Collective Bargaining Negotiation

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Preparing for Negotiation The key to successful negotiations is preparation. Common steps to this critical task include understanding the issue, evaluating each party’s position, setting goals, objectives and expectations and determining what type of negotiation process will be used (Thompson, J., 2009, March). These are just the most critical factors in preparation and should not be considered an all-inclusive list of items, but rather looked at as the bare minimum.
Understanding the Issue: In order to negotiate from a strong position, it’s critical to have thoroughly research the issue. This involves knowing exactly what is being negotiated. This must be viewed from all sides, so as to get a complete picture of the issue and potential arguments
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Interest-based bargaining is also called integrative or win-win bargaining.” Interest bargaining should be the goal of most collective bargaining agreements (CBA), this allows both sides to walk away from the final CBA feeling that the agreement is fair and equitable, unfortunately, this may not always be the case for every section of the CBA. Depending on the demands and needs of each side, there may be some sections that fall into a more fixed end result, this typically will happen when there are fixed resources. To resolve these types of issues during the bargaining negotiations, often time the sides will use the other method of negotiation called distributive bargaining, which is defined by business dictionary (What is distributive bargaining?, n.d.) as “Zero-sum or win-lose negotiations (where one party 's gain is the other party 's loss). It occurs when a fixed amount of assets or resources are to be divided (such as between a management and a union) in situations where there is no understanding between the negotiating parties on the major issues. Also called distributive

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