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,...

The position that I would use to support this position is that people in these professions must have specialized education and experience to work effectively in the areas. I would argue that the cost of their education is sufficient to create a barrier for new entrants if compensation is not sufficiently high. I would also argue that devaluing the professions raises the barrier for entry and results in lower quality services for the populations being served, which is ultimately detrimental to the employers in these fields.
The second interest I identified is the need for an increase in flexibility as far as hours and scheduling in the workplace. One position would be that increased flexibility would actually enhance work productivity and reliability because employees could schedule to cover times they knew they would be absent, rather than "calling in sick." Another position would be that allowing flexibility in the workplace would permit a better work-life balance, which would increase productivity and improve employee attitudes, leading to greater employee retention rates.

References

van Wanrooy, B. (2009). Women at work in Australia: Bargaining a better position? Australian

Bulletin of Labour. Adelaide: 2009. Vol. 35, Iss. 4, pg. 611.