COMM 169 Fresno State University Emotion in Negotiation Case Study

this is a case study topic that you can use “The impact of emotion in negotiation and conflict resolution: a case study.“ everything you need is attached to in the document. It is expected that secondary sources, including material in the text, will be consulted and used in the paper. Normally, 8 – 15 sources should be sufficient. Use the secondary material to help support your claims or analysis in the paper. lemme know if you need anything else. If you need the class Textbooks and Materials-“Interpersonal Conflict, Wilmot, W. and Hocker, J. 9th edition, (New York: McGraw-Hill, 2014).“

Second Paper: A Case Study in Conflict Management
The paper should be 4-5 pgs in length. The case study should include a position or specific
theme which should be clearly stated as a purpose in the introduction of the paper. It is
expected that secondary sources, including material in the text, will be consulted and used in the
paper. Normally, 8 – 15 sources should be sufficient. Use the secondary material to help support
your claims or analysis in the paper. In your introduction establish a theoretical basis for the
analysis of the case study. In other words, from a theoretical standpoint, what can we learn about
conflict management/resolution from this case study analysis. For example, an analysis of the
Israeli-Palestinian might demonstrate the difficulties in resolving conflicts based on ethnic
differences, religious beliefs, etc. Or, perhaps the particular conflict analyzed might illustrate the
advantages of collaborative problem-solving.
Your case study analysis may be a conflict that you were involved in or are able to observe.
You may also offer an analysis of a historical or recent local, regional, national or
international conflict. If it is a conflict in which you were a party make sure you maintain
objectivity in your analysis. In other words, offer analysis, not personal feelings as you analyze
the conflict. Your job is to illuminate the interpersonal dynamics of the conflicting parties in the
conflict. You may focus on a single episode or on multiple episodes over time. Use any relevant
research models, theories or concepts to help you analyze and offer insight into the conflict
chosen. You could use the Wimot/Hocker Conflict Assessment Guide referred to in your text or
any other method of analysis discussed in the text or a secondary source. You may collect data
on the perceptions of individuals or discuss the styles and methods of resolution that were
employed. Discuss the success of the resolution or why the conflict was not resolved. You
should look at some academic papers/articles on case studies of conflicts. You may even be able
to draw a comparison between the conflict you are discussing and the case study discussed in
the article. Chapter 7 offers material about analyzing conflicts and the chapter
notes/bibliography should direct you toward some sources that will help in your analysis.
Introduction: The introduction should include the Background and Statement of the
Problem, Goal and Justification of the Research, and Any Assumptions you bring to the
topic. In other words, establish the theoretical basis for the paper. Introduce your case study and
establish a justification for, or importance of the topic area or the analysis of the case study. In
the introduction introduce the subject, concept or issue. Establish a theoretical basis or
justification for the paper. (Your personal interest in the topic or theory is not a justification
for the paper.) In other words, why is this case study worthy of study? What can we hope to
learn about some aspect conflict management from a discussion of this case study? The end of
the introduction should include a clear purpose statement and a preview of the major
points/issues that will be discussed in the paper. (See examples offered below)
Main body of paper: Typically, the body of the paper begins with a review of the literature on
the topic area that may include a summary and analysis of previous research and a constitutive
definitions of concepts or issues. In your case study make sure you offer a clear description of
the case being analyzed. This is where you discuss the topic or case study in detail, offering
analysis and secondary material to support your claims and conclusions. In the body of the
paper you will clarify and defend your position/s. It is here that you apply the theory to the case
being studied. Try to avoid merely relaying personal opinions without some support or merely
summarizing material from the text or other sources without taking a position or offering any
analysis. An opinion is a claim that needs to be explained and justified and supported. In other
words, use examples, material from the text, personal experiences and secondary evidence to
support your claims. Finally, you should make sure that the body of the paper includes a
discussion of your position, findings in terms of implications, importance and usefulness of your
conclusions.
Conclusion: Summarize your primary points and offer analysis on what this case study
contributes to the reader’s understanding of conflict or a related topic. It is here where you
demonstrate that you achieved the justification and purpose referred to in your introduction. You
may also include some discussion of the limitations and suggestions for future analysis and
research.
