Negotiation as a mechanism for conflict prevention and resolution: positional negotiation and interest-based negotiation

This brief examines negotiation as an alternative mechanism for preventing and resolving conflicts in labour relations. Recognizing that conflict is an inherent element of the world of work, the document analyses negotiation as a tool that allows the parties to manage their differences in a more flexible, rapid and participatory manner than traditional judicial mechanisms.

The analysis distinguishes between two main approaches to negotiation that arise from the interdependence between employers and workers: positional bargaining, characterized by a competitive logic in which parties seek to maximize the value of the agreement, and interest-based negotiation, aimed at identifying underlying needs and reaching mutually beneficial solutions.

The brief describes the stages, strategies and dynamics that characterize each type of negotiation, highlighting that understanding their differences and potential complementarity is essential for successful collective bargaining processes and for strengthening effective labour dispute management systems within the framework of social dialogue.