the decision that will be imposed on you is binding.

If blinders lead a judge to grant a motion that should be denied, deny a motion that should be granted, assign responsibility to the wrong party, or award too much or too little in damages, there can be no going back.

When Time Isn’t Money

Posted by & filed under Conflict Resolution.

Due to deeply ingrained gender stereotypes, women may find it easier to negotiate their time instead of their financial compensation.

Consider that men and women are likely to rely on gender-stereotypic arguments to support their demands in negotiation. For women, the gender-stereotypic notion of being caregivers is readily available and likely to be well received. By contrast, men, who generally are expected to be the primary family breadwinner, have less difficulty negotiating financial issues than women do.

The Importance of Sincerity

Posted by & filed under Conflict Management.

Most of us have had the experience of delivering an apology that fell on deaf ears. When apologies fail to achieve their aims, poor delivery is usually to blame. In particular, if the recipient thinks your apology is less than sincere, she is unlikely to forgive you.

Great Negotiator Lakhdar Brahimi Travels to Syria as United Nations and Arab League Envoy

Posted by & filed under Middle East Negotiation Initiative.

Great Negotiator Award recipient for 2002, Lakhdar Brahimi, is traveling to Damascus within the next couple of days to attempt to mediate the escalating conflict between Syrian President Bashar al-Assad and more than 30 different opposition groups. Describing his mission as “nearly impossible,” Ambassador Brahimi stressed the need for the international community to display unity in grappling with the Syrian crisis.

When an Apology is Most Effective

Posted by & filed under Conflict Resolution.

Some researchers have found that the most effective type of apology depends on the nature of the mistake made.

In a study by Peter Kim of the University of Southern California, Cecily Cooper of the University of Miami, Kurt Dirks of Washington University, and Donald Ferrin of Singapore Management University, participants assumed the role of a manager responsible for hiring a senior level tax accountant. The participants watched one of four videotaped interviews of a hypothetical job candidate. During each video, the interviewer mentioned that the candidate’s previous employer had accused her of filing a tax return that understated the client’s capital-gains income. In one version of the video, the interviewer suggested that the candidate incorrectly filed the tax return because she is incompetent – she didn’t understand the mistake she made. In another version, he accused her of deliberately underreporting the earnings.