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Wednesday, September 12, 2012

Emotion and Negotiation

Emotion in negotiation is a very common thing. Yet, many negotiation authorities suggest that being emotional is a sign of a weakness or is the behavior of an unsophisticated negotiator; some say that emotions must be repressed. While it is possible to manage your emotions, it can be nearly impossible to hide from them. In fact, doing so would be really dumb, in my opinion.

Both positive and negative emotions are found in negotiation. Positive emotions include joy, exhilaration, or relief. Yet, these positive emotions can derail your thinking. It is possible to be "too happy" in a negotiation. For example, you finally resolve a contract dispute that has taken weeks of meetings and heated talks. In your exhilaration, you leave the client's office giving "high fives" to your partners. Then it dawns on you: you left the meeting without getting the contract signed. Whoops, the deal is not done. Your emotions got the better of you.

Maybe more common are the negative emotions such as anger, jealousy, fear, remorse, and guilt. Negative emotions can cloud your thinking. The expression "seeing red" describes a physical reaction to anger which includes increased blood pressure and flushed cheeks. Anger and other negative emotions can be barriers to an agreement; some of these barriers can seem insurmountable. Being in conflict can take away your energy, attention, and productivity. Emotions are real and must be dealt with or things will quickly come to a screeching halt.

Emotion and Negotiation

When you are the angry person, one way handle it is to take a "time-out" and cool off. A cool glass of water can help literally lower your temperature. The bigger challenge is to be aware of your own emotions and to self regulate. That may be easier said than done. One way to tell if you are "too angry" is to watch other people's reactions to your behavior. Ever notice how people back away, tighten their mouths, and turn their heads when you are very angry? If the other party is acting this way, maybe you need to cool down.

When it is the other party that is angry, simply bringing the issue to their attention can help. By acknowledging their emotional state, you are validating them and their feelings. You can say, "You seem upset. Is it something that I have said or done?" This puts the focus on you and not them. You may not know if you did or didn't do anything to cause their anger, but what you do know is that they are upset.

You may get a response like, "You bet I am upset and here's why..." Now is the time to sit back and listen. Let them unload. When they are done, it may be possible to simply pick up where you left off and continue the negotiation.

Other times it may actually be something that you said or did and they are really angry about it. By getting this information on the table, you will get a chance to react on the spot and explain the situation. Or, you can stop the negotiation and reschedule for another time. This will give you time to figure out what to do; it will also give them time to cool off. Maybe the issue will lose its significance by letting it rest a while.

Some people get angry just for the hell of it. Or, they put on a show to push your buttons; this is a negotiation tactic to throw you off guard. This is the tactic of an aggressive negotiator, which is someone who cares little for the relationship. If it is just a tactic, confronting them will quickly cool their fire. It can be as simple as catching them at their game. My experience is that they will put the tactic aside after they get caught.

Normally, anger expressed in a negotiation is not personal, but it may feel that way. By probing you may find that the root cause is something like your product's quality or something that happened yesterday. Seldom is it about you or something you did.

If you are unable to resolve this anger, rescheduling may do the trick. But, after a time-out you may find that things are still blocked; if this is the case, mediation may be necessary. Mediation is when a neutral third party facilitates a dialog with other parties who desire a resolution but cannot achieve it through negotiation. Sometimes the mediation on will focus on the emotions first. That may be all it takes to resolve the dispute and let the negotiation continue.

Emotion and Negotiation
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Sunday, September 2, 2012

Negotiation Skill Training - How to Hone Your Negotiation Skills

Everyday we come face to face with situations that test our ability to negotiate. Though you might not give it much thought, a lot of negotiation happens with people we meet and choices we make. Whether it's over a meal with your hubby, at the supermarket with the saleslady or during a lunch meeting with your boss, we need to grasp the basics of a negotiation skill training to make the most of these everyday deals.

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If you're still at the brink of losing opportunities and closing great deals because you lack the necessary negotiation skill training, then knowing the essentials of negotiation will open doors and doors of endless success stories for you! Read on and discover just how.

1. What's your goal? Be sure you understand this well enough to get your reasons and explanations across the other person you're dealing with. Have concrete and specific items at hand. If you ought to use estimates, be sure they are as close to the exact thing. Be careful not to overestimate or under-estimate. Remember, the goal of negotiation skill training is to come out with a deal that benefits both parties accordingly.

Negotiation Skill Training - How to Hone Your Negotiation Skills

2. What's the other's goal? Keep your senses open to the other person. Listen attentively. The root of compromising is to know the other side of the coin well enough to make changes and retain the good ideas. Make certain that you are not biased in your decisions. Remember, the guy or girl across the table just might make sense too.

