化解与商务伙伴冲突的英语.doc

化解与商务伙伴冲突所需英语您说话时可以直截了当或很坦率，但是我们建议您能尽可能礼貌的表达您的想法和观点。请记住，在这样的场合您应当常使用正式的语言。为了缓和由于意见不一致而带来的冲击，您可以运用如下的短语作为开场白，如：“You may be right but, in my opinion, a better approach would be to.”（您所说的可能都正确，但是，我觉得更好的方法是.）“Im not sure I totally agree with that, perhaps we could consider a compromise and.” （可能我不能完全同意，也许我们得考虑一个折中的办法.）“I see your point of view, but Im concerned that.”（我明白您的意思，但是我担心.） “I strongly feel that the optimum solution would be to.”（我强烈的感觉最佳的解决方式是.） “Perhaps the best course of action would be to.”（也许，最佳的行动方式是.） “Would you consider.?”（你会考虑.吗?） “What do you think about the proposal to.?”（你觉得这个.的提议怎么样？） “A different option could be to.”（另一种选择可能是.） “I suggest that we list the pros and cons of both proposals and compare them objectively.”（我建议我们列出两种建议的优缺点，然后再客观的比较。） “Lets try to remain objective about this.”（让我们客观的分析这个.） “Can you explain why you think we should do it like that?”（您能解释一下为什么我们要那样做吗？） “Lets look at things logically.”（我们从逻辑上看看这些吧.） “Do you have a gut instinct about this?”（关于这件事你有直觉吗？） 化解冲突的一种方法称为A suggested method for resolving conflict is called the Interest-based Relational Approach. 利用这种方法化解冲突，您应该遵循这些规则。- 确保拥有良好的关系是至关重要的：尽可能冷静地待人接物，并且建立相互的信任。尽力礼貌待人，在有压力地环境下保持积极地态度 - 将人和问题分开：必须意识到在许多情况下，其它的人不仅是“被为难”真实有效的不同之处常常隐藏在冲突背后。将问题和人分开，真正的问题就会浮现而不会破坏彼此的关系。- 注意呈现出的利益和兴趣: 认真倾听，您可能就会理解为什么大家拥护他或她的地位- 先倾听，后发表意见：为了有效的解决问题，在维护自己的处境时，你得知道其它人来自哪里 - 陈述事实：同意和建立客观的，可见的因素会对决定产生影响；- 一同探究选择：设想第三方存在的情况下，如何让想法统一。涉及到如何处理冲突这里有多种风格。Thomas & Kilman 在二十世纪七十年代定义了5种风格。分别是：竞争型; 合作型; 折衷型, 融通型和避免型。您觉得您属于哪种风格？讨论完冲突后，你们还是没有达成一致意见你们会怎么办呢？例如，你们可以考虑邀请持公正观点的第三方或顾问加入你们。您能想出其它的化解冲突避免破坏合作关系的方法吗？English for Resolving a Conflict with a Business PartnerYou can be forthright and honest, but I would recommend that you put your points and opinions across as politely as you can. Remember that we should usually use formal language in a situation like this. To soften the impact of a disagreement you can preface your answers during a discussion with phrases such as “You may be right but, in my opinion, a better approach would be to.”“Im not sure I totally agree with that, perhaps we could consider a compromise and.” “I see your point of view, but Im concerned that.” “I strongly feel that the optimum solution would be to.” “Perhaps the best course of action would be to.” “Would you consider.?” “What do you think about the proposal to.?” “A different option could be to.” “I suggest that we list the pros and cons of both proposals and compare them objectively.” “Lets try to remain objective about this.” “Can you explain why you think we should do it like that?” “Lets look at things logically.” “Do you have a gut instinct about this?” A suggested method for resolving conflict is called the Interest-based Relational Approach. In resolving conflict using this approach, you follow these rules - Make sure that good relationships are the first priority: As far as possible, make sure that you treat the other calmly and that you try to build mutual respect. Do your best to be courteous to one-another and remain constructive under pressure - Keep people and problems separate: Recognize that in many cases the other person is not just being difficult real and valid differences can lie behind conflictive positions. By separating the problem from the person, real issues can be debated without damaging working relationships - Pay attention to the interests that are being presented: By listening carefully youll most-likely understand why the person is adopting his or her position - Listen first; talk second: To solve a problem effectively you have to understand where the other person is coming from before defending your own position - Set out the facts: Agree and establish the objective, observable elements that will have an impact on the decision; and - Explore options together: Be open to the idea that a third position may exist, and that you can get to this idea jointly. There are a number of styles that have been defined relating to how people operate in conflict situations. Thomas & Kilman identified 5 styles in the 1970s. These are: competitive; collaborative; compromising, accommodating and avoiding styles. What style of person do you think you are? What can you do if, after discussing the conflict, you still havent been able to reach an agreement that is acceptable to you both? For