Creating a Negotiation Simulation - Term Paper Example

All parties will enter the negotiation with the understanding that the problematic coworker is disliked and has been given many management-issued reprimands for poor performance and group work lethargy. In many instances, conflict between the coworker and others in the work environment has occurred, leading to further chastisement. The line manager understands that this problem worker continues to refuse to cooperate and generate high quality outputs, common knowledge for all parties. The coworker knows that her job could be at risk if there are further instances of negative social encounters, knowledge shared by the line manager.

Further, the problem worker has also been denied a merit pay increase for awful job role performance, a situation which leaked at the proverbial water cooler. Hence, it is common knowledge that this is the only individual denied a performance bonus, strengthening the significant anticipation that the day of her termination nears swiftly. It is also known by both parties that all disciplinary warnings, lack of bonus achievement, and continual management chastisement and private discussion still does not motivate or build incentive for cooperative behaviors with this employee.

Her work output is still at very inferior levels, a situation understood by all parties that will participate in the negotiation. It is also common knowledge that the problematic coworker uses regular psychological defense mechanisms when she is confronted by others for her behavior and inappropriate social attitude. She manifests paranoia through the defense mechanism of projection, attributing behaviors that she refuses to publicly acknowledge onto others. For instance, when it is implied that she is lazy, she instantly defends herself by iterating that it is her peers who are lazy and comes up with wild and delusional