Annotated Bibliography: Interest-Based vs. Position-Based Negotiations

This annotated bibliography explores the effectiveness of interest-based negotiations compared to position-based negotiations. It examines five peer-reviewed articles that delve into the concepts, benefits, and limitations of each approach. The analysis highlights key findings, methodologies, and implications for achieving successful negotiation outcomes.

Assessment 3 – Annotated Bibliography

The aim of the paper is to develop an annotated bibliography on a selected topic “Interest-based
negotiations achieve better outcomes than position-based negotiations". For the purpose,
five peer-reviewed articles will be explored and used for the development of annotated
bibliography. Relevant and pertinent information from the different sources will be provided.

Article 1
Michael, B., and Michael, R., 2012. Interest-Based Bargaining: Innovating from the Basics.
International Journal of Business and Social Science, Vol. 3 No. 9.
The paper by Boniface Michael and Rashmi Michael has critically examined the usefulness of
interest based bargaining which is a recent innovation to collective bargaining. The keywords
used by the author in the paper in order to gain maximum relevant and pertinent information are
a role of unions, economic issues, and strategic issues. The author has effectively presented
useful insights into the merits and limitations of interest-based bargaining. The author has
undertaken the secondary research on the subject of interest based bargaining where he
successfully has thrown light on the relevant concepts and factors associated with interest-based
bargaining’s such as mutual gains, mutual gains on strategic issues, mutual gains on
unionization, and mutual gains for constituents. The paper has confirmed that an interest-based
approach is an effective approach to generating positive results. It is an iterative approaches
those often innovative solutions. With the findings of the paper, it would be easy to analyse the
concept of interest-based bargaining and conduct a study on it.

Article 2
Tremblay, J.F., 2016. From Principled Negotiation to Interest-based Bargaining.Universal
Journal of Industrial and Business Management, 4(2): 71-79.
The research paper has presented both descriptive and analytical knowledge and understanding
of bargaining methods and approaches. The research paper has been published by Journal of
industrial and business management in 2016. The authors used the keywords such as collective
bargaining, integrative bargaining, interest-based bargaining and labor relations with an objective
to gain as much as relevant and reliable data and information about the subject. The research
paper has uncovered the approach of interest based bargaining in reference to labor relations.
The literature review in the paper has efficiently highlighted the concepts of negotiation from
where a reader can build up an effective knowledge and understanding of the subject. As per the
conclusion depicted in the research paper, it is seen that interest-based approach is very helpful
in improving the relationships between the parties and offers great openness to the problems
specific to each and every stakeholder.

Article 3
Boniface, M. and Rashmi, M., 2012.Interestbased bargaining: Innovating from the
basics. International Journal of Business and Social Science, 3(9).
This chapter discussed aboutinterest based negotiation and position based negotiation. Interest
based negotiation is a strategy that is used by organisation to resolve disputes in the workplace.
In the business organisationinterest based negotiation is very important because it controls
information, personal power and time. Position based negotiation is basically a power to
influencemindset, behaviour,and thinking of another. This journal is written by Boniface Michael
in the year 2012 about interest based as well as power based negotiation concept in the
organisation. With the help of this chapter reading in-depth knowledge is gained related to
negotiation form which is used by people to resolve issues and conflicts. Different keywords like
interest based bargaining, collective bargaining, and strategic issues are discussed in this chapter.
Boniface Michael wrote this journal after experienced a number of changes in his work life. In
this chapter, various facts and concept have discussed that help to achieve desired outcomes in
the organisation. This journal is used by employees and employers to solve different problem
and issues in the workplace that affect their performance. This chapter focus on constituent’s
views interest by negotiators due to which bargaining capability is limited. Lots of new
information, concept, skills, and knowledge are gained by this chapter reading that assists to
tackle different circumstances in the organisation.

Article 4
Gan, I., 2017. Advancing a Distributive-Bargaining and Integrative-Negotiation Integral
System: A Values-Based Negotiation Model (VBM). Social Sciences, 6(4), p.115.
This chapter reading is based on value-based negotiation model which is used by almost all
business organisations to handle any difficult situation. Interest-based negotiation and position
based negotiation are completely different from each other. Position based negotiation is hard
bargaining which is the first strategy adopted by people when they enter into negotiation. This
journal is developed by Ivan Gan in the year 2017 to explore new facts and concept about
position based negotiation and interest-based negotiation. In this chapter, several keywords are
used like integral value based negotiation system. Negotiation is a great concept that playsa
verycrucial role in the organization to attain set goal and objectives in an effective manner. With
the help of this journal, the employer can easily manage conflicts as well as the relationship in
the workplace. Employers and employees both need negotiation concept to perform allocated
work. This chapter limit provides limited information and knowledge about interest-based and
position based negotiation which is the biggest limitation. There is a wider scope of this chapter
reading as it assists to identify the disputes that influence desired goals and objectives. In this
chapter, it has been concluded that negotiation is a great concept and process that help to build
trust factor between employers and employees in the organisation.

Article 5
Leavy, Z., 2015.Interest-Based Bargainings' Impact on Collective Bargaining Outcomes.
This chapter discussed aboutthe impact of interest-based negotiation and position based
negotiation on desired goals and objectives of the organization. Both methods are used by
management in the workplace to resolve different issues and problem to improve performance
and level of profitability. This chapter reading is helpful to examine the ability of negotiation to
achieve desired goals. This journal is written by Zak Leavy in the year 2015 in which the author
used various keywords such as collective bargaining and interest-based bargaining. The paper
has considered a number of case studies such as department of labor-sponsored training, British
Columbia cool aid study, Kaiser Permanente. With the critical examination of the relevant
literature and case studies, the viability of interest based bargaining with positional bargaining
has been effectively measured. It is seen from the conclusion of the research paper that interest-
based bargaining is more efficient and effective in improving the relationships between the
parties as compared with positional bargaining. At the same time, interest-based bargaining is
more helpful in drawing innovative solutions as compared with position based bargaining.