In my previous post I gave you some guidance on how to negotiate a salary raise. However, taking into account the comments I received, not a lot of people are ready to negotiate. In my opinion, this is due to the fact that not everyone is aware of what negotiation actually is, and the negotiation behaviour. Therefore, this post explains more about the types of negotiating and it aim is to make YOU realize which behaviour to choose when negotiating. I really hope that YOU, my followers and readers will find it useful. Enjoy!
Would you like to negotiate like a boss? Here is a manager’s tools kit for negotiating that each of us can apply to different situation.
Novak and Hall (2001) explain that effective conflict negotiation is when you are expressing your interests and at the same time being able to understand the needs of the other side, AND also you are using solving skills to accomplish a joint solution. In a perfect world YES, in real life this sounds like ‘mission impossible’.
The authors of one of the most successful books for negotiating ‘Getting to Yes’ explore the bargaining phenomenon and a way that both parties can win. Enough theory, let’s look at different negotiating behaviour featuring in the distributive and integrative bargaining strategies.
DISTRIBUTIVE– I WIN, YOU LOSE
This type is a competitive negotiation strategy where one of the parties gets everything and the other one is left with nothing. Here, the word ‘compromise’ does not exist and the more you get, the more satisfied you feel. In my opinion, this strategy is not acceptable in the work place as people should always try to collaborate and make the outcomes of negotiation beneficial to both sides.
Here is a video that shows in an innovative way negotiation approaches, Take a look at it.
INTEGRATIVE– I WIN, YOU WIN
Controversy, this strategy is with positive outcome to both parties. The participants in the negotiation process are trying to find winning solution for both of them. They are focused on both parties’ interests and this type of behaviour predicts long term relationship. In other words, this is a collaborating way of dealing with conflicts in the workplace and arisen disagreements when negotiating a salary.
Imagine you as a manager are about to hold a performance review. You need to be prepared for a direct clash with the employee. Which bargaining strategy will you chose and why? Everything would be easier if you were Alan Sugar, unfortunately you are not. Talking about Alan Sugar, the Apprentice is a good example of how no matter how hard you want something and you fight for it, if you don’t have the right approach – you are out. Don’t let this happen to you.