Format: Any manual of style is acceptable such as APA, MLA, Turabian, Campbell or Chicago
Manual of Style. The paper should be typewritten in a font at least as large as Times 12.
Sentences should be double-spaced (with exception of long quotations of over 4 lines which
should be indented and single-spaced. Any use of or paraphrase of secondary sources should be
cited in text of paper and direct quotations should be within quotation marks. The bibliography,
if included, should only include those sources referred to in the paper.
——————————————————————————————————————-First example of a case study introduction:
The emergence of conflicts in interactions between members of intercultural teams is seen as inevitable in
extant literature (Bartel-Radic, 2006; Hong, 2005; Joshi et al., 2002). Conflict management, defined as an
‘ongoing process of handling conflict interactions’ (Kim and Leung,2000: 232), has become an important
topic for research on conflict in intercultural teams. A growing number of cross-cultural studies have
investigated conflict management styles (CMS) across cultures (Elsayed-Ekhouldy and Buda, 1996; Hong, 2005;
Kozan, 1999; Paul et al., 2004; Ting-Toomey, 1988).
(Notice that the writers have introduced the topic area and explained its
importance by demonstrating that intercultural conflict is inevitable and that a
study of conflict styles is an important area of study in intercultural teams.)
CMS can be defined as ‘patterned responses, or clusters of behaviour, that people use in conflict’ (Wilmot and
Hocker, 2001: 130). Thomas (1976) extended the original dual concern model of Blake and Mouton (1964) by
arguing that the CMS of individuals are determined by whether they have a high or low concern for their own
interests and outcomes relative to a high or low concern for others’ interests and outcomes. Based on this
classification, he distinguished the following five CMS: (1) Avoiding style is applied when individuals deny the
conflict and withdraw from the communication required to deal with it (low concern for all). (2) Accommodating
style is used when individuals focus on reaching agreements, sacrificing own desires in the interest of satisfying the
needs of others (low concern for self and high concern for others). This style is characterized by smoothing over
differences and striving for harmony in order to preserve relationships with others. (3) Competing style is
characterized by forcing one’s own solutions on others (high concern for self and low concern for others). It
becomes visible in expressions of confrontational and uncooperative behaviour. (4) Collaborating style displays a
high concern for all. Individuals who apply this CMS attempt to integrate the needs of both parties, striving for a
win– win solution. (5) Compromising style is applied when individuals try to find a middle ground solution with a
modest effort (moderate concern for all). Cross-cultural studies thus far have generally focused on analysing
and comparing CMS preferences of members of different cultures. It appears that people in conflict often
demonstrate preferences for certain CMS both in intra- and intercultural interaction (Hong, 2005; Orbe and
Everett, 2006). The development of these preferences occurs tacitly within cognitive processes that cannot be
separated from the cultural contexts in which individuals reside (Kitayama et al., 1997; Orbe, 1998). Beyond
such empirical evidence, however, the dynamics of conflict resolution in intercultural interactions, that is,
conflict management behaviour of intercultural team members during the encounter of cultures (Yoshikawa,
1987), has yet to be thoroughly studied. With this study, we aim to fill a gap by exploring CMS applied in a
real-life intercultural project with the particular focus on communication intensity.
(The authors explain what CMS is and why it is important. Here the writers
offer a reason for the analysis and justify the application of CMS to this case
study. They explain what they are studying that others have not fully studied
in this area
The underlined sentence also serves as the purpose statement for the paper.)
This article will proceed as follows: In the next section, the relevant extant literature is reviewed and hypotheses are
outlined. Then the research method is described before presenting the results. The last two sections discuss our
findings and present suggestions for follow-up studies as well as implications for practitioners involved in
intercultural projects.
(Finally, a preview is offered that provides the reader with the organizational
structure and the issues that will be discussed in the paper.)
