This research study addresses the problem of determining the strategies that can be used to manage conflict effectively. To achieve this objective a comprehensive literature study was performed to determine the views on conflict and various models of conflict. The study also included the reasons for and sources of conflict and the effects of conflict on an organisation. The next step was to identify the conflict management strategies that were revealed by the literature study. The appropriate conflict handling styles, how to improve organisational practices and special rules and structures were discussed as well as various suggestions from different authors on how to resolve a conflict situation. Based on the information obtained from the literature study a model was developed to serve as a guide to organisations to manage conflict effectively. Managers from a specific organisation were requested to complete questionnaires in order to determine the strategies used by their organisation to manage conflict. The questionnaire was developed in accordance with the findings from the research. The answers of the respondents were analysed and compared to the findings of the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions. The previously mentioned model that was developed was applied to the organisation, specifically addressing the pertinent issues as indicated by the respondents.

D.Phil. / Both leadership and negotiations constitute key success factors for organisations. Previous studies on leadership suggest that leadership effectiveness differentiates successful organisations from others. Equally, negotiations success constitutes a key distinguishing factor separating developed countries from the developing and the under-developed ones. A perusal of available literature and previous research on leadership and negotiations reveals a historical tendency by writers and theoreticians to deal with these topics separately. Thus, while the two topics have each been researched extensively, the number of studies dealing with leadership and negotiations as concomitant variables in the same study is limited. The current study investigates the relationship between negotiations success and leadership style. The study postulates that there is a positive relationship between negotiations success, which is defined as negotiator satisfaction levels with negotiated outcomes, and leadership style. Specifically, the study postulates that the use of the Blake and Mouton team leader style would account for counterparty satisfaction levels with the negotiated outcomes. The study involves the application of two questionnaires to 156 negotiators with a history of involvement in annual wage and other negotiations. The first questionnaire tests the respondents’ leadership style in terms of the Blake and Mouton Leadership Grid. The second questionnaire is the Subjective Value Inventory (SVI) questionnaire developed by Curhan and colleagues. The SVI is also a self-report questionnaire and measures negotiator satisfaction levels with negotiation outcomes. The multiple regression results from the analysis of variance (ANOVA and MANOVA), and other multivariate tests indicate leadership style as a strong predictor of negotiations success. This research is one of a small number of studies that have investigated and revealed statistically significant relationships between negotiations success and leadership style.

The Van Staden’s Bridge has claimed 67 lives since its construction on 11 November 1971. A team of police officials, trained as negotiators who deal with suicide and hostage negotiation, are involved with the task of convincing suicidal persons who turn to the bridge to take their own lives, not to resort to suicide. They are responsible for persuading at least three people per week to reconisider suicide at this notorious bridge. The goal of this study was to explore and describe the experiences and coping resources of the SAPS suicide negotiation staff at the Van Staden’s Bridge, Thornhill, Port Elizabeth. A mixed methods study combining both the quantitative and qualitative approaches was implemented. An exploratory-descriptive design was used, because the topic is still a relatively under-researched area in South Africa. Two data collection measures, that is, the Coping Resources Inventory (CRI) and semi-structured interviewing were employed. The researcher conducted a pilot study to enhance the trustworthiness of the study. Non-probability, purposive sampling was employed to obtain research participants from the research population (suicide negotiation team), consisting of 12 members. Eight members participated voluntary in the quantitative data collection and of these a total of five participated in the qualitative research interviews. Six themes emerged from the results of the in-depth, semi-structured interviews: (1) experiences of SAPS suicide negotiators, (2) aspects that hinder the negotiation process, (3) characteristics of a negotiator, (4) important aspects of the negotiation process, (5) coping mechanisms of SAPS negotiators and (6) recommendations for rendering support to SAPS negotiators. The results from the CRI suggested that the participants have average coping resources with the cognitive domain being the lowest and both the social and physical domains being the highest. The limitations and the value of the study were outlined and finally, recommendations for future research were made.

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M. Ed. (Educational Management) / Negotiation has become fashionable lately. The achievement of consensus in almost every sphere has also become extremely important. Educational leaders are at present being exposed to negotiations at an increasing rate. For this reason it has become essential for all educators and especially principals to be well informed about the whole process of negotiation. This minidissertation focuses on negotiation techniques used by principals of secondary schools. Negotiation can be regarded as a dynamic process in which at least two parties, with both common and conflicting interests, try to reach an agreement. This is dependent on the changing relationships, the achieving of agreement and can also be successfully used as a mechanism to handle conflict. The mere issuing of orders is, especially among professional people who are interdependant, not always effective and the principal will therefore also have to use other methods of motivation. Attention has been given to negotiation as a managerial skill with special emphasis on the negotiation process, the elements of negotiations and the skills that have to be mastered by the negotiators. The following aspects of negotiations are exposed and discussed in this exploratory study: * Communication is an essential element of negotiation and therefore communication skills are vitally important to successful negotiation. * The personality and behaviour of the negotiator greatly influence the process of negotiation, thus knowledge of the individual negotiating and conflict-handling styles lead to successful negotiation...

Negotiation is one of the most critical processes that determine organizational performance. Since the 1950s, scholars have revealed that negotiator cognition and decision-making processes play a crucial role in determining negotiation performance. Recently, scholars have started to pay attention to the importance of emotion in negotiation and have suggested that emotional intelligence is likely to contribute to improving negotiation performance. However, few studies have tested the relationship between emotional intelligence and negotiation outcomes. The current study contributes to the literature on negotiation by empirically testing the influence of emotional intelligence on negotiation outcomes, and also examining the mediating effects of rapport, negotiation strategy, and judgment accuracy. In particular, the current study hypothesized that emotional intelligence would have a positive association with both economic outcomes (individual and joint gain) and social outcomes (satisfaction, trust, desire to work in the future), and that rapport, bargaining strategy, and judgment accuracy would mediate the relationships between emotional intelligence and negotiation outcomes. This study employed a laboratory experimental design. 204 business major students (102 dyads) at the junior and senior level participated in a negotiation task involving a job contract where one party played the role of personnel manager and the other played the role of new employee. The direct effects of emotional intelligence on negotiation outcomes were tested using regression analysis, and the mediating effects of rapport, strategy, and judgment accuracy were tested using Baron and Kenny's (1986) four-step approach. Emotional intelligence scores of participants were measured using the 33-item Emotional Intelligence Scale (Schutte, Malouff, Hall, Haggerty, Cooper, Golden, & Dornheim, 1998). The current study found that emotional intelligence had a significant effect on the opponent's trust, satisfaction, and desire to work in the future, and that rapport and negotiation strategy fully or partially mediated the relationship between emotional intelligence and trust, satisfaction, and desire. Implications, future research issues, contributions, and strengths/weaknesses of the current research are discussed.

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<p>Intercultural negotiations are playing an increasing role in the globalisation nowadays. Business negotiators are now facing negotiations in which they have to meet people from all over the world because of the development of different market places. Sweden is particular case of this internationalization. Swedish negotiators have to use their skills with new collaborators. Their particularities are of relevance for any international negotiator who will have to negotiate with them.</p>

Intercultural negotiations are playing an increasing role in the globalisation nowadays. Business negotiators are now facing negotiations in which they have to meet people from all over the world because of the development of different market places. Sweden is particular case of this internationalization. Swedish negotiators have to use their skills with new collaborators. Their particularities are of relevance for any international negotiator who will have to negotiate with them.