The document discusses negotiation and conflict resolution between the United States and Mexico regarding shared groundwater resources. It provides background on the issue, including the 1944 treaty and subsequent agreements between the two countries. However, negotiations have continued since 1973 without resolution. Even with cooperative political relations and established authorities, differences between federal and state governments can impede cooperation on resolving shared natural resource issues.

1. Negotiation

2. What is Negotiation?

3. Characteristics

4. Characteristics

5. 8 What do you think?

6. Interdependence In negotiation, parties need each other to achieve their preferred objectives Mutual dependency = interdependence Interdependent goals are an important aspect of negotiation Win-lose: I win, you lose Win-win: Opportunities for both parties to gain

7. Interdependence Interdependent parties are characterized by interlocking goals Having interdependent goals does not mean that everyone wants or needs exactly the same thing A mix of convergent and conflicting goals characterizes many interdependent relationships

9. complications of groundwater

11. Supralegal Body:

12. International Boundary and Water Commission (IBWC)Timeline · 1944 US-Mexico Water Treaty signed. IBWC expanded to include water allocation within its responsibilities. · 1973 Minute 242 on groundwater signed between Mexico and the United States. · 1983 La Paz Agreement signed creating technical working groups that addressed water quality among other environmental concerns. · 1993 North American Free Trade

14. between the United States federal government

15. the government of the States bordering Mexico

16. lack of cooperation between the two nations with regards to groundwater resources.

18. Conflict: Definition Sharp disagreement or opposition Perceived divergence of interest Belief that the parties' current aspirations cannot be achieved simultaneously

19. Functions of Conflictonflict Makes people more aware and able to cope with problems through discussion. Secures organizational change and adaptation. Strengthens relationships and morale. Promotes awareness of self and others. Enhances personal development. Encourages psychological development—it helps people become more accurate and realistic in their self-appraisals. Can be stimulating and fun.

20. Dysfunctions of Conflictnflict Competitive, win-lose goals Misperception and bias Emotionality Decreased communication Blurred issues Rigid commitments Magnified differences, minimized similarities Escalation of conflict

21. Copyright ©Allyn & Bacon 2006 Types of conflict Pseudo-conflict: people misunderstand one another Simple conflict: people disagree about issues Ego-conflict: personalities clash

22. Managing pseudo-conflict

23. Managing simple conflict Clarify both perceptions of message Focus discussion on issues Use facts not opinions Use structured problem solving Compromise Make conflict group concern Tackle one issue; most important Find areas of agreement Postpone decision while conducting additional research

24. Managing ego - conflict Encourage active listening Keep discussion on key issues Turn discussion to problem to solve, rather than conflict to win Seek cool, calm climate Be descriptive rather than evaluative Develop rules or procedures that permit differences of opinions Agree to disagree & return to areas of agreement

25. Dual Concerns Model (Traditional)El modelo dual de laspreocupaciones Accommodating Adaptarse Problem Solving Colaborador Preocupaciónporotra Poco Mucho Compromising Compromiso Inaction/Avoid Evitar Contending Competetivo Poco Mucho Preocupaciónporyomismo

26. Collaborate Compete Compromise Achievement of Own Interests Value of Issue Need for Justice Accommodate Avoid Value of Relationship Importance Placed on Mercy Response to Other’s Interests Dual Concerns Model (Cullen)El modelo dual de laspreocupaciones