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Final exam - Essay Example

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It is difficult to switch from distributive bargaining to integrative bargaining due to the relationship that is first created by the parties during the negotiations. Distributive bargaining is based on positional extremes whose goal is victory for both parties. It demands for a…
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Download file to see previous pages Switching from this form of negotiation to the integrative negotiation will involve the establishment of a relationship between the parties. This may be difficult because mutual trust will not be exhibited by the parties. A relationship may not be the final interest of the parties, hence they may decide to maintain their positions due to mistrust.
Negotiators trying to make this switch should create a mutual environment of relationship. They should be ready to integrate the other parties’ interests and adopt a joint problem-solving initiative. They should avoid tricks, but the openness and use of fair principles is necessary. They should initiate a collective criteria that determines the other parties’ position and bargaining their interests on this basis. They should also seek a long-term relationship, hence promoting a win-win situation that is mandatory.
Union negotiators find it difficult to make this switch because their interests are stipulated by the large group of union members. They cannot easily switch and consider the needs of the other party because they follow specific requirements that must be adhered to. Union negotiations occur at periods when the concerns are more employee oriented than company oriented. Therefore, they place their interests towards obtaining a specific goal for a large number of employees. Company negotiators represent a group of stakeholders who are flexible in their decisions. In a business situation, the company tends to look at the forces of the market to make the decision. The other parties also understand this force and they tend to be flexible to allow a win-win situation.
The workers have a right to strike and the employers have a right to replace the workers if their negotiations become deadlocked. Employers have a right to permanently or temporarily replace striking employees. During a lockout, the employer can make temporary replacements in order to continue production; and not permanent ...Download file to see next pagesRead More
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