—————————————————————————————————————————– ————–
Second example of a case study introduction:
As we know, communication is necessary in the business world for conducting business in an efficient manner. Any
business involves two types of communication: external communication that is directed to actors in business
environment as well as internal communication or organizational communication that is directed to employees. We
will not make mistake if we say that without good internal communication, there is no good external
communication and without good external communication, there is no business results. In addition, it is not
possible to imagine organizational communication without conflict. Conflicts are something normal in any
organization because people have different opinions and there are people who cannot accept different
opinions. It is very dangerous for organization to have too many conflicts as well as not to have any conflicts.
(In this case, the writers introduced the topic area and explain its importance
by demonstrating that communication is critical in a business context and
that conflicts can be expected in all organizations.)
For the purpose of this paper, we will focus on conflict management as a science of new age as well on
managers and their role in conflict management.
(The above underlined sentence is the purpose statement for the paper.)
This paper consists of two integral parts. The first part is focused on theoretical aspects of conflict management and
second part is focused on practical aspects and research. In first part, we will present short history of organizational
communication as a science discipline and then focused on conflict management as a part of organizational
communication. We will present the causes of conflicts, type of conflicts and the most important style of solving the
conflicts. In the second part, we will focus on research analysis about conflict management. The purpose of the
research is to find out which style of conflict management is suitable for managers in Bosnia and Herzegovina. The
focus group consists of managers from Bosnia and Herzegovina companies from all levels (first line level, medium
level, top level) in several companies.
(Notice that in the above paragraph the writers provide a preview of the paper
and introduce their case study: A focused group of managers from Bosnia and
Herzegovina companies.)
————————————————————————————————————————-







































Some suggested (not required) topics:
Game theory applied to a case study of conflict and resolution.
The role of consensus in a case study of conflict resolution.
A case study of appropriateness of avoidance as a conflict style in interpersonal relationships.
A case study of arbitration in international disputes, usefulness and problems associated with it.
A case study in ideological based negotiations and barriers to resolution.
A case study of reciprocity in negotiations and the resultant conflict spiral.
Costs of escalated conflict in the workplace ( or any other context).
A case study on the importance of building trust in negotiations and conflict resolution.
Reaching a solution in environmental conflicts.
A case study on the difficulty in reaching solutions in conflicts centered on religion or moral values.
A case study of Chinese Conflict Management and Resolution (or you could research other cultures and
how conflict is approached.
Dealing with conflict in the care for the seriously ill.
A case study of children and conflict management.
A case study conflict management in the classroom and educational institutions.
A case study of conflict management in social conflicts.
A case study on conflict escalation: Dispute exacerbating elements of e-mail communication.
A case study on conflict styles and sex differences.
A critical analysis of consensus building in Congress.
A case study of constructive vs destructive conflict (paper on both or either).
A case study on the efficacy of unofficial resolution attempts in international conflicts.
A case study of cross-cultural conflict resolutions: problems and difficulties.
A case study of cultural impact on negotiations.
A case study of distributive bargaining as a successful technique.
The impact of emotion in negotiation and conflict resolution: a case study
A case study that compares E-negotiation versus face-to-face negotiation: What has changed – if
anything?
A case study that looks at ethical issues in conflict management.
A case study on the use of GENIE: A decision support system for crisis negotiations.
A case study that looks at conflict management issues in crisis situations.
How can decision making be improved in conflict resolution: a case study
A case study of integrative and interest based bargaining as successful strategies.
Conflict over common pool resources: a case study
Positive sum, zero sum and negative sum situations: a case study
Problem solving mediation: a case study of 3rd party intervention
Rapport in conflict resolution and negotiation: a case study
Argument as an effective conflict resolution method: a case study
Task vs relational conflict: A case study of team performance and member satisfaction.
The management of multicultural group conflict: a case study
A case study of Value focused thinking in conflict management.
A case study on the use of mediation in family conflicts.
A case study of a collaborative approach to resolving conflict.




A case study of online dispute resolution.
Mediation in the campus community: a case study at California State University, Fresno
Narrative mediation: a case study
A case study of metaphorical methods in conflict resolution.