https://www.maxwell.syr.

edu/uploadedFiles/parcc/cmc/Conflict%20Resolution
%20NK.pdf
http://www.campbell.edu/pdf/student-services/counseling/conflict-resolution.pdf

file:///C:/Users/OCM1/Downloads/car7_article13_317249124%20(1).pdf
https://hms.harvard.edu/sites/default/files/assets/Sites/Ombuds/files/NegotiationCon
flictStyles.pdf
Collaborate (I Win - You Win) Most people confuse "Win/Win" or the collaboration
style with the compromising style. This is most definitely not the case. "Win/Win" is
about making sure both parties have their needs met, and as much mutual value as
can be created is created. "Win/Win" negotiators usually evolve through the other
profiles, they grow into a collaborative negotiation style. This means collaborative
profile negotiators can more easily revert to one or two of the other styles when
pushed or when the situation calls for it. Collaborative profile negotiators are
adamant that their needs must be met - and they acknowledge that the other party
has needs that must be met too. Tragically, too many account managers are overly
accommodating and compromising. Resulting in competitive style buyers claiming
more than their fair share. When these same competitive style buyers come up
against skilled collaborative style negotiators, the competitive styles blunt coercion
methods don't get rewarded with concessions. Too many buyers are stretched and
under tremendous time pressure, so temptation to compromise rather than invest
time in collaborating wins out. Often referred to as 'expanding the pie', collaborative
negotiators are willing to invest more time and energy in finding innovative
solutions, feeling secure in the fact that there will be more value to share out later
on.
When to use?
Under most circumstances collaboration is the primary style you should use for
most goals in business to business negotiations. As mentioned briefly in the
Compete section: if a relationship is important to you, and if your market reputation
is important, if the other side needs to perform and not just exchange a standard
product for cash, high risk (e.g. new market or new product or both), if there is a
large amount of money at stake, then you are best advised to think about all the
ways in which you can build a more trusting collaborative working relationship. If
you need to understand the feelings and deeper interests or motivations of all
negotiators, then collaboration is your best path.
What's the Danger? Be careful not to collaborate with competitive style negotiators
unless they agree to and live up to your agreed (written or unwritten) rules of
collaboration. Die hard competitive negotiators can be treated in transactional
trading manner - e.g. "I'll only give you this if you give me that". When we share
information we need to make sure that we share information at the same level of
detail. Too much and we could be exploited - too little and the other side can lock up
like a clam. Collaboration requires more time and needs to be at the right level. So if
you're a vendor and your buyer doesn't have the authority or knowledge or won't
invest the time, save your effort. Best to talk with them about your style of
negotiation or build a relationship at another level of their organization. Same
advice goes for buyers in reverse. Self Defense So when might you need to defend
yourself against a Collaborative negotiator? If you have decided that it's not in your
interest to use a collaborative style with a negotiator, then decide on your
alternative style and flesh out what behaviour translates into. So a commodity
supplier who suffers a great deal of competition in their market place will try to get
their foot in your door. A wise procurement manager will be careful to not investing
too much time, or give any time - unless there is value. Your time is short, so be
careful who you collaborate with.

http://webworld.unesco.org/water/wwap/pccp/cd/pdf/negotiation_mediation_facilitati
on/alternative_dispute_resolution_approaches.pdf

http://www.forbes.com/sites/keldjensen/2014/05/09/is-win-win-negotiationbecoming-a-reality/
http://www.beyondintractability.org/essay/win-lose
Win-win outcomes occur when each side of a dispute feels they have won. Since both sides benefit from such a
scenario, any resolutions to the conflict are likely to be accepted voluntarily. The process ofintegrative
bargaining aims to achieve, through cooperation, win-win outcomes.

