Distributive bargaining

Distributive bargaining, also known as a win-lose bargaining process is a competitive negotiation approach that is utilized to choose in what way a fixed resource such as money will be distributed. It is assumed by each person involved that in this method gains for one party’s interests will come at the expense of the other party for the reason that there is a limited quantity of resources obtainable to the parties with which to meet bargaining goals. (Holley, Jennings, Wolters, 2012 pg.257) In other words, if money is the resource, it will be assumed that there is not enough to go around, so the more one side gets, the less the other side gets. Distributive bargaining is significant for the reason that there are some disagreements that cannot be resolved using no other method. If the risk factors are high, such differences can be resistant in the process of resolving the conflict. An example of this approach would be if an organization’s budget must be cut by 15 percent and employee’s jobs are at stake. A decision about what to cut would be very difficult for an organization to make. If the cuts are small enough that the effect on employees will be low in severity, such distributive decisions can be made more easily.
Integrative bargaining is very different from Distributive bargaining. This method is also known as a win-win bargaining negotiation strategy for all parties involved. This approach allows both parties to collaborate to find a solution that will benefit them both equally based on the interests of the parties involved. Interests consist of the wants, needs, fears, and concerns significant to each side. These interests will be the underlying reasons why individuals become involved in a conflict or a disagreement. (Holley, Jennings, Wolters, 2012 pg.257) Integrative bargaining is significant for the reason that it will typically produce more acceptable results for the parties involved. Integrative solutions can possibly provide everyone involved with