Interest Based Bargaining Process and Purpose Essay

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Purpose of Interest Based Bargaining



The collective bargaining process is hardly ever dull or unexciting. Every now and then, there is significant tension as one of the participating parties or the other comes to the realization that it will fail to reach the expectations of its constituents. From time to time, there is significant eagerness and passion as resourceful options emanate with the potential to render mutual gains. In different occasions, apparently negligible or routine issues of contract terminology or working state of affairs have the potential to be fiery and tense on the basis of how they are addressed (Kochan and Lipsky, 2003). Interest based bargaining is founded on the ascertainment and determination of mutual interests instead of the resolution of specific bargaining demands. Interest based bargaining can be delineated as a process of solving problems that is conducted in a moral manner that generates efficacious solutions and at the same time enhancing the bargaining relationship.



Also referred to as integrative bargaining, this is a negotiation approach in which parties work in tandem to obtain a win-win solution to their disagreement or difference of opinion. This strategy lays emphasis on the development of mutually benefits settlements on the basis of the interests of those in dispute. These interests consist of the necessities, requests, worries, and uncertainties significant to every party. They are the fundamental reasons why individuals become involved in conflict. Interest-based takes into account the potential for the parties’ interests to be amalgamated in manners that generate mutual value or increase the win. The potential for integration solely subsists when there are manifold issues involved in the negotiation. This is for the reason that the parties have to have the capacity to make concessions across issues for both of the sides to be gratified with the final outcome (Sprangler, 2003).



The main emphasis of this particular bargaining strategy is to realize mutual bargaining interests with the main purpose of articulating choices and solutions for mutual achievement and gain. In this strategy, instead of making use of proposals as well as counter proposal was methods of reaching agreements, the participants in the bargaining process utilize active listening, brainstorming, process checking, unanimity decision making, as well as matrix building to facilitate and simplify the settling of issues.

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A fundamental purpose or objective of interest based bargaining is to generate a relationship or affiliation for the future on the basis of dependence, understanding, and mutual respect (Snell et al., 2015).

Key Processes of Interest Based Bargaining



There are four key processes that are encompassed in interest-based bargaining. To begin with, subsequent to attaining an agreement of their individual needs, goals, and interests, the parties attempt to comprehend the real requirements and objectives of their challengers. This is accomplished through discourse and exchange of ideas through which positions are amenably shared not influenced or concealed. A second process encompasses the parties creating a free flow of material and information by enlightening true goals, paying attention to their challengers cautiously, and accommodating a mutual solution that includes both positions. Third of all, there is the process of laying emphasis on the mutual ground between the parties and diminishing the dissimilarities. The distinct objectives of every party have to be taken into account as part of a collaborative endeavor to attain a greater objective. The last process encompasses the parties seeking and pursuing solutions that address and satisfy the goals and objectives of each of them. The results of interest based bargaining are measured by the magnitude to which the goals and objectives of each of the parties are met. In particular, if one of the party’s purposes to achieve more in comparison to the other, then the negotiation and bargaining will be challenging and will not be possible when both parties purpose to win (Kennedy, 1999).

Advantages of Interest Based Bargaining



One of the key advantages of interest-based bargaining is that both of the parties involved end up benefiting. Both of the sides end up in a win and win position. Secondly, within the labor or work setting, management is able to attain flexibility, peace amongst the workforces, increased prospects of executing challenging proposals, for instance, multiskilling and pay for performance, together with safety of labor supply. The inference of this is that management is not necessitated to create or form other facilities in the event of a work strike. Another advantage is that unions are able to attain increased employment steadiness and constancy for the membership, skills….....

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References

Boniface, M., & Rashmi, M. (2012). Interest based bargaining: Innovating from the basics. International Journal of Business and Social Science, 3(9).

DiGiovanni, N., Brown, M., Boston, J. (2006). Implementing Mutual Gains (Interest-Based) Collective Bargaining. Morgan, Brown, & Joy, LLP. Retrieved from: http://www.morganbrown.com/docs/the%20general%20concepts%20surrounding%20interest%20based%20bargaining.pdf

Kennedy, B. L. (1999). Interest-Based Collective Bagaining: A Success Story. Industrial Relations Center. Retrieved from: http://irc.queensu.ca/sites/default/files/articles/interest-based-collective-bargaining-a-success-story.pdf

Kochan, T. A., & Lipsky, D. B. (Eds.). (2003). Negotiations and change: From the workplace to society. Cornell University Press.

Snell, S. A., Morris, S., & Bohlander, G. W. (2015). Managing human resources. Australia: Nelson Education.

Sprangler, B (2003). Integrative or Interest-Based Bargaining. Beyond Intractability. Retrieved from: http://www.beyondintractability.org/essay/interest-based_bargaining

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