Caricature of Dr. Min Basadur of Basadur Applied Innovation smiling in a white button-down dress shirt.

Conflict, Bargaining, and Satisfaction

Bargaining has become an important way of decision making. Unfortunately, bargaining and conflict go hand in hand when the two sides can’t find the individual satisfaction that they desire. Bargaining then becomes a zero-sum game or a question of satisfying only one side’s objective, without regard to the other. This usually ends in a compromise that neither side is excited about.

It doesn’t have to be that way. For effective bargaining and to avoid conflict, both parties must be willing to collaborate and use their creativity to redefine their problems in a win-win way, and find solutions above the bargaining line.

Line graph showing concern for own satisfaction versus concern for others’ satisfaction when it comes to Conflict Resolution.

Take union-management bargaining. Often, labour negotiations are seen strictly in terms of winners or losers: one side wins only at the expense of the other, and at worst, a strike occurs.

Imagine bringing the two sides together and facilitating them to define their problems creatively.

How might we satisfy the union’s need to support its members while satisfying the company’s need to maintain costs?
How might we engage employees in using their knowledge and creativity to lower costs and increase efficiency?
How might we motivate employees to feel they have a stake in the company’s success?
How might we ignite employee creativity to find better ways to execute operations?

MinSight: For many people, differences in objectives lead to conflict and bargaining that often result in a lose-lose ending instead of a win-win beginning. We don’t see eye to eye, so let’s not try. When it comes to the creative process, these differences are a starting point where both parties can work together to achieve their desired satisfaction.

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