The most common type of non-violent conflict is the ordinary labor strike. In a strike, the workers withdraw their cooperation from the employer until he meets their demands. He suffers, because as long as they refuse to work for him it is impossible for him to produce the goods or services upon the sale of which his own living depends. Usually he is fighting for no principle during such a strike, so that he is apt to calculate his monetary loss from it against the advantages he would have to surrender in order to reach an agreement. When he concludes that it would be cheaper to give in, it is possible for the management and the strikers to arrive at a settlement. If the employer does feel that the principle of control of an enterprise by its owner is at stake, he may hold out longer, until he actually loses more by the strike than he would by conceding the demands of the strikers, but even then he balances psychological cost against monetary cost, and when the latter overweighs the former he becomes receptive to a settlement. During the strike the workers are going through much the same process. A strike from their point of view is even more costly than it is to the employer. It is not to be entered upon lightly, since their very means of sustenance are at stake. They too have to balance the monetary costs of their continued refusal to cooperate against the gains that they might hope for by continued resistance, and when the cost becomes greater than the prospective gain they are receptive to suggestions for compromise. They too may be contending for the principle of the right of organization and control over their own economic destinies, so that they may be willing to suffer loss for a longer period than they would if they stood to gain only the immediate monetary advantages, but when immediate costs more than overweigh ultimate psychological advantages, they too will be willing to capitulate.