Interests: The measure of negotiation

Lax, David A.; Sebenius, James K.

doi:10.1007/bf00998936

Cited by 35 publications

(44 citation statements)

References 6 publications

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“…Conflict-related goals may be focused on a wide range of desired states. Numerous researchers have offered different classification schemes for organizing and clustering them (Curhan, Elfenbein, & Xu, 2006;Jehn, 1997;Lax & Sebenius, 1986;Ohbuchi & Tedeschi, 1997;Pruitt & Rubin, 1986;Wilmot & Hocker, 2001). For example, Ohbuchi and Tedeshi (1997) identify resource goals, relationships goals, identity goals, and justice goals.…”

Section: Classification Of Conflict-related Goalsmentioning

confidence: 99%

“…These goals refer to the easily identified content or topic of the conflict which tends to be the focus of the communication that occurs between the disputants. In conflict literature, these goals are called concern for self ( Pruitt & Rubin, 1986), task goals (Jehn, 1997), resource goals (Ohbuchi & Tedeschi, 1997), substantial goals (Lax & Sebenius, 1986), content goals (Wilmot & Hocker, 2001), or instrumental goals (Curhan et al, 2006). Throughout the literature, this category represents the most accessible surface level goals of the conflict which the disputants are readily able to identify.…”

Section: Classification Of Conflict-related Goalsmentioning

confidence: 99%

“…A second category of goals contains relationship goals that concern how the disputants want to relate to and interact with one another. Across the streams of research, this category of social goals focuses on desired interpersonal processes and states involving the disputants (Curhan et al, 2006;Jehn, 1997;Lax & Sebenius, 1986;Ohbuchi & Tedeschi, 1997). These goals may include maintaining or increasing interdependence, having agreeable interactions, or having oneself or the other disputant behave in certain ways (Curhan et al, 2006;Jehn, 1997;Wilmot & Hocker, 2001).…”

Section: Relationship Goalsmentioning

confidence: 99%

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The Achievement of Conflict-Related Goals Leads to Satisfaction with Conflict Outcomes

Dunaetz¹

2020

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The Achievement of Conflict-Related Goals Leads to Satisfaction with Conflict Outcomes by David R. Dunaetz Claremont Graduate University: 2014Interpersonal conflict, a process involving perceptions of differences and opposition, is often an undesired but inevitable consequence of interaction between individuals. Multiple goals (internal representations of desired states) can be present in interpersonal conflict. Past studies identify four major categories of conflict-related goals: content goals, relationship goals, identity goals, and process goals; the last three may be classified together as social goals. Several hypotheses were tested in an online experiment in which adult members of evangelical churches (N = 276) imagined themselves in various church-related conflict situations. Participants were assigned to one of two conditions; in one condition, participants read scenarios where their content goals were achieved and in the other condition, participants read scenarios where their content goals were not achieved. Each participant read a series of three scenarios involving the different types of social goals. For each of the three scenarios, they imagined how satisfied they would be with two different outcomes. In the first outcome, in addition to achieving or not achieving their content goal (depending on the condition), they did not achieve the social goal that was made salient (e.g., the relationship is damaged or they lose face); in the second outcome, they achieved this social goal. In addition, participants completed individual difference measures of dominance, sociability, face threat sensitivity, and justice sensitivity. This study found support for the hypothesis that the achievement of each type of conflict-related goal leads to greater satisfaction with the conflict outcome than not achieving the goal. It also found support for the hypothesis that the achievement of two conflict-related goals (specifically, a content goal and a social goal) interact to lead to greater satisfaction with the conflict outcome beyond the main effects of achieving each goal individually. Additionally, this study tested hypotheses that individual differences (dominance, sociability, face threat sensitivity, and justice sensitivity) moderate the relationship between conflict-related goal achievement and conflict outcome satisfaction. Support was only found for the hypothesis that individuals higher in sociability report greater differences in satisfaction when their relationship goals are achieved (relative to not achieved) than those who score lower in sociability. The results imply that, when both a content goal and a social goal are present, disputants are especially satisfied when both goals are achieved.Exploratory analyses also indicated females, younger adults, and people with greater church involvement responded more strongly to achieving goals than males, older adults, and those with less church involvement. This information can be used by disputants, negotiators, and mediators who are concerned about maximizing...

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Section: Classification Of Conflict-related Goalsmentioning

confidence: 99%

Section: Classification Of Conflict-related Goalsmentioning

confidence: 99%

Section: Relationship Goalsmentioning

confidence: 99%

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The Achievement of Conflict-Related Goals Leads to Satisfaction with Conflict Outcomes

Dunaetz¹

2020

Preprint

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“…Another danger when using objective criteria is that a party will adopt an objective criterion as an argument to support a favoured position. Lax and Sebenius (1986) attempt to overcome this problem by discussing principles as one type of interest. But defining principles as a type of interest does not overcome the need for all parties to thoroughly assess their own and the other's interests.…”

Section: Objective Criteriumentioning

confidence: 99%

A model for resolving conflict: Some theoretical, empirical and practical implications

Littlefield

Love

Peck

et al. 1993

Australian Psychologist

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This paper describes a model for resolving interpersonal, intergroup, and international conflict and sets it into a theoretical and empirical context. The model aims for a cooperative process resulting in integrative solutions. The following stages, similar to social problem solving approaches, are described: developing expectations for win-win solutions, identifying interests, brainstorming creative options, and combining options into win-win solutions. Also discussed are objective criteria, alternatives to negotiated agreements, and methods for managing emotions. Research related to each stage and areas needing further work are noted. ~~ ~ ~~~~Requests for reprints should be sent to

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“…Beginning in my postdoctoral year, Howard invited me to his house in Belmont as well as to a summer house on Squam Lake in New Hampshire to discuss where we might take the field of negotiation. He also convened a group of negotiation scholars in Belmont including economists Peyton Young (now at Johns Hopkins University) and Roger Myerson (now at the University of Chicago), stimulating what became an edited volume called Negotiation Analysis (Young ) to which Jim and I contributed a chapter on coalitional logic (Lax and Sebenius ).…”

mentioning

confidence: 99%