Getting to Yes Analysis Essay

1118 Words Jun 29th, 2005 5 Pages
Whether or not we are aware of it, each of us is faced with an abundance of conflict each and every day. From the division of chores within a household, to asking one's boss for a raise, we've all learned the basic skills of negotiation. A national bestseller, Getting to Yes, introduces the method of principled negotiation, a form of alternative dispute resolutions as opposed to the common method of positional bargaining. Within the book, four basic elements of principled negotiation are stressed; separate the people from the problem, focus on interests instead of positions, invest options for mutual gain, and insist on using objective criteria. Following this section of the book are suggestions for problems that may occur and finally a …show more content…
Again, I found these guidelines to be oversimplified and completely void of the fact that human's are inapt to simply putting their feelings aside. Also, following the suggestions such as using symbolic gestures, an example being to ‘[deliver] a small present for a grandchild' seem to me as a pathetic way of sucking up, and could even result in a power shift, as the other party could see the acts as a way of asking for pity. Either way, aside from such conflicts where feelings are the cause, the method of separating the people from the problem is a very intelligent one. Also, it makes way for a better relationship at the end of the negotiations, as both parties feel respected by the other. The second part of the method focuses on interests instead of positions. Interests refer to the result needed, while positions refer to that wanted. Again, this is a very intellectual concept to ideal conflict and negotiation. However, in a world where people always want more than enough, and where positions can be advantageous, this concept is seems to be unnecessary and even unfavourable. In the case of a ‘victim' in conflict, one can usually bargain more than they ‘need' for their damages. In the case of positions and power, an employee not acknowledging a CEO his/her power would not make a difference in the status of the two individuals and the potential outcome of the…