Negotiating Skills

Organisational culture can be acknowledged as the organisations personality; which is also referred to as corporate culture. Organisational culture is defined as the process of how things are dealt with within an organisation on a daily basis, affecting the employees and how they work, how they are relating to each other, to the customers and also their managers. Deal and Kennedy defined organisational culture as ‘the way we do things around here’ and Hofstede said it is ‘how people behave when no one is watching’ and ‘the collective programming of the mind’ (Deal and Kennedy 1982, Hofstede 2001).

The structure of an organization is very important because it determines the different roles and how all the departments perform. The organizational structure consists of a group of people that works together to achieve the goals that are implemented.

Ladies and gentlemen of this meeting I am honored and appreciative to have this chance to address you today. Niceville is my home and I want nothing more to than to see this great city shine and grow to its fullest potential.

Organisations must organise a structure so that their objectives can be achieved. A company will have different departments and procedures with each one having a special function. All of these organised departments and procedures are linked so the company can run efficiently. For many organisation this can be very complex has they will have offices in international countries around the world.

My time in the negotiation skills workshop was very humbling. Before the workshop began my negotiation ability was one of the business skills I knew needed the most improvement. When going into negotiations at work, prior to the course, the only thing I knew was that I wanted a lower price then I was given. What actually surprised me most what that I did actually have some effective negotiating strategies but I was correct in my belief that I had a lot to learn. When you have a goal but lack a game plan on how to achieve it that makes negotiating very difficult and something that I approached with much reservation at work.

Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. Organizational structure also determines how information flows from level to level within the company (investopedia.com, 2017). If one level or department does not undertake its function accurately the entire business suffers, because all the departments interrelated to each other. There are generally four types of organizational structure:

The labor relations process includes three phases, and one of those phases is the negotiation of the labor agreement. The negotiation process involves two different parties; the union, representing the employees, and the management/employer. The outcome of those negotiations has a drastic impact on the work lives of the employees, such as working hours, working conditions, hourly wages, benefits, and other policies. The negotiations also affect the business interests of the employers, such as labor costs, operation costs, and management control. Therefore, it is of the utmost importance for both parties to ensure that the negotiating team representing their interests has the

Developing a Successful Negotiating Style, because this is was the fourth case in the course, and since I believe I did a good job in the last negotiation, I was confident that my personal collaborate style has flowered. However, being the IAA team, I faced a problem of how to present this case to the other party. I could not come up with a decent plan to overcome the sociological barrier that came with the employment contracts. Thus, my style in the negotiation was more of a compromiser style, which I believe was a setback for me.

An organisational structure is defined as the framework in which the organisation defines how tasks are divided, resources are deployed and departments are coordinated (Daft, Kendrick & Vershinina, 2010, p.349). The organisational structure usually depicts the formal organisational structure which displays the official hierarchy and lines of authority with their spans of control (Ganguly, n.d.). There are however, informal structures that exist within the organisation which depict the way in which official rules are negotiated or subverted through the informal practices of subordinates (Ganguly, n.d.).

“Organizational culture is the informal values, norms, and beliefs that control how individuals and groups in an organization interact with each other and with people outside the organization” (George et al, 2002).

Organization structure can be defined as the pattern of relationship among positions in the organization and members of the organization. Structure provides the framework for organizational activities and the management. Organization structure can be described as a framework that delegates responsibilities, working roles and relationship, and channel of communication.

Ilich, John, 1980, Power Negotiating – Strategies for Winning in Life and Business, Addison-Wesley Publishing Company, Inc, Philippines

In today’s society it is very common that one will be involved in some sort of conflict. The conflicts or misunderstandings are often solved with some sort of negotiations taken place. One it come to negotiating, the most vital aspect of the negotiation process is preparation. During a divorce one can be faced with many different obstacles. The stress levels of each party tend to at the highest level throughout the entire process especially if the two spouse have shared children.

1.0 Introduction "Organisation structure is more than boxes on a chart; it is a pattern of interactions and coordination that links the technology, tasks, and human components and accomplishes its purposes’

Organizational structure is a system that consists of explicit and implicit institutional rules and policies designed to outline how various work roles and responsibilities are delegated, controlled and coordinated. (Investopedia, 2017) , It determines the guidelines of activities such as task distribution, coordination, and supervision to reach and achieve organizational objectives. The organization can be structured in various ways, depending on its objectives.