Negotiation Term Paper

Pages: 3 (858 words)  ·  Bibliography Sources: 2  ·  File: .docx  ·  Level: College Senior  ·  Topic: Military

¶ … negotiation and then addresses how they can be used to help the Marine Corp Recruitment Command. The two negotiation strategies discussed are positional bargaining and integrative bargaining. Both strategies have positive and negative aspects whereby they could both be helpful in the right situation to the United States Marine Corp Recruiting Command (MCRC).

Positional Bargaining

Positional bargaining entails defining what outcome you are willing to accept and then negotiating to achieve that outcome (or better) only. This negotiating tool is commonly used, especially as initial strategy. The two most preeminent negotiation theorists, Fisher and Ury, denounce positional bargaining. They argued that positional bargaining requires a party to defend their position once that position has been attacked. As a result, the goal of the party is no longer dispute resolution, but the need to save face. The need to save face does not bring people to the bargaining table, the need to resolve a dispute or issue does (Mitchell citing Fisher and Ury, 1991).

Positional bargaining is not without supporters. Where a party's emotional interests may impede resolving the issues, positional bargaining can help. Emotional interests are party specific and will vary by the case. Sometimes they can lead a person to think with their heart instead of their head, in which case positional bargaining will effectively supply a party's will-power. Positional bargaining is also advisable where the interests prove to be too polarizing for the parties to work together (Mitchell citing to Lax and Sebenius, 1991).

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TOPIC: Term Paper on Negotiation and Then Addresses How They Can Assignment

Integrative bargaining (also called "interest-based bargaining," "win-win bargaining") as a negotiation strategy is the total opposite approach to negotiation as positional bargaining. Here parties actively seek a "win-win" solution to the issue in dispute. In this strategy, the interests are often common to both parties (unlike in positional bargaining, where the issues are party specific). These interests are then resolved through negotiation, usually an independent negotiator or mediator, which often allows the parties to set aside their dispute. This is so especially when the interests involve needs, desires, concerns, and fears felt by each side. They are the underlying reasons why people become involved in a conflict. It is difficult to have integration unless multiple issues are involved in the negotiation as the parties must be able to make trade-offs across issues in order for both sides to be satisfied with the outcome (Spangler 2004).

Integrative bargaining is widely held to be superior to positional bargaining because of the fixed positions of positional bargaining which results in compromise or no agreement at all. Integrative bargaining takes a much more… [END OF PREVIEW] . . . READ MORE

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How to Cite "Negotiation" Term Paper in a Bibliography:

APA Style

Negotiation.  (2010, July 9).  Retrieved August 2, 2021, from

MLA Format

"Negotiation."  9 July 2010.  Web.  2 August 2021. <>.

Chicago Style

"Negotiation."  July 9, 2010.  Accessed August 2, 2021.