Final

Running Head: NEGOTIATION/ADVOCACY AT WORK 1

WCM 510 Final Project Milestone Two

Nicole Hallas

Southern New Hampshire University

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NEGOTIATION/ADVOCACY AT WORK 2

PIOC Analysis Overview

a) Appropriate Phrasing for the CHRO's Opening Remarks That Separate People From

Problems Based on Principled Negotiation Practices

According to McCord (2014), Netflix is regarded as a fast-rising entertainment company.

It is serious about becoming the leading on-demand organization. Despite great performance,

the company has been facing some considerable performance-based challenges within the

industry. To deal with these challenges, Netflix has decided to adopt a new framework for

employee evaluation, which is geared towards attracting the most talented pool of employees.

The new framework addresses matters concerning the performance rewards, performance

appraisals, and correctional measures for metrics that are lacking.

Case-Specific Negotiating Positions

There are two negotiation positions presented in the scenario. The first concerning Sharon

Slade, who is a firm Chief Human Resource Management Officer. She represents Netflix and

intends to introduce new action plans to improve organizational performance. In her view,

underperformers should work towards improving their performance or leave the organization

without putting into consideration their previous records. The second opinion concerns Alice

Jones. She is the operations director at Netflix, who was formerly an employee at Netflix for ten

years. With the new action plan being implemented, her performance has not met the standards

set. Slade is of the opinion that Jones should adhere to fully adhere to the requirements of the

action plan or leave her position.

b) Zone of Possible Agreement Position for Alice Jones Based on Her Biography and

Background

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NEGOTIATION/ADVOCACY AT WORK 3

The zone of possible agreement is also known as the bargaining range. It is the

intellectual range in negotiations where a balance is met regarding the matter of interest. The

agreement has to be consented to by both parties. Establishing an improved track record in

her performance, keeping in mind the stipulated standards in the improvement program, is

the best zone of a possible agreement for Jones. In so doing, Jones will maintain her

reputation and avoid being fired.

There are some trade-offs within the zone of the possible agreement, which can result in a

successful resolution. To begin with, Jones should persuade Slade that the plan implemented to

monitor performance improvement is not in tandem with that in the culture of Netflix. As a

result, it cannot accurately capture her performance improvements. On the other hand, Jones

should post positive results that show improvement in her performance. If Jones chooses not to

use any of the routes discussed, she should announce her resignation from Netflix and receive

her leaving a package of allowances and remunerations. Upon selecting the first option, Jones

should convince Slade that her performance was at per until she introduced the new PIP. To

respond to this, the PIP should be refined to ensure that it reflects all the performance of

employees accurately. Besides, Jones could post her positive results, which meet the targets. This

will ultimately reduce pressure to reduce the performance gap. Resigning is the last resort. It will

eliminate all concerns since Jones will no longer be working at Netflix.

The most viable trade-off is the first option since it is possible that Slade may not be aware of

it, but Jones is very conscious of it. It is possible that since Slade developed the PIP without

consulting other employees, she may have overlooked some aspects. She failed to indicate the

far-reaching consultations which were done when coming up with the PIP. Employees such as

Jones did not have a chance to air their concerns about the new changes. When the performance

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NEGOTIATION/ADVOCACY AT WORK 4

improvement plan was implemented, there wasn't a unanimous agreement with the organization's

ranks and employees.

c) Best Alternative for a Negotiated Agreement Position for Alice Jones Based on Her

Biography and Background

Schermerhorn suggests that the most advantageous option is the best alternative that is

developed for a negotiated agreement when both parties do not come to an amicable resolution

(Schermerhorn 2009). Failure to achieve an amicable understanding between Netflix and Jones

could lead to the dismissal of Jones from her job. Applying for other jobs, taking her experience

into consideration, could be the best BATNA position for Jones. Having ten years of experience

as a highly competent employee at Netflix is a major advantage for Jones. Alternatively, Jones

could go through the definitions and terms that may have been overlooked in the HR policies.

This could mean engaging legal professionals to make an informed decision, but the

consequences could be a more hostile work environment even if she won the case.

Upon being laid off, Jones should not compromise on the benefits and remuneration she

should be paid. Her work termination could be based on her poor performance based on the new

PIP. This would be unfair, however, because the PIP has never been used to gauge the Netflix

employees. Besides, Jones's contribution to the organization over the ten years of work

experience should not be undermined by a 3-month PIP scale.

To retain her position at Netflix, Jones has three alternatives. She could choose to work on

her PIP scores, persuade Slade regarding the newness of the PIP to the culture of Netflix, or she

could argue that two months are too short to start showing any positive results in the PIP. Jones

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NEGOTIATION/ADVOCACY AT WORK 5

could argue that her time at Netflix would promote the interests of the company by achieving her

targets.

d) Recommendations

Resigning from the company and remaining eligible for remunerations is the option that

addresses the distributive interests in the negotiation meetings. The integrative interests of the

negotiations could be addressed by Jones convincing Slade that the PIP is foreign to the

organization, and Netflix employees should be given more time to establish the true values of

performance. It should be the aim of Jones to have more time for the PIP introduction, and the

process should be more consultative (Walton & McKensie, 2001).

e) Communication Strategies

When Jones considers all her options and comes up with an agreement on her future at

Netflix is an example of overt communication that could be used in the negotiation. On the other

hand, Slade can explain her plans regarding Jones in the organization, and the two of them could

have a mutual agreement in line with the vision. Communication is a critical ingredient in the

negotiation process in all situations.

The main advantage of using overt and tacit communication methods is the fact that it is easy

to strike a balance on compromise, and ideas are generated quickly and easily. This saves time

for resolving any issues at hand. For example, if Jones decides to resign from Netflix, then the

pressure from Slade and Netflix will be eliminated completely. However, using tacit and overt

communication methods is likely to cause withholding of information, which could destroy the

main aim of the negotiations. For example, Slade can use Jones' arguments to build her case, but

Jones could also do the same to strengthen her position.

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NEGOTIATION/ADVOCACY AT WORK 6

References

Marshak, R. J. (2006). Covert processes at work: Managing the five hidden dimensions

of organizational change. San Francisco, CA: Berrett-Koehler Publishers.

McCord, P. (2014). How Netflix reinvented HR. Harvard Business Review, 92(1), 72–76.

Schermerhorn, J. R. (2009). Exploring management. Hoboken, NJ: Wiley-Blackwell.

Walton, E. R., & McKensie, R. E. (2001). A behavioral theory of labor negotiations: An

analysis of a social interaction system. Ithaca, NY: Cornell University Press.

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