Positional bargaining is a process that we’ve become very accustomed to, as it’s the most common form of negotiation in the United States.
This type of negotiation is based on positions, or certain ways of getting a need met that are not necessarily the only ways.
When parties are in conflict, they typically come in with their positions, thinking they are the only ways to get their respective needs satisfied.
Sometimes a single party can have multiple positions.
EXAMPLE
There are some workers on strike, and they have multiple demands or positions regarding what they want. These positions might have to do with any of the following:Of course, underneath the position is a real interest, or the reason why the parties are really there. In other words, the position is what they say they want, and the interest is the reason they want it.
However, conflicting parties often come in thinking only about their positions, which leads them to use positional bargaining. This process consists of the parties trading elements of their different positions back and forth in order to get their needs partially met.
The parties’ needs can only be partially met because they’re not talking about the real interests underneath their conflicting positions.
EXAMPLE
Think back on the mother, Ingrid, who wants her son to do chores more responsibly. If she sticks firmly to her position that he has to empty the dishwasher and take out the trash, she might only get part of her underlying interest satisfied; her interest is to have her son help ease her duties around the house and to learn life skills.In the conflict resolution process, the goal is to move people away from positional bargaining, in which they’re thinking about what they want in terms of their positions, and towards thinking about their interests.
When parties uncover the interests underneath their positions, they can engage in the process of interest-based negotiation. Interest-based negotiation focuses on the underlying interests, not on the positions.
Because we are so accustomed to thinking in terms of positions, we may have difficulty expressing or identifying the real interests at stake.
This is why, as the conflict-resolver, one of your roles is to help the parties analyze their positions in order to clarify their interests.
You may even suggest alternate positions since a position is a way of meeting an interest.
You could do this by asking questions such as:
These might be interests they've expressed, or even interests they have not expressed, but once you reach the level of being able to talk about interests, you can move into the process of interest-based negotiation.
Source: Adapted from Sophia tutorial by Marlene Johnson.