The Team Negotiation Challenge: Defining and Managing the Internal Challenges of Negotiating Teams

Kristin Behfar, R. Friedman, J. Brett
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引用次数: 19

Abstract

Negotiation teams are widely used to negotiate on behalf of organizations, yet relatively little is known about how they overcome the challenges posed by within team dynamics to create a sound across-the-table team bargaining strategy. This paper presents a two phase analysis of accounts of negotiating team experiences collected from 45 executives. In the first phase we present a qualitative categorization of negotiating team challenges and management strategies. In the second phase we demonstrate that the match between challenges and management strategies and the quality of team process largely depends on how teams manage within team dynamics. Teams are more likely to be able to implement management strategies that match the challenges they face when teams also engage in substantive debates about negotiating team goals; teams are less likely to implement strategies that match team challenges when teams also engage in personality conflicts. Thus, substantive conflict helps rationalize team processes, while personality conflict undermines the development of appropriate team management strategies if not addressed appropriately.
团队谈判的挑战:定义和管理谈判团队的内部挑战
谈判团队被广泛用于代表组织进行谈判,但相对而言,人们对他们如何克服团队内部动态带来的挑战,以创建一个健全的跨桌团队谈判策略知之甚少。本文对45位高管的谈判团队经历进行了两阶段分析。在第一阶段,我们提出了谈判团队挑战和管理策略的定性分类。在第二阶段,我们证明了挑战与管理策略之间的匹配以及团队过程的质量在很大程度上取决于团队如何在团队动态中进行管理。当团队也参与关于谈判团队目标的实质性辩论时,团队更有可能能够实施与他们面临的挑战相匹配的管理策略;当团队也陷入个性冲突时,团队不太可能实施与团队挑战相匹配的策略。因此,实质性冲突有助于使团队过程合理化,而如果不适当处理,个性冲突会破坏适当团队管理策略的发展。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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