3. Respect "give and take". One of the essentials of negotiation involves understanding the process of giving in and holding back. You can't win it all. You can only hope that the best outcome will result from the compromise that both parties make.

4. Be creative. Negotiation skill training is an art to be enjoyed. When you come from opposite ends of the deal, come to a point where you can make your ideas meet and jive. Don't be afraid to explore other options!

There you go, the next time you sit down for a deal, make sure you apply these essentials of negotiation skill training. Deal to win!

Negotiation Skill Training - How to Hone Your Negotiation Skills

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Tuesday, August 28, 2012

Article Marketing Tips - Everything You Need to Do to Reap Great Results From Your Campaign

Not really happy with the results you're getting from your article marketing campaign? Then, here are the things that you need to do in order to start reaping great results:
Use catchy titles. Save you articles from getting ignored by using attention-grabbing titles. You'll be able to entice more online users to pay attention if your titles accurately summarize the content of your articles and if they're creatively written. Keep them short and keyword-rich. Discuss interesting topics. Obviously, your target audience will only read your articles if they find your topics to be very interesting. Get their pulse and know the kind of information that they're looking for by conducting surveys on forums and by doing keyword research. Based on experience, these people are using the internet mostly because they're looking for tips list or how-to guides, solutions to their problems, and in-depth explanation on their areas of interest. Offer new information. The problem with other article marketers these days is that they're too lazy to do extensive research. So, what they do is they just rehash the articles that are posted in the online arena so they can write their articles in half the time. Well, let me tell you that this will not help you in anyway. In fact, this will send a strong signal to your readers that you've got no exclusive information to share and that you're not an expert in your niche. You don't want that to happen, right? So, make it a point to share information that your readers haven't heard of before. Write several articles. You'll be able to reap great results fast if you multiply the number of articles that you write and distribute everyday. This is possible if you stick with topics that you're an expert on (so you will not need to do extensive research), if you keep your articles short (400-600 words would be okay), and if you create a nice working environment that will help you become more creative and more productive. Make your articles easy on the eyes. Getting people to open your articles isn't easy considering the number of people that you're going up against. So, ensure that the people who open your articles will not close them before they even start reading your content. Make your copies very pleasing on the eyes and easy to read. Break them down into 4-5 short paragraphs and use subheadings when needed. Also, make use of several white blank spaces as this will surely help. Use keywords and latent semantic indexing technique. Making your articles search engine-friendly is something that is non-negotiable when doing article marketing. You need to get your articles to appear on relevant listings so your target audience can easily find them. Insert the most searched keywords in your niche on each of your paragraphs. Don't forget to use relevant terms and make sure to follow the acceptable keyword density.

Article Marketing Tips - Everything You Need to Do to Reap Great Results From Your Campaign

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Sunday, August 26, 2012

10 Ways To Establish Rapport With Anyone - Fast!

Establishing rapport - having people like us and remember us fondly - is an invaluable skill. Whether you are in a business, a friendship, a relationship, selling, or just want to be more well-liked - rapport building skills can help you reach your goals. I use some of these skills to develop rapid rapport with my business, counseling and coaching clients. Remember that the key to all rapport building is sincerity and bringing a true love of others to your new relationships. With that in mind, lets get started:

