Todos negociamos diariamente. A nivel personal, negociamos con amigos, familia, propietarios, vendedores de autos y empleadores, entre otros. La negociación también es la clave del éxito comercial. Ninguna empresa puede sobrevivir sin contratos rentables. Dentro de una empresa, las habilidades de negociación lo pueden llevar a avanzar en su carrera. En este curso, aprenderá y practicará los cuatro pasos necesarios para lograr una negociación exitosa, con un módulo para cada paso: (1) Preparación: Planifique su estrategia de negociación (2) Negociación: Use las tácticas claves para el éxito (3) Cierre: Cree un contrato (4) Cumplimiento y evaluación: El juego final Para completar exitosamente este curso y mejorar su capacidad de negociar, deberá completar los tres pasos siguientes: (1) Mire los videos breves (que van de 5 a 20 minutos) de cada módulo. Los videos son interactivos e incluyen preguntas para evaluar su entendimiento de las estrategias y habilidades de negociación. Los videos se pueden acelerar o ralentizar para adaptarse al ritmo que prefiera escucharlos. Según sus horarios, puede ver los videos en unas semanas o verlos todos juntos. Un estudiante que vio el curso de una sola vez concluyó que "es tan bueno como Breaking Bad". (2) Complete la negociación del Módulo 6 para evaluar sus capacidad de negociación. Puede negociar con un amigo local o usar los Debates para encontrar un socio de otra parte del mundo. Su socio de negociación le brindará una devolución sobre sus capacidad de negociación. En el camino, puede resultarle útil utilizar esta aplicación móvil gratuita que está relacionada con el curso y contiene varias herramientas de planificación de la negociación. http://negotiationplanner.com/ (3) Tome el examen final. Para completar el curso exitosamente, debe responder correctamente el 80 % de las preguntas. Este examen es un examen de dominio, lo que significa que puede tomarlo las veces que quiera hasta que domine el material. Además, este curso incluye la opción de obtener un Certificado verificado (CV) a través de la verificación de su identidad y la finalización exitosa del curso. Un CV le proporciona un reconocimiento formal de sus logros en el curso e incluye el logo de la Universidad de Michigan. Si usted está considerando obtener un CV, debe completar el proceso de verificación antes de tomar el examen final. Puede elegir pagar los cargos asociados antes o después del examen. Para obtener más información acerca de los CV, visite: learner.coursera.help/hc/en-us/articles/201212399-Verified-Certificates El logo compuesto del curso se comparte con una licencia Creative Commons CC BY-SA (https://creativecommons.org/licenses/by-sa/2.0/) y fue creado con las imágenes proporcionadas por cortesía de Flazingo Photos (http://bit.ly/1zOylRm) y K2 Space (https://www.flickr.com/photos/k2space/14257556613/in/set-72157644732478432). This is a translated version. To join the original English version, visit this page: https://www.coursera.org/learn/negotiation-skills/
Mediación (conclusión)
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Del curso dictado por University of Michigan
Negociación exitosa: Estrategias y habilidades esenciales (en español)
717 calificaciones
University of Michigan
717 calificaciones
De la lección
Cumplimiento y evaluación: El juego final
Este módulo se enfoca en el cumplimiento y la evaluación de su acuerdo. Si ambas parten cumplen con lo esperado, no hay ningún problema. Pero si no lo hacen, son importantes los procesos de resolución de conflictos que cubrimos en este módulo, especialmente la mediación y el arbitraje.
Conoce a los instructores
George SiedelWilliamson Family Professor of Business Administration and Thurnau Professor of Business Law
Let's now look at the questions we posed regarding the mediation video and
the first question is how does the mediation process
differ from the other negotiation?
What was your answer to that question?
When you look at the mediation process as illustrated by the video
it opened with the mediator stating the ground rules.
We had opening statements by the parties.
We had a search for interest and options.
In other words, trying to get beneath positions to underlying interests and
then we have closure.
So in many ways, that looks like the basic process for a negotiation.
However, there is one major difference.
And that is in a mediation, the mediator uses a caucus
where she met privately and confidentially with each party
to find out whether they had any private concerns or
private interests they did not want to express to the other party.
Think of how powerful that is,
because the mediator can talk privately with each side.
In a typical negotiation she can ask them what's your reservation price
she can look at what they think is reasonable she can do an analysis and
in effect construct a zone of potential agreement
between the two parties its impossible to do without a mediator.
In some cases, the mediator might say right at the outset,
well look there's no way you two will ever reach an agreement.
Let's go home and then forget about it.
