Negotiation Analysis - Assignment Example

Negotiation Analysis Running Head: NEGOTIATION ANALYSIS Best Alternative to a Negotiated Agreement in APA Style By: Negotiation Analysis “In negotiation theory, the best alternative to a negotiated agreement or BATNA is the course of action that will be taken by a party if the current negotiations fail and an agreement cannot be reached. BATNA is the key focus and the driving force behind a successful negotiator. Not to confuse BATNA with the reservation point, this can also be referred to as the walk-away point. A party should generally not accept a worse resolution than its BATNA. Care should be taken, however, to ensure that deals are accurately valued, taking into account all considerations, such as relationship value, time value of money and the likelihood that the other party will live up to their side of the bargain. These other considerations are often difficult to value, since they are frequently based on uncertain or qualitative considerations, rather than easily measurable and quantifiable factors.” (Wikipedia, Best Alternative to a Negotiated Agreement). It is normal for every company to come about bonds and contracts that will oblige their employees to continuously serve for the company after they get training or education that was provided by the establishment. This procedure is somewhat reasonable, the company gets to spend for the personnel’s development, and in return, the employee will need to work for the establishment for the required period. However, it should be remembered that such benefit is not given to anyone. One has to prove his potential and loyalty for the company to avail this. The notion of this idea should then divulge trust and confidence on one’s capabilities. In most agreements, it is also expected that one or both of the parties will not be pleased with the outcome of the compromise. Most of the times, it is the employees who end up feeling disappointed. In some cases, finding the middle ground fails to give pleasure to the workers that they end up being less productive and cooperative with the company. This leads to poor execution of duties and inadequate efforts to work together with colleagues. However, preparation for the negotiation process will absolutely assist in accomplishing what one truly needs. The understanding gives the impression that HSAC has certainty on the employee’s qualifications, otherwise, such bargain will not even be offered. It also shows that the worker has an amicable working relationship with his/her superior. The trust must have emerged from the performance and the loyalty that was given away by the employee. It is but wise to assume that the staff is worthy of the given opportunity and that he or she ought to have an agreeable settlement. The dilemma of having unsatisfied employees that usually results to manpower inefficiency and a raise in the employee turn over rate---which leads to a slower, costly and ineffective performances---the company tries to come up with proposals that are fair and acceptable. In the given example, HSAC obviously gives importance to the welfare and development of their employees. It was also evident that they are appreciative of excellent performances, being willing to give a quite higher position after the MBA degree---and being eager to spend for the schooling fee. HSAC, like any other businesses invests on their employees for them to maximize their potentials and make use of those abilities for the company. The idea of the employee’s intentions if he or she intends to stay with the company is evaluated from the moment the job interview is conducted. Employers will not empower someone whom they will not be able to keep. HSAC obviously wants the employee to continue give out his service that they tried to come about a reasonable negotiation. However, it appears that the company is not very willing to put in a larger amount of money or the salary. It was also made known that under certain circumstances, the company will have the power to terminate the employee and get someone else to do the job. The employee will have to stay with HSAC, for the establishment paid for his/her education. The HSAC, on the other hand, can terminate the employee. This is normally done in labor contracts not to discriminate the employees, but to make them give their best shots. It is noticeable that the HSAC trusts the ability of the worker, and no company will throw away a productive staff. This is utilized by most companies to guard against people who eventually lose their concentration on their obligations. When HSAC agreed on paying for the employee’s MBA degree tuition fee, it is apparent that it is willing to give remuneration to those who deserve it. Nevertheless, every company will not arm a member without having to ask for something in return. Business means business. Investment means profits. Workers cannot expect their companies to help them without them having to repay their employers in the future. However, the company should also be aware of the fairness of the scheme, or it will fail to attain the desired or expected performance of the employee. The process gives the impression of being evenhanded in some points; however, it looks like as if the employee had not been given what he really wanted. One’s compensation greatly participates in the execution of one’s duties and responsibilities. When a person feels he is not well rewarded, he may have the tendency to lose his inspiration to excel in his position. The amount of earnings also partakes in the employee’s confidence and drive. Giving reasonable salaries or sufficient increase is one means of infusing the employees to do better. This indicates trust and confidence on the competence of the person. And assessment of a person’s proficiency does not really have to take two years. It is also palpable that the employee has gained the trust and approval of HSAC. This is what drove the HSAC to offer a higher position. However, higher position meant higher responsibility. On the other hand, the employer was not happy with the proposed salary; it is perceptibly less than what should be given for a Marketing director in America. The idea of receiving the rate proposed was somehow justified with the fact that the company paid for the employee’s tuition fee. However, such payment is the reason why the employee will have to serve for another two years. It is predictable that the amount of workloads and numbers of working hours will be doubled. The new job title calls for a more extensive focus. That should have been anticipated by the employee. The negotiation had been fair enough in some aspects, but the idea of the salary to be raised after two years is biased. True, the performance needs to be evaluated, but it should not take twenty four months to come up with a conclusion. It is obvious that the negotiation will give more benefit to the company, than to the employee. It is not surprising that the rate is not suitable to the position. Then again, negotiations are assumed to work for the advantage of the both parties. It was made known that HSAC can terminate the service of the worker and can hire another marketing manager at any point. Such action appears to be an unconstructive part for the employee; yet, the idea may not also be as beneficial for the business. Corporations attempt to keep their employees and make an effort to cultivate them for they also wish to reduce the turn over rate of the workers. Most negotiations deal with money issues. Salary, indeed, in every contract, is a major issue. The outcome of the deal did not seem to satisfy the employee, which is absolutely critical. The result of the compromise gives the impression that it was not profitable for the employee. It somehow shows that the employee may have lacked preparation for the said negotiation. Failure to convince HSAC to give a higher rate might have been caused by not having adequate grounds for the demand. It should have been realized that one should not sell one’s self short. The request might have been given more consideration had it immediately been supported with valid grounds. Negotiation should be a give and take situation. It is where concerns are tackled and significant issues are taken into account. It is not supposed to be a one-sided discussion. It takes skill and strategies for one to be able to negotiate his way to victory. The employee could have prepared alternatives, and would not have settled for less. He should have become more conscious of what he really wanted during the process and could have stood for that. Another possible issue why the settlement failed to be suitable for the employee was that he must have failed to give attention to the company’s plan. Anticipation of the other party’s condition could have assisted him to plan out his own agenda. When dealing with settlements, it is imperative that one keeps an eye on what he truly desires, and that he should leave where it is set. However, it should also be estimated that the company will offer for a rate with a reduction of the demanded amount. Then again, careful planning would have lead to a more acceptable outcome. Reference List Wikipedia, Best Alternative to a Negotiated Agreement 29 Nov 2008, . Read More