Listen - Listening is the 'King' of all rapport building skills. EVERYONE loves to be listened to! Think about it. How do you feel when someone ignores you or talks over you? Do you feel connected to these people? NO! Who are the people you are closest too? I highly suspect that they are the people who listen to you intently and are concerned about your issues and wellbeing, right? Listening says, "I'm listening because you, and therefore, what you have to say, are important." People's greatest desire is to be truly listened to. Help them accomplish this most important goal, and they will like and admire you for it. Practice "conversational generosity" - don't speak more than 30% of the time (10-20% is optimal).
Link Interests - Opposites DON'T Attract!!! People like each because of their similarities. So, whenever possible, notice similar interests and be sure to talk about and expand on them. This may take some searching and questioning to discover their interests - that's okay - people will be glad that you are so interested in them that you ask several questions about them. Even if you don't have any similar activities, have them discuss an area you find interesting or want to explore. For example, my old boss Mark loves golf. I have never played, but have a sincere interest in learning the game, so I asked him to explain some things about the game to me. He was thrilled that I was interested and complimented that I wanted him to be my teacher and valued his advice. Think of ways you can use this tool.
Ask For Advice - An old quote by Thoreau states, "The greatest compliment ever paid me was when someone asked me what I thought, and attended to the answer." Asking for advice is perhaps the most sincere compliment you can pay to a person. You also have to humble yourself ever so slightly to ask for advice, and this vulnerability will create a sense of openness and trust between you. People are always happy to give advice and will associate that sense of happiness to you quickly. Aren't your friends the ones whom you go to for advice? How can this person give you advice and not be your friend? See how strong this link is? People also admire someone who can ask for and accept advice. So few people can do this well, that it has become an admirable trait. Try it and see.
Compliments & Praise - No, this is NOT "kissing up" or being phony - this never works! What we are looking to do is notice praise-worthy things people discuss and mention them to the person. Notice the difference in the next two responses. Your new friend tells you they just won an award for helping children and you say either "that's great!" or "Wow, that's quite an accomplishment! You must have made a tremendous contribution to the lives of those children, you should be very proud." Which response would you rather hear? Are they both true? Yes! Will one response have more impact and create a stronger connection? Definitely, yes! Noticing and commenting on the good people do and their special qualities is a great way to live, it is classy, and a great way to connect with others.
Demonstrate Liking & Appreciation - Most people instinctively like people who like them (and vice-versa). Many people like each other, but rarely tell each other. I make it a point to tell my friends that I like them and appreciate them - they already know this, but it's still great to hear. With people I've just met, if I like them, I say things like "It's been great getting to know you; I love to meet warm, open people."" I really liked the way you talked about (BLANK).""Thank you for making me feel so welcome in your home. I had a great time today - let's pick another time to get together soon." These are just a few examples. Can you come up with better ones? Sincere appreciation like this supports friendship and cements relationships.
Adopt Their Values/Beliefs - As you are listening to the other person speak, notice their values/beliefs, and discuss areas where your values/beliefs sincerely overlap with theirs. Remember when I said it is best to speak 30% or less of the time? Take at least half of this time and use it to agree with, support, or expand on whatever the other person was talking about. You will never make a friend by disagreeing with them. Let points you don't agree with slip by, and chime in when you hear something you agree with. By doing this you will make a friend, and at the same time, subtly promote the areas you believe in and starve the areas you don't.
Enthusiasm - Communication is the transfer of energy/emotion. Everyone seems to love someone with enthusiasm because we all admire it and wish we had more! Enthusiastic people seem to brighten up a room with their positive energy, and we want that to rub off on us, we want to be a part of it. When someone is enthusiastic about our thoughts and ideas we immediately feel understood, appreciated and just plain great! No one will ever be offended by you getting excited about their ideas!
Matching and Mirroring - Matching & mirroring simply means that we match the approximate characteristics of the other person to help create alignment with them. Therefore, if they cross their legs do the same shortly after. If they tend to talk more slowly, slow your rhythm down so it is closer to theirs. If they use certain lingo, you can use it later in the conversation. If they are reserved, you be more reserved. And so on. Remember, we like people who are like us. This is a natural process that most people do unconsciously anyways - now you can know to do it consciously. It is a very powerful tool because vocal tone/speed and body language account for 93% of communication. This tool will make people very comfortable around you and is a very subtle technique.
Smile & Warmth - The first contact with another person is your face! Make sure that you present as warm, friendly and happy. A smile and a sincere desire for friendship will resonate in your voice and be demonstrated in your every action. First impressions are powerful; present the way you want to be remembered - SMILE! Smiling shows that you are happy to see the other person and like them. Smiling and warmth make others feel good around you - this is a lost skill - use it and you will shine.
Attending Skills - This simply means that you attend to the needs of the people you are with. It follows the lines of simple good manners, i.e., holding the door for someone, offering them a drink or a chair, buying them lunch, shaking their hand right away when you see them, etc. Almost any small courtesy or act of kindness falls in this category. These simple acts say without words that the other person is like, respected and appreciated. (And an action is worth what? That's right! A thousand words!)

10 Ways To Establish Rapport With Anyone - Fast!

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Paul J. Cline MA CAGS CAP Ed.D (ABD) is a Trainer / Seminar Leader, University Professor, Certified Addictions Professional (CAP) and local expert on Addictions and Mental Health. Paul is owner of Advanced Training Seminars, providing seminars, consulting and coaching based in St. Petersburg, Florida (727) 204-0779. Visit our website at: http://www.advancedtrainingseminars.com Check out our selection of FREE articles and Useful Links & Resources.

