Negotiation is the process of discussing each individual’s position on a topic and attempting to reach a solution that benefits both parties. We often step in and negotiate when a conflict is taking place, but conflict doesn’t have to exist for there to be an opportunity for negotiation.

The negotiation process consists of identifying your desired goals—that is, what you are trying to get out of the exchange—and then developing and executing suitable strategies aimed at reaching those goals.

Negotiation, in simplified terms, is a five-step process. Those steps are shown in Figure 1. Figure 1. The five steps of negotiation. Let’s take deeper look into each step. In the preparation and planning stage, you (as a party in the negotiation) need to determine and clarify your own goals in …

A key component to negotiations involves having a BATNA, or “best alternative to a negotiated agreement.” Negotiations typically move through five phases, including investigation, determining your BATNA, presentation, bargaining, and closure. During a negotiation, it is important not to make any number of common mistakes.

Learn the five phases of negotiation. Learn negotiation strategies. Avoid common mistakes in negotiations. Learn about third-party negotiations. A common way that parties deal with conflict is via negotiation. Negotiation is a process whereby two or more parties work toward an agreement.

One view of negotiation involves three basic elements: process, behavior and substance. The process refers to how the parties negotiate: the context of the negotiations, the parties to the negotiations, the tactics used by the parties and the sequence and …

The Negotiation Process. The negotiation process consists of identifying one’s desired goals—that is, what you are trying to get out of the exchange—and then developing suitable strategies aimed at reaching those goals. A key feature of one’s strategy is knowing one’s relative position in the bargaining process.

In this review, we adapt Brett’s model of culture and negotiation (Brett, 2000) and use it as an organizing guide to examine the factors that research has shown to affect 3 key measures, namely: negotiators’ interests and priorities, strategies and social interactions, and outcomes.

Why learn about strategies for managing conflict and negotiation in the workplace? Negotiation and conflict management events are everywhere, and the organization that faces them head on and looks to them as opportunities rather than obstacles will win the day.

In this review, we adapt Brett’s model of culture and negotiation (Brett, 2000) and use it as an organizing guide to examine the factors that research has shown to affect 3 key measures, namely: negotiators’ interests and priorities, strategies and social interactions, and outcomes.