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As you find information from your research pertaining to the negotiation and the demand(s) you have been assigned, post them in your group’s forum for all to review.
Collaborate on the research and start solidifying your case for each demand. Use the “Bargaining Zone” to determine your limits
Collaborate on the research and start solidifying your case for each demand. Use the “Bargaining Zone” to determine your limits
Topic: Overtime should be on a volunteer basis first and if additional personnel are needed then it can be made mandatory only if additional workers are needed. Persons out of town pre-approved vacations are exempt from mandatory overtime.
I need all the info you can find on this topic as possible that would help its bargaining value during a case. So the more info the better!
*if theres a way to get this sooner – even better – or in installments like half tonight the other half tomorrow – im ok w/ that! 🙂
***** need resources!
**a fellow classmate had a differet topic but just to give an example of the types of info i need — like i said just an example:
2 weeks paid vacation after 2 years of seniority, 3 weeks after 5 years of seniority
Although I believe that most companies do have a policy in affect for vacation schedules as to following these guidelines but I am sure there are companies out there that do not have adequate vacation schedules that are fair to its employees.
2 weeks paid vacation after 2 years within a company seems to be fair however there are some companies that will differ:
If an employee is not full time a company does not feel that the employee deserves or works to be eligible for paid time off. Is this fair?
*An employee with a part time status should they get paid time off for their time with the company?
I believe that if an employee is working as a part time status of say 15 to 20 hours per week vs. a full time employee of 40 hours then I feel that an employee should be eligible for 15 to 20 hours of paid time off after working with the company for 2 years. An employee could get two weeks of paid time off with the company for the average hours they have worked over the two years in service with the company (15/20 hrs.) or 3 weeks paid vacation for 5 years in service with the company following the same guidelines.
If the employee is a full time employee they should get the 2 weeks paid vacation for the 2 years in service with the company and 3 weeks paid vacation with 5 years in service with the company.
* When a company does allow and provide the employee with 2 weeks/3weeks vacation then the employee should follow a set procedure in taking paid vacation off by its employer. (request the paid vacation in an adequate amount of time so the employer can prepare for the absent employee, etc.)
I’m a little behind so need a lot more info on mine!
The Negotiating Process:
The Bargaining Zone
Source: Angelo S. DeNisi and Ricky W. Griffin, Human resource Management, 2nd ed., Houghton Mifflin Company, Boston, NY.
A useful framework for understanding the negotiation process refers to the bargaining zone, which is illustrated below. During preparations for negotiation, both sides are likely to attempt to define three critical points. For the organization, the bargaining zone and its three immediate points include:
1. the employer’s maximum limit
2. the employer’s expectation
3. the employer’s desired limit.
For example, the organization might have a zero increase in wages and benefits as a desired result (also known as management’s “target point”). But, it also recognizes that this desired result is unlikely and so what it expects is to have to provide a modest increase in wages and benefits totaling perhaps 4 to 5 percent. But is preparations are done thoroughly, managers also know the maximum amount they are willing to pay, which might be as high as 7 or 8 percent (management’s “resistance point”). Note that, in this example, management would rather suffer through a strike than pay more than an 8 percent pay increase.
On the other side of the table, the labor union also defines a bargaining zone for itself that includes three points. These three points include:
the union’s minimum acceptable limit on what it will take from management (the union resistance point: the settlement level below which the union will strike)
its own expectations about what management is likely to agree to
the most it can expect to get from management (the union target point).
For instance, the labor union might feel that it has to provide a minimum increase of 2 to 3 percent in wages and benefits to its members. They expect a settlement of around 5 percent but would like to get 9 or 10 percent. In the spirit of bargaining, they may make an opening demand to management as high as 12 percent. Hence, during the opening negotiation session, labor might inform management that it demands a 12 percent wage and benefit increase. The employer might begin by stating emphatically that no increases should be expected. Assuming, however, that some overlap exists between the organization’s and the union’s demands and expectations in the bargaining zone (a positive settlement zone), and assuming that both sides are willing to compromise and work hard at reaching an agreement it is likely that an agreement will in fact be attained.
Source: Ricky Griffin and Ronald Ebert, Business, 6th ed. Reprinted by permission of Prentice-Hall, Inc., Upper Saddle River, N.J.
