Dispute Resolution Between Management and Union

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Dispute resolution procedure

Although there are different types of resolving the conflicting situations in the workplace, it is important to point out that the major patterns include adjudicative and consensual processes. The negotiations between management and unions are more typical for the later ones. In such a way, collaborative video conferencing that was conducted between the side of the Management and the side of the Union was a way to find a consensus in a particular situation.

It is also significant to underline that the two most influential factors, in this case, are strategy and interests. From the standpoint of the Management side, it is important to point out that our major interest, in the given situation, is to organize the working process of the employees in such a way that it is not only comfortable for them but also cost-efficient.

For that reason, the basis of our negotiating strategy for the dispute resolution procedure is both to show respect and interest in the side of Union, to convince them in the Management’s respect for employees. Overall, explaining how cost-efficiency will be a benefit not only for the company in general but also for its workers, in particular, as well. Thus, the strategy will be based on active listening and being supportive regarding the needs of employees, as well as convincing the visitors who represent the Union that the Management is ready to provide the best consensual option possible.

In such a way, the objective is to affirm the opposite side that our team is looking for a solution that is suitable for both sides and is acting in the interests of both the executives and company overall and employees themselves. The reason for that is that cost-efficiency incorporated daily will provide more additional benefits that the Union side is looking for in these negotiations. It is also important to point out that, the Management side is planning on reaffirming the issue that is discussed and making sure that the Union attempts to address the same problem. In the process of discussing conflicting points, especially those that are initiated by the Union team, the strategy is to listen actively to the suggestions they made.

However, the main point is that those suggestions should be accepted by both sides if they are consensual. In such a way, the management side will be able not only to employ the best suggestion and defend the idea of cost-efficiency as a priority but also to attempt to resolve the issue for a longer period.

Reflecting on the preparation and research process

The key issues for the team, its BATNA and Bargaining Zone

One of the key issues for the Management team is to make sure that our team is listening carefully to the suggestions made by the Union and tries to reaffirm all the issues with the employees. However, it is also important that the objective of our side is to preserve and extend the cost-efficiency of the working process in any circumstances. Thus, the issue is the freedom of the management to protect the aspects crucial for the company by supporting its cost-efficient approach. BATNA and bargaining zone are two variations of bargaining power that will be used in the process of negotiations.

Thus, our best alternative in the agreement that we reach during the negotiations is to provide additional benefits for the employees in terms of their vacations or sick leaves but to preserve cost-efficiency during the working process on the daily basis. In terms of the bargaining zone, our team is prepared to provide more flexibility in work hours.

The main issues for the opposing team

Overall, it is reasonable to suggest that the opposing team would be looking for a more flexible schedule for the employees and a rise in pay rates. While we can negotiate the former issue, the latter one is of great significance for our team because our strategy is based on being cost-effective.

Research for the negotiation and information sources

The basis of our team’s research will be to explore different negotiation practices and the current situation on the market. Even though there are a lot of theoretical approaches, it is also important for our team to consider a daily practice of the negotiations. For that reason, one of the major resources of our preparation is to examine the existing real-life cases of negotiating between companies and unions.

Founding the solutions

The solution was found from realizing that there is a need for a compromise because, in the modern business, environment the interests of employees are also important for the interests of the management. The job satisfaction and motivation to work also affect the performance and, therefore, enhance the cost-efficient approach.

The triggers of the negotiation

The major trigger of the negotiations, in this case, is the readiness of the Management side to listen carefully to the opposition and to reaffirm every issue with them.

The barriers to the negotiation

The biggest hindrance related to conflicting interests. In the situation, where the Union side considers the pay rates to be a crucial point of the negotiation, and the Management team’s main objective is to preserve it at the current level, finding consensus or even temporal compromise will be more difficult.

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