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Wednesday, August 22, 2012

Salary Negotiation: Compensation Advice From A Recruiter

As a recruiter, I'm used to negotiating salary and compensation on behalf of my job candidates with the hiring manager of the company they are interviewing with.

Salary and compensation negotiation is one of the things a recruiter typically does when helping someone get a job so if you're not a good negotiator this can be one of the things they can help you with if you decide to use a recruiter.

Here are some tips that I've learned in my time as a recruiter that might help you next time you're negotiating salary for yourself with a potential new employer.

Salary Negotiation: Compensation Advice From A Recruiter

1. Let the employer bring up the issue of money first. Ideally, you should let the interviewer broach the issue of money (ie. "How much money are you looking for?") not you. Employers generally don't want money-motivated staff whose main concern is salary since people can easily switch jobs if they can get more money elsewhere.

Certainly, if you're working with a recruiter you can let them know what salary you're looking for since they need to know what range is acceptable to you and avoid wasting your time with jobs that don't match your requirements.

2. Don't state a desired salary range. The problem with saying "I'm looking for a salary of ,000-,000" is that while you might be thinking that you're showing flexibility by stating a wide range, you could actually be low balling the salary you end up getting offered.

While you might be thinking that you'd like the higher end of this salary range (ie. ,000) the hiring manager might be thinking you'd be happy with ,000 since you did state that ,000 was in your acceptable range! While the hiring manager hopefully wants to be fair, some might not offer you ,000 if you state that ,000 would be acceptable, which is basically what you're saying with this stated range.

Ideally you want to go into an interview knowing the salary range that the company is offering. A recruiter can definitely get this information for you. Knowing the salary range being offered ensures that you don't price yourself out of range and don't lowball yourself either.

3. Don't state a salary that you won't be happy accepting. If you tell a hiring manager you'd be happy with ,000 do not expect to be able to go back to them later in the interview process and then ask for ,000. It can be difficult to get a higher salary agreed to once you've verbally mentioned a lower one. As we spoke about in Point 1, let the employer bring up the issue of money first and try your best to understand the job fully before committing to a stated salary figure.

While you don't want to evade the question if you're asked "how much money are you looking for" during a job interview, you also don't want to ruin your chances at getting a better figure by making a mistake handling the salary question.

The longer you can delay the issue of money in an interview process the better.

A good recruiter should be able to help you with salary negotiation since that's part of their job and since as the middleman, they can negotiate on your behalf without the emotional aspect that can come along with this issue if you were doing it yourself.

Plus, they should have a solid understanding of exactly what parts of the job offer might be open to negotiation especially if this is a hiring manager or company that they've successfully dealt with before!

Salary Negotiation: Compensation Advice From A Recruiter

Carl Mueller is an Internet entrepreneur and professional recruiter who has written an ebook for career-minded individuals: [http://www.RecruiterSecretsRevealed.com]

Recruiter Secrets Revealed [http://www.RecruiterSecretsRevealed.com] sheds light on job search and career management "secrets" that you can use to supercharge your career and distinguish yourself from other job searchers.

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Saturday, August 18, 2012

5 Successful Negotiation Tips

Most of us negotiate on a daily basis without knowing it. Any time we enter into a discussion where we try to find common ground and agree an outcome with the other party, we are negotiating.

If we think that we have to bargain for something more than we are being offered, whether it is something that you want to achieve in your career, when you are buying something or just dealing with other people as you go about your daily business, we negotiate to get to a favourable outcome.

Negotiation

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Whilst many people say that negotiation is an art, it can bring out the best and worst in people, depending upon how important the subject of discussion is to each individual involved. Whilst it can also be fun, negotiation is not generally a game that people can play anytime, as it usually means a dispute or tension of some kind. This is why so many people view negotiation as something to be avoided.

5 Successful Negotiation Tips

Since it involves two-way communication, the outcome of every negotiation is influenced by the mind-set, abilities, and techniques used by the parties to the negotiation. However, learning the right way of negotiating will vastly improve your chances of achieving a successful outcome and the following five tips for successful negotiation will help you:

1. Time it right
The outcome of any negotiation is dependent upon getting the timing right. To achieve this you should try to organize and plan the circumstances for the negotiation beforehand. This also involves considering the possible outcomes of the negotiation so that you can understand the variables that are most important to you, such as bonuses, price, delivery times, credit terms, guarantees, etc.

2. Manage yourself
Before you enter into a negotiation, you should evaluate yourself first. Are you able to manage your own feelings? Keep in mind that when emotions run high about the topic under discussion, the outcome is less likely to be as productive as it could be if the discussion is business-like.

