Negotiation and Strategies and Procedures

Negotiation and Strategies and Procedures According to van Wanrooy, there are a number of fundamental problems facing women in the workplace in Australia. Many of these are the result of decentralization, which has helped strip women of the bargaining power that they had through a centralized wage setting scenario. One of these problems is the idea of the full-time male breadwinner, which suggests that women's wages are somehow supplementary income.

Another fundamental problem is that many traditionally female occupations, such as teaching and nursing, has resulted in the devaluation of the entire occupation. Pay is not the only issue impacting women at work; the lack of flexibility in work hours also impacts their non-working hours. One of the issues impacting women's working lives is that women hold a greater percentage of part time jobs than men, and those men who do hold part-time jobs are generally in traditional stages, such as being students.

Furthermore, female part-time workers are more likely to have childcare responsibilities than their male counterparts. Women also hold more casual jobs than men, which means they are more likely to be employed in jobs with no paid leave and with unpredictable schedules. Women are also more likely to be employed in lower-skilled work than men, but there is some debate over this because traditionally feminized work is considered lower-skilled.

Women and men in lower skilled positions earn comparable incomes, while there is a significant gender gap in pay for higher-skilled positions. However, the concentration of women in lower skilled positions leads to overall lower pay for women. Furthermore, women are more likely to be in salary positions, which eliminates penalty or overtime pay, with women who work extra hours receiving time off at a later date, rather than additional pay. Women are also more likely to rely upon award amounts, rather than seek greater compensation.

Knowing the particular challenges facing women in the workplace, I would prepare for the negotiations in several different ways. The first thing I would need to do is engage in substantial research to determine what is the Leaving Price (LP) for the women. At what point are the women ready to get up and "leave the table" if their demands are not met.

Given that the group that I am representing is so large, it will be difficult to determine this LP on a collective basis, since some women will have much greater flexibility in need for employment and ability to withstand a period of non-employment than other women. Therefore, it is critical to understand the LP for the entire group. Once I understand the LP, I need to determine the Entering Price (EP).

What will I ask for as I enter into negotiations on behalf of the women? To really develop my EP, I need to understand the critical issues that impact women in the workplace. I also need to ensure that I put in enough difference between my EP and my LP that there is something to give up in the negotiation process, so that I can move towards an agreement with the employers.

It would help for me to have some understanding of the LP and EP of the employer side of the negotiations, therefore, I would consult with any available experts who might be better able to explain to me the position that the employers take. One of the main components of the preparation process would be to rehearse negotiations with the female representatives of the working women.

Women at almost every skill level of employment indicate a lack of faith in the bargaining process; so that they do not feel that they can meaningfully impact their employment situations through bargaining, which leads them to settle for the award rates in pay scenarios. Even in a negotiation where they do not actual negotiating, I am very concerned that this attitude could make our position seem weaker and make it less likely for the bargaining session to be successful.

Therefore, any woman who will sit down at the negotiation table with me will be thoroughly rehearsed so that she can project an air of confidence and make it clear that, if the LP is not met, there will be no agreement. I have identified several interests and positions in this negotiation. Interests are non-negotiable, but the positions that I adopt are used to support my interests and can be negotiated. interests that I have identified in these negotiations include.

The positions include identifying things that are of value that can be exchanged for things that are also of value. In fact, in the whole negotiation process, almost anything that is not an interest can be looked at as a position, since any communication, option, or solution that is considered in the negotiations has to be evaluated in terms of what it will do for the interests. The first interest I identified is redefining traditionally.