hello everyone this week I have uh picked out a couple of things for you to take a look at uh the first is the um sections on mood emotion and negotiation from chapter six uh in the licki text so this is the the latter half of that chapter we'll take a look at the uh first half of this chapter uh in next week's class and uh this is just a straightforward read it's a it's a summary of a lot of the research on how mood and emot emotions affect uh negotiation and dispute resolution so you can see looking at um there's roles for both positive and negative emotions sometimes uh what we might refer to as negative emotions like anger can have um important places in uh in negotiations especially uh if we're thinking about um um maybe deep seated conflict there might be room there might be important reasons why uh we might uh um want to sort of consider those as valid um and but the general kind of rule with emotions is that positive uh emotions typically have more positive consequences in those negotiations so if people feel better uh they're happier uh the negotiations might go more smoothly so I would encourage you to take a look at this it's just a few pages and it and it does give you like I said a very good uh rundown of uh the different kinds of emotions and how they might impact uh negoti processes the second reading for this week uh focuses on uh individual conflict styles uh and so this piece by by shell looks at and and you'll be taking the uh Thomas kilman conflict mode instrument this week or or completing it uh and the idea here is is uh what I want you to look at is a couple of things um this uh this paper outlines uh what the different conflict styles mean and what the maybe research is on uh inter uh personal differences in the roles that those things play uh on uh in negotiation uh and it talks a little bit about the say differences in gender differences in culture um and other kinds of personal differences but really what this uh this piece is focused on is uh the um drawing on what's known as the Dual concerns model and that's how we think about ourselves versus how we think about others and how that creates these five different uh Behavioral classifications uh what I want to point out here is that um the the kind of research on this is focused on um how we might predict how different folks engage um but it's also more important to consider this as a um uh thumbnail of your Tendencies and dispositions and how those then might actually be adaptable how you might actually change your preferences change your your tone your attitude your tactics based on who you're uh negotiating with based on the the type uh of conflict uh so I would take these um with a grain of salt and I would take them as a point of reflection uh so I would focus on everything uh in this this chapter kind of up to uh this section here where it talks about what the tki is uh this Wharton stuff is um kind of looking at a summary of the the the work that this instructor has done using this U this in in their class and then I would jump down so i' kind of skip over gloss over this skim this and then I would jump down and look at the characteristics of these five conflict modes what these are going to show you is the Tendencies of people who uh are kind of in these boxes why I'm doing this is because I want it to become a point of reflection for you not a destiny all right as you go through negotiations see how you're changing uh in response to the conditions and how you might adapt if you're say very strongly accommodating how might you adapt your dispositions if you were needing to be say more competitive all right and that's the idea here from from this class is I want you to know yourself and be able to adapt yourself to meet the context and the conditions uh of of of a particular situation uh and this uh reading and the tool that we're going to use in class is a um very useful way to help you do that