3. Know what you are getting into
Do you know who are you dealing with? What are the traits, attitude, and beliefs of the person you're going to negotiate with? Are they the type of person that is likely to work with you to achieve a win-win situation, i.e. one where both of you are satisfied with the outcome?

4. Be attentive. Learn to listen well!
One of the reasons why negotiations are unsuccessful or turn negative is that many people do not practice attentive listening. People are so busy stressing their points and stating their desires that they forget to listen properly to the other side of the discussion. Keep in mind that negotiating has to be a two-way communication to be effective - it will never work if the discussion is one- way traffic.

Experts say that in order to have a successful negotiation, people should learn to apply the so- called 80/20 ruling. This means that people should spend 80% of their time listening and only 20% talking. If you use this guideline you will definitely be able to understand the other side of the story, and be much more likely to achieve a successful negotiation outcome.

5. Be ready to walk away
Never be pressured to win a negotiation. Keep in mind that it may not always be a win-win situation for you. In fact, one of the greatest mistakes people commit is that they are too determined to achieve their own goals, such that they create an all or nothing scenario in their own minds.

You should always try to be open to alternative outcomes, so that you always have a choice. But, never assume when you negotiate that there is a point of no return. In your own preparation you should establish your own point for walking away if the negotiations are not going well for you and you have no chance of achieving the outcome that you are seeking.

Remember that successful negotiations always follow a logical pattern and if you use the above tips to plan your own approach you will definitely increase your chance of achieving the successful outcome that you desire.

5 Successful Negotiation Tips

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Thursday, August 16, 2012

Conflict Resolution Strategies in the Workforce

Conflict in the work environment is inevitable. When two or more people have to work together and combine ideas, the doorway of conflict is ever open. The goal is to learn how to use conflict as a tool that can benefit the whole, rather than destroy it and the idea of concern. A team must have a common goal of success (Temme and Katzel, 1995). Several strategies have proven to be beneficial tools when resolving these destructive conflicts.

Conflict is defined as a disagreement or disharmony that occurs in groups when differences regarding ideas, methods, and members (Wisinski, 1993), are expressed. These differences, however, do not have to result in a negative outcome. Used properly, the group can become closer and more aware of each other's differences. With respect for one another, the group can combine ideas and be more successful in the end.

Negotiation

Administration is ultimately responsible for recognizing a conflict, instilling conflict resolution strategies, and for making sure these strategies are executed successfully. In order for a school administration for example, to achieve this goal, it needs to be aware of the types of conflict: constructive and deconstructive. Constructive conflict is beneficial to teams. This style focuses on the issue while continuing to keep respect for other teammates. Teammates will exhibit flexibility, supportiveness, and cooperation among each other. Commitment to success for the team is apparent. Deconstructive conflict, on the other hand, exhibits selfish behaviors of personal attacks, insults, and defensiveness. No flexibility is present within the team, and competition between the teammates is high. Avoidance of conflict is obvious (UOP, 2004)

Conflict Resolution Strategies in the Workforce

Many outside influences may cause or add to conflict. Limited resources (UOP, 2004) can cause stress between coworkers. If a teacher is worried about the lack of resources for his or her students, for example, he or she may demonstrate a high level of stress. This, in return, may influence any slight friction shared with other faculty. Differences in goals and objectives (UOP, 2004) cause tension between staff as well. For example, one teacher's focus may be on sports and recreational equipment, while another is more dedicated to academics and updated texts. This difference of goals for the students may cause extra tension and conflict between staff.
Miscommunication (UOP, 2004) may cause conflict between staff. Two teachers with the same goal may not explain their points clearly to one another. If messages are not clear, confrontation and conflict will more-than-likely be the outcome. Teachers who share different attitudes, values, and perceptions (UOP, 2004) open the door for conflict. Similar to teachers with differing goals, attitudes, goals, and perceptions that differ cause immense stress for the entire faculty and staff. Lastly, personality clashes (UOP, 2004) are probably the most common issue between a group, and possibly the most easily to overcome. If dealt with on a mature, adult mentality, personality differences should not influence one's work environment or the group's goals. Lack of training, lack of accountability, and favoritism by administration (First Line, 2007) can also cause conflict. Teachers and school other faculty need to keep the most important aspect of their work (the children) in focus. As adults, they are responsible for their own actions and behaviors.

