✔️[Comp] Relationship Management Flashcards
Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities.
Business objectives may be more complex, shaped by the needs of the various groups.
Stakeholder Concept
Effective Relationships:
Improve the quality of communication. People get the information they need, but they also get an opportunity to develop a broader perspective on an issue.
Increase productivity by supporting collaboration and enabling efficient resolution of disagreements.
Create a positive work environment by fulfilling human needs for socialization and attachment.
Ability to be sensitive to and understand one’s own and others’ emotions and impulses.
the quality of being sensitive to and understanding of one’s own and others’ emotions and the ability to manage one’s own emotions and impulses. It enables people with very different backgrounds and perspectives to work productively with one another
Emotional intelligence (EI)
six phases to the principled negotiation process
“1- Preparation.
The negotiator should identify critical needs, wants that could be concessions, and possible demands from the other side.”
“2- Relationship building.
Trust is built with the exchange of personal information that reveals character. Many negotiating tactics focus on creating an atmosphere that encourages comfort and openness.”
“3- Information exchange.
Positions and needs are explained by both sides. A more thorough understanding of positions usually leads to more-balanced agreements”
“4- Persuasion.
Negotiators seek mutually beneficial options rather than trying to win the other side to their own position.”
“5- Concessions.
Both sides find wants that are not essential to agreement. Some negotiators plan to make small concessions, while others never make concessions”
“6- Agreement.
Agreements may be legal instruments or verbally expressed understandings.”
Process by which two or more parties work together to reach agreement on a matter.
Negotiation
Process of developing mutually beneficial contacts through the exchange of information.
Networking
Process in which negotiators aim for mutual gain, emphasizing the need to focus on the problem instead of personal differences and on mutually beneficial outcomes. can separate people from positions and satisy both sides
Principaled Negotiation
When faced with a negotiator who engages in these negative tactics, what do HR professionals do?
“🔐 You may read about various negotiating tactics that rely on bullying, manipulation, or deception, such as deadlines (“this is a one-time offer”), brinksmanship (“take it or leave it”), or low-/high-balling (making ridiculous, probably unacceptable demands). These tactics are actually risky, especially when the negotiation involves an ongoing relationship. They destroy trust.
When faced with a negotiator who engages in these negative tactics, HR professionals persist in their commitment to win-win principles. They maintain a quiet and professional tone. They do not retreat and concede the core points of their negotiating position. They continue to focus on mutual needs. If they must, they walk away from the negotiation.”
In a collaborative approach:
“🔐 In a collaborative approach:
Both sides express their own perspectives of the disagreement.
They then paraphrase each other’s positions to confirm their understanding.
Both sides (and the facilitator) brainstorm solutions in a positive manner and focus on solutions that both sides believe are workable.
All parties agree on next steps.
The facilitator works to end the meeting in a positive manner, emphasizing the advantages of the new solution to each side and to the organization and the benefits of the collaborative approach.”
value the relationship more than the outcome and will back down on issues in the interest of reaching agreement—even if they are no longer getting what they need.
Soft negotiators
are committed to winning, even at the cost of the relationship.
Hard negotiators
the negotiators aim for mutual gain, applying a process developed by Roger Fisher and William Ury called interest-based relational negotiating or integrative bargaining
Principled negotiators can separate people from positions and satisy both sides
Principled negotiation
Networking 101
“🔐 Networking takes time, but it can help HR professionals to succeed in their current positions or find new career opportunities. Effective networking requires:
Finding people who have something you would like to share.
Having something yourself that other people would like to share—for example, expertise or experience, referrals, or organizational support.
Allocating time to make and maintain connections, even when there is no current need for support.”
