Human Resource Management - Essay Example

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Integrative bargaining on the other hand is used whereby the parties want to maintain relationships for future engagements and where cooperation ensures a win-win situation for parties involved (Phillips & Gully, 2013). In this case, there are mutual issues to be looked into and it involves expanding the pie by looking for alternatives that can benefit both parties. However, it requires a degree of trust and honesty for the negotiations to be successful. The approach involves focusing on the interests of the parties concerned rather than sticking to initial positions, separation of people from the problem and use of objective criteria.

Due to the nature of the negotiations, it is difficult to switch from distributive to integrative bargaining. These approaches vary in regard to what is at stake, the outcomes possible and notions of success (Bamber et al. 2010). Union negotiators must get approval from members to a set of bargaining demands hence making it difficult for them to adopt a collaborative approach. Their aim is to get maximum share of resources available especially on pay, hence they must win or else the employees will view them as traitors pursuing self-interest. Besides, more wages means a loss to employers hence it is difficult to cooperate on this issue since the resource is fixed. On the other hand, the lower management may also view the upper management as being compromised by the union hence distrust (Phillips & Gully, 2013, p. 431). ...Download file to see next pagesRead More