Analysis of Interests and Positions: Dining Delight Negotiation Report

This report provides an analysis of the Dining Delight negotiation case, focusing on the interplay between interests and positions in a restaurant setting. The report examines the negotiation process required for selecting a new chef for the Colours United restaurant, considering the departure of the executive chef and sous chef. It explores the distinction between interests (the 'why') and positions (the 'what') in the negotiation, advocating for an integrative negotiation style to create value for both the restaurant and the chef. The report outlines the steps of the negotiation process, including agenda articulation, offer presentation, understanding the other party's proposal, and seeking compromises. It emphasizes the importance of aligning the interests of the chef with the restaurant's objectives to ensure long-term success and highlights the potential benefits of promoting internal candidates who understand the restaurant's interests. The report concludes that when interests lead the path, the process becomes easier and smoother, leading to a higher possibility of success. The bibliography provides a list of relevant sources.

1
Disoute Management

2
Interests and Positions are the two side of the same coin which needs to be assessed and
understood through acknowledging the needs and he requirement based on the reason of that
requirement. Though it seems quite easy to implement and execute the differentiation but the
distinction is a grey line distinction which is quite difficult to make out 1Interest is the answer
to the question “why one needs it”, while the position is the answer to the question of “what
one needs”. In order to make a proper and a wide distinction between the two perspectives,
the Dining Delight Negotiation case could be explored and it would help in understanding the
requirement of the negotiation plan depending on the interest and the position to be
considered in the plan.
The Colours United Restaurant requires a chef who would be the saving pillar of the
restaurant and would help in sustaining the restaurants, success and position in the market.
The type of negotiation that would be followed in the Dining Delight Negotiation would be
of Integrative style as the negotiation would be done in a manner that both the parties that is
the chef chosen as well as the dining delight needs to work together in order to create value
and each of the parties needs to state how they would be creating the value. The chef requires
to help the restaurant in order to sustain in the market and maintain its position in the market
through creating some fruitful and productive dishes and recipes while the restaurant requires
to add on to the value of the chef through its goodwill and position in the market 2The interest
of both the parties in creating the value would be the base of the creation and this needs to be
expressed in the negotiation. The negotiation process that needs to be followed in the Dining
Delight case could be of the following format.
Steps of Negotiation Description for Dining Delight
Articulation of Agenda While introducing the subject of the
negotiation, the restaurant manager should
present his intentions and motive on clear
grounds and all the “why” should be
answered for the chefs. On the other hand
the chefs should be acknowledged through
their answers as “why” they want to work in
1 Habermas, Jürgen. Knowledge and human interests. (John Wiley & Sons, 2015).
2 Hohendahl, Peter Uwe. The institution of criticism. (Cornell University Press, 2016).

3
the restaurant. 3 This would help in knowing
the extent of interest that each person holds
for his job and thus, the choice would
become easy and justified.
Proposing or making the first offer Colors United need to present the offer to
the chefs on clear grounds that it carries an
interest of holding the market position and
sustain it. Each of the chefs should be
assessed on the interest that he or she has
been carrying for the restaurant and the
motive which they would hold while
working in the restaurant.
Understand the other parties proposal The manager of the restaurant should check
on each of the chef’s motive behind the urge
to take on the position of chef. 4 The interest
that each of the chef’s hold should be
acknowledged and the kind of outputs that
would be delivered.
Re-check what you want and why you want On cross checking the interest of the chefs
with respect to the objectives that the
restaurant business focuses on would help in
gaining the accurate chef.
State the valid reason for the demand The restaurant needs to state his demands to
be met by the chef in clear terms as this
would help in providing a clear statement to
the chefs as why the restaurant wants a new
chef.
Consider appropriate compromises and seek
a concession
Both the parties need to settle on the
position where each one’s interest intersects
3 Richards, Ivor Armstrong. Principles of literary criticism. (Routledge, 2017).
4 Young, Mark. "Fighting for Our Principles: Interests vs Values in Conflict Resolution." Journal of Mediation
& Applied Conflict Analysis 5.1 (2018): 675-683.

4
and thus, the objective of both the parties
would be achieved.
The interests of the chefs should align with the interest of the restaurant and this rings in the
scenario that the existing chefs of the restaurant should be provided with an opportunity to
hold the position as they are the ones who have witnessed the interest that the previous chef
used to hold. 5Even the interest of the manager or the restaurant has been known to them
which has built up their interest and thus, the alignment is sure to exist.6 The negotiation
process that has been followed would help in understanding the interest of each of the chefs
and thus, the choice would become easy and justified.
Interests and Position walks hand in hand but the difference exist in which is leading the path.
If the interest is leading then the working becomes easy and smooth while if the position
leads then their might exist some contradictions and issues which could create obstacles in
the path of success. It could also be said that on being led by the interest the success
possibility gets a hike.
5 Ahammad, Mohammad Faisal, et al. "Exploring the factors influencing the negotiation process in cross-border
M&A." International Business Review 25.2 (2016): 445-457.
6 Patten, Daniel. "Criminogenic Policy as a Crime of the Powerful: A Case Study on NAFTA’s Negotiation
Process." Critical Criminology (2018): 1-18.

5
Bibliography
Habermas, Jürgen. Knowledge and human interests. (John Wiley & Sons, 2015).
Hohendahl, Peter Uwe. The institution of criticism. (Cornell University Press, 2016).
Richards, Ivor Armstrong. Principles of literary criticism. (Routledge, 2017).
Young, Mark. "Fighting for Our Principles: Interests vs Values in Conflict
Resolution." Journal of Mediation & Applied Conflict Analysis 5.1 (2018): 675-683.
Ahammad, Mohammad Faisal, et al. "Exploring the factors influencing the negotiation
process in cross-border M&A." International Business Review 25.2 (2016): 445-457.
Patten, Daniel. "Criminogenic Policy as a Crime of the Powerful: A Case Study on NAFTA’s
Negotiation Process." Critical Criminology (2018): 1-18.