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Culture, Self-Identity, and Work$
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Miriam Erez and P. Christopher Earley

Print publication date: 1993

Print ISBN-13: 9780195075809

Published to Oxford Scholarship Online: October 2011

DOI: 10.1093/acprof:oso/9780195075809.001.0001

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Negotiation and Bargaining

Negotiation and Bargaining

Chapter:
(p.196) 9 Negotiation and Bargaining
Source:
Culture, Self-Identity, and Work
Author(s):

Miriam Erez

Publisher:
Oxford University Press
DOI:10.1093/acprof:oso/9780195075809.003.0009

Negotiation refers to the instances where people distribute scarce resources based on some transactional conditions. It takes place in conflict management, and it always accompanies trade-offs. Contradictions occur mainly because of differences in cultural orientations, preferences, necessities, and affiliations. A negotiation situation features unresolved arguments, communication, give-and-take conditions, opportunity costs, and agreement to some extent. Involved in the process are two or more opposing parties, their principles and members, available resources, stages, and perceived results. Such an idea is examined by the authors using the most dominant theories in economics, behavioural psychology, and cognition. The central assumption of the economic approach is anchored in the utility of human rationality to obtain optimal satisfaction and well being, while those in the psychological realm operate under the premise that culture affects the negotiators' mental and behavioural processes.

Keywords:   negotiation, bargaining, conflict management, opposition, trade-offs, economics, psychology

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