http://www.beyondintractability.org/essay/win-lose
In other situations, though, lose-lose outcomes occur when win-win outcomes might have been possible. The classic
example of this is called the prisoner's dilemma in which two prisoners must decide whether to confess to a crime.
Neither prisoner knows what the other will do. The best outcome for prisoner A occurs if he/she confesses, while
prisoner B keeps quiet. In this case, the prisoner who confesses and implicates the other is rewarded by being set
free, and the other (who stayed quiet) receives the maximum sentence, as s/he didn't cooperate with the police, yet
they have enough evidence to convict. (This is a win-lose outcome.) The same goes for prisoner B. But if both
prisoners confess (trying to take advantage of their partner), they each serve the maximum sentence (a lose-lose
outcome). If neither confesses, they both serve a reduced sentence (a win-win outcome, although the win is not as
big as the one they would have received in the win-lose scenario).
This situation occurs fairly often, as win-win outcomes can only be identified through cooperative (or integrative)
bargaining, and are likely to be overlooked if negotiations take a competitive distributive) stance.
The key thing to remember is that any negotiation may be reframed (placed in a new context) so that expectations
are lowered. In the prisoner's dilemma, for example, if both prisoners are able to perceive the reduced sentence as a
win rather than a loss, then the outcome is a win-win situation. Thus, with lowered expectations, it may be possible
for negotiators to craft win-win solutions out of a potentially lose-lose situation. However, this requires that the parties
sacrifice their original demands for lesser ones.

http://conflict911.com/guestconflict/win-winconflict.htm
Not all conflict ends up, or should end up with a winner and a loser. The most constructive
conflicts end up with both parties "winning". Here are some techniques to work towards the WinWin situation.

The effects of conflict in the workplace are widespread and costly. Its prevalence, as
indicated by three serious studies, shows that 24-60% of management time and energy
is spent dealing with anger. This leads to decreased productivity, increased stress
among employees, hampered performance, high turnover rate, absenteeism and at its
worst, violence and death.
Conflict in the workplace is the result of a variety of factors. Perhaps the most significant
cause is when someone feels taken advantage of. This might happen when a
perfectionist boss demands the same dedication and commitment from employees as
he or she exhibits, but does not compensate them for the late or weekend hours.
Other scenarios include the employee having unrealistic expectations of what their job
position really is, or of being misunderstood in the workplace. Conflict also arises
because of values and goal differences in the company. The company may not have

goals or not adequately express the goals and values to their employees. Conversely,
the employee may have personal goals and values at odds with those of the company.
http://www.lifeoptimizer.org/2010/10/19/finding-win-win-solutions/
Step 1: Take your negative emotions out of the equation
The situations where win-win solutions are not evident and need to be found are situations where our
interests initially seem to clash with those of another person. They are situations of apparent
opposition and conflict.
It is in these kinds of situations that our negative emotions tend to manifest the most: the fear of
losing, the anxiety of not finding a convenient way out, or the anger at the other person. These
emotions, especially when they are intense, tend to cloud our judgment and our creativity, which are
the exact tools we need to find a win-win solution.
This is why its fundamental that you detach from any negative emotions. Firstly, recognize them when
they manifest and bring into your awareness the fact they sabotage the process of finding a solution.
Secondly, combat the irrational thoughts you may have which feed these emotions. This is in my view
the most effective way to deal with them.
Step 2: Focus on the solution
If at the emotional level we have the inconvenience of negative emotions, at the behavioral level we
have the trouble brought by passive and aggressive communication. Its very tempting in a conflict
situation to communicate this way: to justify ourselves, blame the other person, criticize, avoid the
discussion or dig up the past.
As we do this, we lose track of finding a win-win solution and so we do not find one. The best way to
avoid this phenomenon is to anticipate that it may happen and to notice your focus and
communication style in conflict situations. And, every time you catch yourself or the other person
straying from the solution finding process, bring the focus and the conversation back to it.
Step 3: Explore the context and options
A significant reason why we often dont find a win-win solution is that we dont insist hard enough with
the solution finding process. We just give a shot in a semi-chaotic way, and then we give up. What we
need to do is truly explore the context and the options.
In any conflict situation, start by ensuing that both parts agree to try and work together instead of
fighting, and state their goals clearly. Continue by exploring the deeper motivations behind the stated
goals and understanding each parts story.
Then, get creative and generate solutions. Analyze each solution together; compare them in terms of
costs and benefits for each side and agree on one win-win solution which best serves both parts.

Finally, put that solution into practice. Stick to this process, apply it systemically, and if there is a winwin solution for your situation you will find it.
I believe it is always best to try and find a win-win solution to a conflict. Many viable solutions remain
just unapplied theory because people dont put in the effort to find them and dont approach the whole
process in a constructive, effective way.
We live in an abundant world, with many resources. Its a pity to not find the best ways to use them
and to not share them when this is a sound option.