Getting to YES

The Harvard Harvard concept or approach is the method of principled negotiation. The underlying principle formulated by the American legal scholar Roger Fisher in 1981 with William L. Ury in the book Getting to Yes ( German Title: Getting to Yes ). Later was added Bruce Patton. The concept is based on the Harvard Negotiation Project at Harvard University. It is a part of the Program on Negotiation at Harvard Law School.

The aim of the method is a constructive and peaceful settlement to achieve in conflict situations. The result to be achieved such guided negotiations ought to be above personal feelings. A classic trade-off is to be overcome, as a win- win outcome should be sought. It is the greatest possible mutual benefits in the foreground (ie a typical win -win strategy ). In addition to the substantive agreement should be maintained for both negotiating parties and the personal relationship.

Concept Description

Generally

There have to be adhered to four conditions:

• The good relations between the parties are preserved,
• When both sides take what they need - or if they both need the same fair share ( for example, according to the " One - shares - a - selects " principle ) -, and
• ( is there not harped on positions ) will be at the negotiated time-efficient.

The Harvard method discourages bad agreements. To this end, in preparation for negotiations, the " best alternative " ( BATNA ) outside an agreement in comparison to the "bad agreement " were used and compared with this.

It is important that negotiations objectively, which is achieved by:

• Dirty tricks are immediately addressed directly in negotiations to take the wind out of the sails, and
• You do not let yourself be put under pressure to reach an agreement, and, if the negotiations break off - until the other person on a factual Verhandlungsart back place (may also be the Verhandlungsart itself the subject of negotiation are )

At constant personal attacks of negotiator may be a clever dodging and simultaneous reference to factual aspects of the negotiations back to this level.

Come absurd or difficult acceptable demands, proposes the method,

• Hypothetically to accept spoken aloud to evaluate this and to explain the unacceptable consequences,
• The others ask for advice for their own Unannehmbarkeiten, or
• An independent third party ( mediator) should be consulted.

The Harvard - concept differs consciously between two communication layers, namely the content of the property (ie the agreement to be negotiated in itself) and that of the negotiation ( the meta level ).

Human Resource Management

In the field of Human Resource Management ( HR ) is the Harvard Approach next to the one of the important concepts Michigan approach to optimal use of the human resource in the workflow of the company. It will seek the importance of the link between human resource management and strategic management emphasized.

In the Harvard Concept are four policy areas:

The main task of the concept lies in the goal of the match as inclusive four policy areas among themselves and with the corporate strategy that increased the company's profitability can be achieved through employee participation in decisions. Are influenced by the policies the interests of the participants ( owners, employees ) and reference groups (trade unions and suppliers) of the company. Be directed through the fields situational factors ( eg corporate philosophy).

Known negotiations

• Camp David