Negotiation is a crucial process necessary in streamlining out daily activities in life. It is a skill needed by individual groups, business communities and unions in seeking the quest to reach a specified goal through agreements, concessions, and demands. The negotiation process is motivated by worries and aggrieves concerning a specific situation which requires change. Therefore, the urge to negotiate comes when the aggrieved parties such as the unions, come together and agree on what they want, and what is available. The process follows specific procedures and commitment which requires every party to actively and progressively deal with the other party. Additionally, negotiation functions best through a joint payoff, or when it serves as a method of discovering mutual interests, therefore this article examines concepts, skills, and techniques that I can use to bring the public works, fire, police and the general workers union Spanish city, back to the negotiating table.
According to Runde, Flanagan & Center for Creative Leadership (2010), negotiation refers to the process where parties’ unions and groups work in harmony, and arrives at a mutually agreed resolution of one or more issues such as the elimination of pension benefits, minimizing vacation hours for employees, and pay cuts to the employees. Negotiation process takes the form of bargaining on the take and offer agreement, and makes the parties involved appreciate the commitment and results to achieve in terms of negotiations hence it tends to have greater durability and strengths knitted fabrics. Nonetheless, orders that leave employees or unions without a choice is not negotiation, but a competitive sport aimed to crush or punish opposing members.
When negotiating family concerns, peace settlements or engaging in the collective bargaining agreement, the negotiating parties should use positional bargaining in making concessions to reach a compromise. The best-negotiating strategy must be fairly judged using specified criteria such as the ability to produce a wise agreement, its efficiency in building a relationship with other parties, and the ability to meet legitimate interests of all the groups in resolving conflicting interests and taking into account the interest of all parties. Taking positions as an employer and union member serves some useful purpose in negotiation because it tells the other party what is needed, and also provides a benchmark for uncertainties (Runde et al., 2010).
When employees and the employer find themselves in a dilemma about the issue regarding pension benefits, pay cuts and reducing vacation hours, they can use either hard negotiation strategy or a soft negotiation strategy. As a director of human resource, I can negotiate collective bargaining using soft negotiation, which is the best way of making concessions agreement, and avoid personal conflict with the union members, and also the City manager of Spanish Moss. Soft negotiation is an effective strategy which can help me reach an amicable solution. By contrast, I can use hard negotiation as a measure of the last resort, to make the union members agree with my proposal. However, hard negotiation is an ineffective strategy because the union members will view the situation as a contest of will where the party in a more extreme position holds out longer fares better (Runde et al., 2010).
Union members and the employer may view negotiation as either cooperative or confr
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