How The Style Approach Can Be Used In An Organization Negotiating: Forcing vs Compromising

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Negotiating: Forcing vs Compromising

Forcing is a hard-nosed approach that makes heavy demands from the start. Thoughts are often expressed, few agreements are made, and the bottom line will be hidden. This technique is used when the other side decides to make you lose, or in a single shot. One advantage of this method is that it always takes less time than other methods and results in a total victory if you have more power than the other side. The disadvantage of coercion is that it can lead to disability if the other side uses the same method. The other side can also be angry and vengeful.

The coercive approach to negotiation places value only on the content of the negotiation rather than on the relationship between the two parties. A negotiator will be satisfied if he wins 100% of the problems, even if the relationship between the two parties is irreversibly damaged or destroyed. This approach has been restricted to use in organizations. It’s stupid and dangerous to burn connections with everyone you work with. Maybe if you’re talking to someone you don’t want to deal with again (for example, a used car salesman) you might want to try a forced approach. Otherwise, this type of separate discussion does not affect most managers.

In the mediation approach, the two negotiators start with exaggerated needs and then gradually work their way to a neutral position. The parties are only concerned with their own needs, and they can also be negative and hurt each other. Mediation is used when both parties are conflicted and continuing to argue would cost more than an agreement. The benefit of intervention is that it is a good model for most people, and it seems to be fair as both sides win and lose. The disadvantage of mediation is that it can lead to the most important tasks because both parties hope to separate the differences, so the agreement about which there is no happiness really.

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