In other mediation she might find there's a large zone of potential agreement and
work to construct a settlement or an agreement.
So the use of a caucus is an especially powerful tool.
Course the other main difference is you've got a third party there to mediate and
to try to control the emotions of the parties.
Our other two questions, what type of mediation is this?
Evaluative, facilitative or transformative?
What did you answer?
What type?
Well, it's not a mediation that's focused on transforming a relationship.
It is a mediation that's focusing on solving a specific problem.
So it's not transformative.
It's either evaluative or facilitative.
Was the mediator asked to provide evaluation of the results?
No.
And therefore this is a facililtative mediation which is trying to
encourage the parties to work together to come up with a constructive solution.
Just as an a side, if you do decide on an evaluative mediation,
obviously that will affect your choice of mediator.
Because you want somebody who has the expertise to conduct the evaluation.
And then finally, how would you rate the mediator
in this situation on a scale of one to ten where ten is the highest value?
Normally when I ask my students this question,
they give the mediator a very high reading, for a number of reasons.
The mediator, for example, was very good at what's called active listening.
She not only listened, but she was able to reframe what the parties said.
She was also very good in suggesting options.
For the parties to consider, and
finally she was very good at something called reality testing.
When one of the parties talked about going to court, we've got a great case,
we're just gonna sue and she used active listening and said,
yes, I understand what you're saying.
You could go to court.
You have perhaps a good case.
But think of what that's going to cost you.
And think about whether that will solve your problem.
Which is getting the robotic software in effect the other sides problem is
also your problem when we work on solving that problem rather than going to court.
So very good on reality testing so, overall I agree with my students I
think this mediator did a great job and by watching her I think you can
develop some techniques that you can use when acting in a third-party role
trying to resolve disputes among employees or among family members.
I belong to a listserv of mediators.
And what I've found over the years is that mediators are very much like this
mediator.
They're very friendly, they're very open to problem-solving.
However, a while ago one of the mediators on this listserv
lobbed a hand grenade into the listserv.
This is what this person's message said.
Get me off the list.
Now for those of you outside the United States I'm not sure
if you understand the word effing, but it's not a polite word to use.
So when she lobed this hand grenade into the lister I was
curious as to how people we're going to respond.
And the first response was sort of what I expected.
What I hearing you saying is that you wish to leave the list,
you've misplaced your information about how to do so, you're a tad frustrated and
would appreciate somebody's help, but the next message went on the attack.
Other approaches are preferable to you profanely demanding that others make up
for your lack of diligence, skill, or wit.
Thanks much.
The next person went on the attack against women in general.
The obscene language used by women constitutes one of the double standards
men must endure today as the price for
collectively having oppressed women in the past.
Women today have complete discretion over whether to use 'colorful' language;
if men use it in the presence of women, this constitutes sexual harassment.
And then finally the last mediator brought it to a close,
came full circle back to what I expected from mediators.
I ask and urge all of us to let this go.
As I mentioned earlier, many lawyers are not enthusiastic about ADR.
They're not enthusiastic about mediation.
Here's an example.
This is Joe Jamail.
I don't know if you remember that name from our earlier discussions in this
course.
Joe Jamail was the person who won the $3 billion award for Penzoil against Texaco.
He had a lawyers fee of $400 million in that case.
This is his view.
I'm a trial lawyer, I try cases.
There's some lawyers who do nothing but this mediation bull blip.
For those of you outside the U.S., probably guess what that is.
Do you know what the root of mediation is?
Mediocrity, so you do run into this View from lawyers.
By the way, they're sort of a private joke,
that in law firms ADR instead of standing for alternative
dispute resolution, stands for alarming drop in revenue.
But here's the view from another lawyer.
And, I'm gonna ask you a trivia question.
Can you guess who this lawyer is?
My joy was boundless, I had learned the true practice of law.
I had learned to find out the better side of human nature and to enter men's hearts.
I realized it's a true function of a lawyer was to unite parties.
The lesson was so indelibly burnt into me that a large part of my time
during the last 20 year of my practice as a lawyer
was occupied in bringing about private compromises of hundreds of cases.
I lost noting thereby, not even money, and certainly not my soul.
So, trivia question.
Can you guess the name of this lawyer who, especially during the last 20 years of
years of his law practice, spent a lot of time with with mediation?
I give you a big clue.
I think he would be probably on everybody's list as perhaps one of the top
five leaders in the 20th century.
Top five human beings of the 20th century.
Any guesses on the name of this lawyer?
His name is Gandhi.
So that concludes our look at mediation and
in the final segment, we'll look at how you can review
the success of your contract performance, and evaluate that success.
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