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We consider a reputation based bargaining model with uncertainty of players' initial beliefs, which are generated by an exogenous signaling device.We characterize the set of non-trivial equilibria satisfying initial posture constraints. The analysis yields a unique equilibrium with a phased war of attrition structure--players holding different beliefs have disjoint supports of conceding strategies. The result implies that learning about each other's type leads to players departing from the strategies induced by the prior, which creates either efficiency improvement or further delay depending on the realized posteriors. When ex ante probabilities of behavioral types go to zero, the delay and inefficiency persist even if we allow initial demands as strategic choices due to the expectation of the learning opportunity. We also characterize the case with a rich set of posterior beliefs.
Negotiating religious diversity, as well as negotiating different forms and degrees of commitment to religious belief and identity, constitutes a major challenge for all societies. Recent developments such as the ‘de-secularisation’ of the world, the transformation and globalisation of religion and the attacks of September 11 have made religious claims and religious actors much more visible in the public sphere. This volume provides multiple perspectives on the processes through which religious communities create or defend their place in a given society, both in history and in our world today. Offering a critical, cross-disciplinary investigation into processes of negotiating religion and religious diversity, the contributors present new insights on the meaning and substance of negotiation itself. This volume draws on diverse historical, sociological, geographic, legal and political theoretical approaches to take a close look at the religious and political agents involved in such processes as well as the political, social and cultural context in which they take place. Its focus on the European experiences that have shaped not only the history of ‘negotiating religion’ in this region but also around the world, provides new perspectives for critical inquiries into the way in which contemporary societies engage with religion. This study will be of interest to academics, lawyers and scholars in law and religion, sociology, politics and religious history.
This book argues that relationships between religion and development in faith-based development work are constructed through repeated processes of negotiation. Rather than being a neat and tidy relationship, faith-based development work is complex and multifaceted: an ongoing series of negotiations between theological interpretations and theories of human development; between identities as professional practitioners and as believers; between different religious traditions at local, regional and international levels; and between institutional structures and individual agency. In particular, the book draws on a deep ethnographic study of Christian faith-based development work in the Bolivian Andes. The case study highlights the importance of seeing theological interpretations as being firmly embedded in local religious and cultural systems involved in a constant process of identity construction. Overall, the book argues that religion should not be seen as homogeneous, or either 'good' or 'bad' for development; instead, we must recognise that institutional faith-based identities are constructed in many ways, formal, theological and interpersonal, and any tensions between ‘religious’ and ‘development’ goals must be worked through in an ongoing recognition of that complexity. This book will be of interest to researchers working in development studies and religious studies, as well as to practitioners and policymakers with an interest in faith-based development work.
In this research, we examine the influence of beliefs about fairness on bargaining behavior. Using a repeated ultimatum game, we examine bargaining contexts in Japan and the United States in which buyers' or sellers' fair beliefs are either in alignment with or in conflict with their own self-interest. We suggest that understanding the relationship between fair beliefs and self-interest is central to understanding when fair beliefs will influence bargaining behavior. Our results demonstrate that fair beliefs predict bargaining behavior when they are aligned with one's own self-interest.
The must-read summary of Robert Mnookin's book: "Bargaining with the Devil: When to Negotiate, When to Fight". This complete summary of the ideas from Robert Mnookin's book "Bargaining With the Devil" shows that in the business world, people and companies are often faced with conflict, and the emotions that surround these can make it hard to stand back and assess the best course of action. For instance, when should one just accept and move on, and when should one negotiate or go straight to warfare? This summary points out a decision-making framework to assist in such situations. It lays out three challenges which you must overcome before making a decision on when to negotiate: 1) Untangle your emotions from the situation, 2) Analyze costs and benefits of negotiating versus other viable alternatives, 3) Address the moral and ethical issues involved in deciding whether to negotiate with an enemy. With this logical summary of Mnookin’s book, you will be able to avoid falling into traps and will be able to enter negotiations with confidence that you have enough backing to support your decision. Added-value of this summary: • Save time • Understand the key concepts • Increase your business knowledge To learn more, read "Bargaining with the Devil" and improve your negotiation skills.
Anyone who negotiates regularly and works to improve his or her negotiating and influencing skills, whether in the work setting or in personal life, will appreciate the approaches offered in this book, particularly professors and students of management, marketing, organizational communication, political science, public policy, psychology, industrial organization psychology, social work, negotiation, family studies, and law.
The Employment Relations Act 2000 introduced a new system of good faith bargaining to New Zealand. Good Faith in Collective Bargaining aims to encourage informed debate and discusses the development of the duties surrounding bargaining in good faith and information disclosure under the Employment Relations Act 2000. Text discusses and considers: policy background to 'good faith' bargaining in the Employment Relations Act, international principles and practices of bargaining in good faith, possible solutions to ares of uncertainty, and identifies existing and potential issues in good faith bargaining in the New Zealand context including: bargaining arrangements, core 'good faith' duties, misleading and deceptive conduct, detailed coverage of information disclosure, multi-party bargaining, assessment of breach, and remedies.