Negotiation Strategies and Theories

The negotiations class was an insightful experience. It helped me attain a better understanding of my strengths and weaknesses both personally and professionally. It helped put into perspective a lot of my theoretical analysis conducted on group dynamics and, most importantly, has helped me become a more effective negotiator. My goal with this paper is to communicate the evolution of my negotiation skills during the progression of the course.

Power is never linked to price, but always to value.” Power in negotiations can be perceived or real which affects the final negotiation outcome. Generally all disputants have some power to an extent which is used to achieve a favourable outcome. It is unlikely the power balance stays consistent, power shifts throughout the negotiation process. Knowing how the power works and how to use power to achieve desirable outcome is important for successful negotiations. The notion of parity in power is vital in relationships between the disputants. The parity in negotiation is when one party perceives that the other party can oppose any form of power with dissimilar or similar form of power (Lewicki and Saunders et al., 1997). Power parity means there will be a balance in power positioning to some extent. The two different objective powers involving in the bargaining process are power depending on the lack of dependence and role power (Staff, 2013). The first power parallels to a disputants BATNA (Best alternative to a negotiated agreement). Going into a negotiation with strong BATNA means the disputant is less dependent on the other parties in achieving the desired outcome compared to having a weaker alternative. The second power is linked with the positions, titles or roles which grant power simply because of the control or authority they possess. This is often found in hierarchical organisations. Apart from the objective powers there is possibility of

Linda Babcock and Sara Laschever write in their article “Low Goals and Safe Targets” about the effect of setting goals that are higher than most. They claim that people who go into negotiations with more ambitious goals tend to get more of what they want than people who go in with more moderate goals. Furthermore, they present the idea that women set less aggressive goals than men, make more modest offers, and concede more rapidly. Also, women tend to be less comfortable negotiating, so they only ask for things that are easy to get. To support their view, Babcock and Laschever recite situations experienced by both men and women. The main situation involves a man, John, and a women, Delia, who were both hired at the same medical school right

Every new year is a new me right? Well that is how I think every year because I know I am going to get a raise, I am going to loose weight, I am going to make some changes. This is what we all like to think when that ball drops, what can I do to improve? I feel as if I have excelled at my job, I am lost in how I can challenge myself with a new year. With a new year becomes a performance review with a raise. Simon Property Group is my employer, I reach the goals every year in my position. Not only on my own, but with my team we have over achieved our goals that have been handed to us. Regionally we

Chapter 11 of Bazerman’s text, or Negotiator Cognition, discusses how negotiator’s can sometimes fail in reaching rational and amicable agreements. There are 6 common reasons that these negotiations fail, and the text discusses each one along with how one can look to correct these common mistakes. The six areas of focus are the fixed pie of negotiation, the framing of negotiation judgement, escalation of conflict, overestimating your value, self-serving biases and lastly, anchoring. The first of these common issues is the fixed pie of negotiation.

Does gender influence how we negotiate, and how well we do? Does being a male or female affect our performance in a negotiation? Common logic tells us the answer is yes. Research concurs. Men and women differ in the way they view negotiations, the way they conduct negotiations, and even the outcome of negotiations. Being one gender puts us at an advantage to negotiate over being another gender. With the current style of negotiation, in the real world, men fare better in negotiations, such as in divorce settlements and salary negotiations than women. In the former women receive inferior settlements and in the later men receive higher raises. Why does this phenomenon exist? In a society, where gender roles are socialized into two district categories; male and female with distinctive characteristics assigned to each role; males assertive, confident, self-promoting, and demanding and females emotional, instinctive, cooperative and relational, we see these characteristics come to life in a negotiation situation. Additionally, one does not have to believe in the accuracy of these traits in order to be effected, one simply needs to be aware that these socialization exits. For the remainder of this paper I will call these role distinctions stereotyping of gender roles. Research shows that mere awareness of stereotypical categorization of male and female characteristics effect the way we negotiate. They effect both how you are perceived and how you response.

In chess you know the pieces but you can’t see into the other person’s mind. In negotiation you don’t necessarily know the ‘pieces’. You have to discover and develop your own pieces and find ways of uncovering your counterparts’.” The Essentials of Job Negotiations, (2011)

Assignment #1; a personal bargaining inventory was taken on myself in which there were five categories measured within my personal bargaining. Then, a summary of my findings was completed, with an improvement plan aimed at my personal negotiation style. The summary coupled with my improvement plan broadened my perception of my current negotiation style and the areas that I can improve upon.

Every negotiation starts with a process followed by a strategy because without either, then it would be just a disagreement with any kind of resolution to the issue. Making sure that you get what you set out for is important but does not necessarily mean that the other person has to lose in the negotiation so making sure to go through the process and then coming up with a strategy ensures that all parties come out with a win-win rather than a win-lose negotiation.

This paper is about my negotiation skills and personality of time management. I will analyze the roles of communication, my personality in negotiation, and the contribution and detraction from the negotiation process. Negotiation is a process between two or more parties in hopes of arriving to a mutual agreement. Negotiation requires a common goal and in most cases includes: communication, a relationship, commitment, interest, alternatives, options, and legitimacy, which are also known as the elements of negotiation. Peter Starks says “negotiation is not an event, it is a process” (n.d.).

In summarizing and discussing the results of the Personal Bargaining Inventory I took, I have chosen six (6) statements that I feel strongly about, each from Sections I and II. These statements will be the points of discussion for this summary section.

Does gender influence how we negotiate, and how well we do? Does being a male or female affect our performance in a negotiation? Common logic tells us the answer is yes. Research concurs. Men and women differ in the way they view negotiations, the way they conduct negotiations, and even the outcome of negotiations. Being one gender puts us at an advantage to negotiate over being another gender. With the current style of negotiation, in the real world, men fare better in negotiations, such as in divorce settlements and salary negotiations than women. In the former women receive inferior settlements and in the later men receive higher raises. Why does this phenomenon exist? In a society, where gender roles are socialized into two district categories; male and female with distinctive characteristics assigned to each role; males assertive, confident, self-promoting, and demanding and females emotional, instinctive, cooperative and relational, we see these characteristics come to life in a negotiation situation. Additionally, one does not have to believe in the accuracy of these traits in order to be effected, one simply needs to be aware that these socialization exits. For the remainder of this paper I will call these role distinctions stereotyping of gender roles. Research shows that mere awareness of stereotypical categorization of male and female characteristics effect the way we negotiate. They effect both how you are perceived and how you response.

Communication styles in negotiation are probably one of the most important skills or characteristics one will develop over a lifetime. From the point a human being begins to develop cognitive skills, the process of learning and understanding situations become more apparent. One will learn from a very young age the dynamics and characteristics of communication and its role in negotiation. To better understand the communication process, one must be able to recognize how they communicate, whether it is on an assertive, aggressive, passive, or passive-aggressive level of communication. The manner in which one conveys his/her message is critical, and the many methods in which they do it is

In life there is always some type of give and take amongst others. Some exchange may be beneficial and some can be regretful. This is all the same with negotiation, either is to negotiate a divorces decree, price of a new home, or a NFL or NBA contract deal. The world today is full of negotiating situation in and can be executed at any given time. There two common characteristic of a negotiation or bargaining situation. Negotiating parties have separate but conflicting interest.

Negotiation is all about a strategy. The end result is usually to end a problem that someone is having, whether it is personally or