ANGER VS. FRIENDLINESS DURING NEGOTIATION AND MEDIATION

Emotions are an unavoidable part of negotiation and mediation.

Emotions should not be ignored as they can adversely impact the process. Generally, during training, mediators are encouraged to accept a person’s right to be angry and allow them to vent their feelings, including taking short breaks. Further, mediators are encouraged to shift the focus of anger from individuals to the problem or issue at hand.

 Many things can result in anger during negotiations and mediations. Misrepresentations, excessive demands, time constraints, and any number of other triggers can elicit fury. And it’s important to remember that participants in a negotiation or a mediation can be faking their displeasure to elicit a response.

 Anger can clearly influence the negotiation process. Researchers have demonstrated that exasperated opponents convey their limits are very high and in response the other parties give the that party more concessions and make fewer demands of their own.

 Some believe displaying anger will result in gaining value from the other participant. In fact, if a negotiator’s anger is perceived as genuine that negotiator might indeed benefit. However, it’s a risk. Intentionally faking anger might be met with real ire from the other party. And if the other party does not believe the emotion is real, trust and cooperation could be lost.

 Another study involved more general positive and negative emotions. The expression of positive emotions is more likely to result in concessions from the other party and more likely to successfully reach an agreement. The expression of negative emotions results in more extreme demands. If a negotiator is considering intentionally displaying emotions, there appears to be little negative consequences and more beneficial outcomes for expressing positive ones.

It might be said “putting on a show of anger is risky, but nothing is lost by being friendly.”