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The issue is one of discrimination and has a number of laws and regulations that relate to the same. Hence while preparing for the meeting, it will be important to keep completed track of records of each of the three teams, i.e. production plant, sales department and administrative department. Here a detailed list of employees and the history of the position of the women in the teams will be learnt. Also a detailed understanding of the employee and the pay scales will also be kept to help build a strong case.
The negotiation approach that will be attempted for this negotiation will be a bilateral negotiation. The main reason to choose this method of negotiation is to ensure that both the parties, i.e. the employees as well as the management are both satisfied and the needs and demands of both parties are met. The approach will be very professional with detailed information that is backed with evidences (Harvard Business School Press). This will help ensure that there are no loop holes in the negotiation and the demands and will be based completely on the true facts rather than unnecessary allegations.
The point of interest here in this case is the need for the demands of the women employees being met and the availability of higher levels of jobs to the employees. Another point of focus here is the availability of jobs to women and an equal level of importance to both men and women thereby ensuring that true talent and skills are not wasted. Also the main interest here is to ensure that there is no form of discrimination among the employees and all employees are given equal level of pay for the same work that is completed without any impact based on gender of the individual (Lewicki, Saunders and Barry).
Firstly, considering the production plant, the total number of people working here is almost 20,000. Of these 5000 workers are women. The first suggestion to the management will be to keep this as it is
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