Why Negotiations Occur Within An Organization

The psychological contract can help both employee and employer to gain awareness on contemporary employment relationships; indeed, it has been debated that perceived obligations within the psychological contract are usually more vital to work related attitudes and behaviour than are the official and explicit elements of contractual acknowledgement (Grant, Branka and David 2010, 6-7).

This paper presents my reflections on the Negotiations: Strategy and practice coursework in the MBA program at Said Business School, University of Oxford. My paper will present various reflections on different themes of negotiation simulation undertaken by me during the course. This course has allowed investigating and reflecting on key drivers of negotiation techniques for me. I have learned that transparency and coalition are the core tenet of negotiation for me. For the purpose of this reflective exercise, I will conduct a comparative analysis of the process, dynamics and outcomes based on the themes such as negotiation styles, bargaining zones, power, emotion, coalitions, value claiming vs value creation etc. for the below-mentioned simulations:

Negotiation is a fundamental form of dispute resolution involving two or more parties (Michelle, M.2003). Negotiations can also take place in order to avoid any future disputes. It can be either an interpersonal or inter-group process. Negotiations can occur at international or corporate level and also at a personal level. Negotiations often involve give and take acknowledging that there is interdependence between the disputants to some extent to achieve the goal. This means that negotiations only arise when the goals cannot be achieved independently (Lewicki and Saunders et al., 1997). Interdependence means the both parties can influence the outcome for the other party and vice versa. The negotiations can be win-lose or win-win in nature.

The psychological contract is the unofficial agreement between employee and employer which “defines the conditions of each employee’s psychological involvement- both contributions and expectations.”. (Newstrom 2015). The

Negotiation is one of the most common approaches used to make decisions and manage disputes. It is also the major building block for many other alternative dispute resolution procedures. According to Christopher W (2012), negotiation is the principal way that people redefine an old relationship that is not working to their satisfaction or establish a new relationship where none existed before. Because negotiation is such a common problem-solving process, it is in everyone 's interest to become familiar with negotiating dynamics and skills. This section is designed to identify what worked well and not well in the negotiation. In addition, to present strategies that generally makes the negotiation more efficient and improvement in the next

Negotiation is one important part of both the professional and personal life in our everyday situations. It is critical for people to resolve disputes, distribute limited resources, and/or create something new that neither party could achieve on his or her own. Negotiations can range from coordinating project timelines with clients to asking for a raise to discussing holiday plans with family members.

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

Limitations that could be identified in the study were the small sample size that included only managers, was conducted only in New Zealand and therefore may not be able to be generalized to other countries (Cable, 2010). Results and discussion suggests that future research could expand the understanding on how the fulfillment of the psychological contract could impact an individual employee’s attitudes and behaviors (Cable, 2010).

Whether it is at work, church or in our private relationships, negotiations are a necessary tool for reaching an agreement. They are made by discussing each parties point of view with the aim being to reach an agreement that is mutually beneficial. For the most part, negotiation is the process by which those people involved successfully adopt or abandon their respective position through the use of positional bargaining. There are different types of approaches for the negotiation process - some hard and others soft in their manner of approach. The desired outcome of

The definition of ‘Employment’ and an ‘Employer – Employee relationship’ is one that has puzzled most commentators to the extent that there have been growing calls for shelving of the entire distinction between an ‘Employee’ and an ‘Independent Contractor’ through a broad understanding of ‘Employment’.

Critically evaluate the utility of the psychological contract for understanding the contemporary employment relationship. (2500 Words)

On the other hand, psychological contract consists of employee’s expectations about what they owe their employers such as hard work, loyalty and commitment in exchange of what their employers owe them such as opportunities for skill development, career growth, competitive compensation, healthcare benefits, among others. (Coyle-Shapiro and Kessler, 2000 as cited in Vikalpa, 2013). This psychological contract is unwritten. Now, a breach of this psychological contract can be defined as an employee’s perception that his or her organization has failed to fulfill one or more obligations associated with perceived mutual promises (Gakovic and Tetrick, 2003 as cited in Ballou, 2013).

This essay will attempt to accomplish other tasks as well. This essay will explain the current situation of employee relations in the UK which include the social and legal parameters in which these relations exist. This argument will also identify and highlight the many differing ideas and perspectives that are currently seen in today's workplace. Modernization and market trends will be important concepts in which my argument will be based upon. This essay will also evaluate the roles and mind frames of the main actors in giving an accurate definition of the state of current employee relations. To help give a fuller context of the argument the essay will also attempt to examine and rate the processes and procedures of employment relations and the problems and conflicts that can arise. This will all be done by examining the coffee company Starbucks is a relevant an useful example of a

Within nearly every organisation or company conflicts occur from time to time, between the employers and the employees. This paper argues what kind of conflicts

Employer-employee relationship in 20th century capitalist system is a power relationship and the constant thing about this relationship is conflict (Krahn, et al, 2015). The contradiction inherent within this relationship has to be negotiated, mediated and resolved in order for the production of goods and services to take place. Employers (state inclusive) and employees have an interest in the stability of the employment relationship as well as competing interests. It is this contradictory or dialectical character of the employment relationship that require understanding and management. This is the sociological importance of this study.