CONCESSION-MAKING IN EXPERIMENTAL NEGOTIATIONS

Abstract

Two seemingly contradictory hypotheses about concession-making were considered: that concession-making occurs only as a result of own failure (experienced when opponent lowers his offers), and that it occurs only as a result of reciprocity (as a reaction to opponent's concession-making). A total of 87 five-man experiments, bearing upon these hypotheses, were conducted. The findings were somewhat unexpected in that they suggested that opponent's behavior determines a negotiator's behavior far less than one might expect: by and large, a negotiator's demands depended on his own previous demands. To the extent, however, to which opponents' behavior was influential, the 'reciprocity' hypothesis appeared to be more nearly correct than the 'failure' hypothesis. It was found, furthermore, that concessionmaking tended to be a rather bad strategy, that a negotiator making few concessions tended to receive higher payoff than the negotiator who made many concessions. In accounting for the findings, it was shown that the deadline could play an important role in determining the final payoff, and that, were the time alloted for negotiation much shorter, concession-making might have been a more profitable strategy that it actually was.

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Document Details

Document Type
Technical Report
Publication Date
Nov 16, 1964
Accession Number
AD0617798

Entities

People

  • Otomar J. Bartos

Organizations

  • University of HawaiĘ»i System

Tags

Communities of Interest

  • Ground and Sea Platforms
  • Materials and Manufacturing Processes

DTIC Thesaurus Topics

  • Abstracts
  • Agreements
  • Air Force
  • Alliances
  • Bargaining
  • Computational Science
  • Equations
  • Mathematical Models
  • Models
  • Money
  • Negotiations
  • New York
  • Personality
  • Probability
  • Regression Analysis
  • Social Sciences
  • Universities

Fields of Study

  • Psychology

Readers

  • Brain and Cognitive Science; Experimental Psychology; Cognitive Neuroscience
  • International Relations and Conflict Resolution
  • Organizational Psychology.