The ability to recognize the type of conflict allows administration to direct the conflict accordingly with the goal of a positive outcome, rather than spiraling into destruction. After recognizing the type of conflict, management (or administration) can choose from three different resolution methods: the "4 R's" method, the A E I O U method, and the Negotiation method.

First, the "4 R's" method (UOP, 2004) stands for: Reason- The leader is responsible for finding out if the feelings concerning the conflict are expressed differently within the team. One must also pinpoint any personal situations present between the staff. Finally, the leader must clarify if the team is aware of her stand; Reaction- The leader is responsible to rate how the group is reacting to one another. One should determine if the conflict is constructive or destructive. Once determined, the leader is to decide if the conflict can be transformed into constructive conflict, if destructive originally; Results-Leaders now should explain the consequences of this conflict. The entire team, including the leader, needs to determine whether the conflict is serious enough to affect the goal or outcome; Resolution- Finally, the entire team is to discuss all possible methods that will assist in achieving a successful resolution, and which one is best. The "4 R's" method takes teams through a resolution process, step-by-step. This style assists in the evaluation of the situation, and gives assistance in redirecting the conflict to a positive outcome.

Second, the A E I O U model (Wisinski, 1993) stands for: A- Assume others "mean well; E- Express one's feelings; I- Identify what you would like to happen; O- Outcomes you expect are made clear to the group" (UOP, 2004); U- Understanding by the group is on a mature level. This model communicates one's concerns to the group clearly. Suggestions of alternative methods are expressed to the group in a non-confrontational manner. By keeping a calm attitude, the administration is telling the group that it wants the group to be successful.

Thirdly, the Negotiation method (UOP, 2004) focuses on a compromising attitude. Separating each person from the problem allows each teammate to focus on the group's interest rather than their personal positions. This technique creates opportunity for a variety of possible solutions to be reached. The leader is responsible to express the importance of an objective outlook when choosing a solution. Through the negotiating technique, everyone knows the problem, and the goal, and everyone is willing put his personal feelings aside to reach that mutual goal (Krivis, 2006).

Another type of strategy known as the NORMS method helps the administrator, or leader, stay objective while dealing with a conflict in the work environment. NORMS stands for (Huber, 2007): N-Not biased or personal interpretation; O-Observable, situation is seen and touched or experienced by staff; R-Reliable, two or more people agree on what took place; M-Measurable, parameters of conflict can be distinguished and measured; S-Specifics are not subjective, but objective and non-confrontational. By following the NORMS, one can observe the situation with an objective outlook. Therefore, he or she can assist the team with the conflict with the proper focus of bringing the team together and resolving the conflict as well as benefiting from the experience.
Each method promotes a friendly environment that welcomes different ideas. The differences can ultimately benefit the whole group as well as the project or situation at hand. Temme and Katzel state, "For a teambuilding effort to work... management must be sincere in its resolve to see to see the teambuilding process through." (Calling a team a team, 1995).

As an administrator, or leader, one is responsible to direct the team towards cohesion and compatibility. This goal can be achieved during a conflict by representing each team member equally, recognizing the problem, listening to each concern with an equal level of importance and respect. In order to reach an agreement and collaborative goal, each teammate, or employee, is to respect others for his or her different opinions and objectives, but keep an open mind as well. Conflicts can be beneficial to a team, as it brings new ideas and outlooks to the table. Clear communication and an open mind can turn a conflict into a benefit rather than a burden.

Conflict Resolution Strategies in the Workforce

References

Petit, Ruth. (2007, August 20). A mix of teachers; [Chicago Edition], Chicago Tribune. Chicago, III, p. 18. Retrieved September 15, 2007, from ProQuest multiple database.

Huber, B. (July, 2007). Maintenance and Operations Conflicts. Rock Products, 110 (7), 16-16. Retrieved September 8, 2007, from Academic Search Premier database.

How does your team handle conflict?. (August, 2007). First Line, Retrieved September 9, 2007, from Business Source Complete database.

Krivis, Jeffrey. (2006, Autumn). Can we call a truce? Ten tips for negotiating workplace Conflicts. Employment Relations Today (Wiley), 33(3), 31-35. Retrieved September 15, 2007, from Business Source Complete database.

University of Phoenix. (2004). Learning Team Toolkit. Retrieved September 8, 2007, From http:/ecampus.phoenix.edu.

Wisinki, J. (1993). Resolving conflicts on the job. New York: American Management Association, pp. 27-31. Retrieved September 5, 2007, from UBSCOhost database.

Summer Willis writes about various team building strategies tips.

Team Building by Summer Willis

Other helpful site:

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