Ideologies and Applications of Principled Negotiation Strategy

Case Study: Ideologies and Applications of Principled Negotiation Strategy
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Case Study: Ideologies and Applications of Principled Negotiation Strategy
Not only first-time negotiators but experienced peace mediators often assume they can use the two primary techniques to settle disputes. These strategies include setting strict and demanding terms for their subject or making the negotiation friendly to them, but these only sometimes guarantee a desirable outcome. However, there is another technique which does not rely on either of the above strategies but enables negotiators to achieve their goals, principled negotiation. Similar to other negotiation schemes, there are four significant points of principled peace-making, as explained in "Getting to Yes" book, by Roger Fisher and William Ury.
Four Major Components of Principled Negotiation
One of the principles is separating the people from the problem. When negotiating, it is crucial to focus on the hidden interests rather than on the personalities or emotions of the conflicting sides. Separating the people from the problem makes it easier to find mutually beneficial solutions. The second principle focuses on interests and not positions where each side of a disagreement often chooses to believe their unaccommodating opinions (Fisher et al., 2011). These individual conflicting opinions can lead to more hostility. Instead, it is good to identify and address the underlying interests that drive these positions.
The third principle is creating alternatives for mutual gain. Instead of trying to win favour from the other party, try to generate several potential solutions that meet the needs of all conflicting sides. A negotiator may reach a possible mutual outcome by finding creative ways to satisfy everyone's interests. Last but not least is applying the objective criteria. A negotiator uses objective criteria to evaluate the available options to avoid being convinced by emotions or personal biases. This way, the peace-maker can reach a fairer and more appropriate final decision.
Possible Applications of the Four Points in Solving Conflicts at Workplaces
Below are some ways experts can use the four points of principled negotiation in solving a disagreement at workstations. First, separating the people from the problem in a workstation dispute can easily make a negotiator become individually attached to the outcome and allow emotions to cloud their judgment. To apply the idea of isolating the disagreeing sides from the concerning issue, experts advise stepping back and objectively identifying the issues resulting in the conflict. By doing this, a negotiator can avoid getting caught up in personal attacks or anger and allow the parties to focus on finding a resolution to their underlying concerns (Alexander, 2006). The second possible point is to focus on interests, not positions. Both parties often take strong positions on what they want in workplace battles. Additionally, these positions can be un-adaptable and can lead to a fight. In applying the principle of focusing on interests, it is crucial to understand the needs and motivations driving the other party's position. By identifying common ground and finding...