Homework Question

Section 1 Summary Negotiation Fact pattern

The negotiation factors are an essential part of the process of making the decision. When the negation is done effectively between the parties, they develop a resolution within their limits of the partner's negotiating, leading to a positive outcome. The stages involved in negotiation factors include preparation, bargain, exchange, information, concluding, and executing, and the main agenda in negotiation is building trust.

The negotiation factors required by the Human Resource Officer (CHRO) in advancing negotiation will be aware of how to deliver the message; the CHRO must first consider the opening remarks before delivering the speech, the notice gets modified to connect with the employees. When the tone gets considered in negotiation will attract a positive negation between the parties. The language used should be professional and easy to be understood by all the workers. The CHRO should come up with negotiations that led to prosperity, and this gets done by organizing a meeting with the key stakeholders and the employees. The CHRO mood matters a lot in such negotiation that why they are required to have a proper attitude when attending a negotiation meeting hence leading to successful outcomes. (Wesner & Smith, 2018).

The negotiation fact pattern for a CHRO may also include making negotiations less intimidating by focusing on the needs rather than wants, coming up with flexible and realistic expectations with the employees, and creating an atmosphere of trust in their negotiation. In a situation where CHRO is to negotiate between themselves and employees regarding the position in the company. CHRO will correctly appoint the position using the knowledge in many practices and on behalf of the company value.

Type of Power. The positional power of a CHRO in an organization includes dealing with managing human resources activities, implementing the organization's culture, coordinating the development strategies, and providing better human capital that will help achieve the company's goal. This position power will enable him to have a knowledgeable mind in the organization's needs and help negotiate on ways to help the organization succeed.

The information power is the power that the CHRO has over the organization. While exercising their position, the CHRO will consider the needs of the organization and employees' expectations. The CHRO will use reward power to influence the top employees to continue working in the organization. The CHRO will have to give goodies to motivate them, like salary increment and another benefit on their job title.

Conceive power will be used by the CHRO to make an adverse threat to the employees performing in the organization. The threats can include getting fired or demoted. The social power will help the CHRO to be able to control the social interaction among the employees. With the power of social, it will be easy for the CHRO to excess the role. The charismatic power will enable the CHRO to positively change the behaviors of the employers in the organization.

Appropriate Alternatives that the CHRO can consider in unsuccessful negotiation is that the CHRO should come up with methods of resolving the dispute. The CHRO can do this by involving a third party mediation that will help each party give them, and after that, they come up with a better solution. Batna is the best alternative to come up with consent, while Zopa is the possible consent.

Cultural Analysis Overview (Hastings, 2009)

An organizational culture based on how they react to employees leaving the organization was that it had previously laid off some employees when the business was getting low returns in their profit. The organization's best way was to reduce the salary expenses until they become stable. After retaining their stability, they called off the people who were earlier retrenched. When the organization manager updates the employers on the company's progress, the employees will not have difficulty adjusting if the organization is not making a profit. The employee leaving the company was made aware of the reasons, which are out of good faith.

Culture assumption seen in the organization's policy decision-making is that they tend to assume that all the people in the organization are aware of the policies and how the organization gets run. In case of the downflow of the organization, they believe the employee will understand the organization's situation and bear with the issues. They assume all people are equal hence the reason why they come up with the same policy that will create a conducive working environment that will attract an increase in profit and good customer relationship.

I will use the assumptions to engage in a severance negation that will help me develop a better solution for all the employees. The assumption will help me create an amicable solution regarding the employees rather than just sending them home. I tend to think that it will do away with the fear of failure and sending the employer home earlier with positive assumptions in the organization. The assumption herein above will help me overcome the difference between the employees in teams of culture since the policy help equalizes all the workers.

Reference

Wesner, B., & Smith, A. (2018). Salary Negotiation: A Role-Play Exercise to Prepare for Salary Negotiation. Management Teaching Review, 4(1), 14-26. DOI: 10.1177/2379298118795885

Hastings,R.(2009) Culture (Original 2009 version) from https://www.slideshare.net/reed2001/culture-2009?next_slideshow=1