Negotiation And Industry Structure In Production

Discuss about the Negotiation And Industry Structure In Production.

Parties involved in the negotiation process

The negotiation process has become an extremely important part for the organizations in this business environment. The stakeholders of the organization are the main people who have the genuine interest in the negotiation process. The suppliers and the vendors have the main interest in the negotiation process within the organization. The interest on the negotiations will have to be grown among the people to resolve the various conflicts among the employees and the higher authority of the organizations (Chen and Pang 2012). 

It might happen that the employees, suppliers and the management might have some opposing discussions on some of the important issues within the organization (Lopes, Ilco and Sousa 2013). These differences of opinions could arise from the product deliveries, wage payments, incentives for the employees, quality of the products and many more issues as well. In these cases it is extremely important to make the negotiation process. The interests grow for the negotiation process since they want to resolve the various conflicts. If the disputes continue it will have severe impacts on the workflow of the organization (Chen and Pang 2012). 

The administrative issues must be resolved in this process as well. The communication between these parties is extremely important as well (Lopes, Ilco and Sousa 2013). The distributive bargaining has to be practiced in this context for the betterment of the situation. Some sections might be missed so the organizations must get the information about the missing parts. The priorities of the parties should be considered as important since these things could be included within the agreement as well (Feng and Lu 2013).

It is, however, very important to identify the several important needs for the organization to make in terms of making the negotiation plans effective enough. The negotiation process might have to face several challenges in the organizational context. These challenges will have to be taken as a very important thing indeed (Wallensteen 2015). These challenges or conflicts will have to resolve in the best ways. The stakeholders might incur several challenges within the organizational context regarding several issues. It is not necessary at all to get convinced that these are actual problems (Moore 2014). 

The comprehensive negotiations can only be made if the issues are valid and they need the proper attention. The employees sometimes might have to accept certain deals so they can get better facilities from the companies indeed. The stakeholder communication is very significant in this context since the employees will have to be practiced in this section. The main purpose is to keep a peaceful working environment within the organizations. Some useful resources should be utilized in this context like arranging the meetings between the managers, employees, suppliers and the concerned stakeholders (Folger, Poole and Stutman 2017). 

Needs, priorities and resources for the negotiation process

The priority for the stakeholders should always be to set up a proper working environment for the betterment of the organization. The goals and objectives of the organization will have to be set and the proper actions should be taken as the conflicts arise. The various phases of the negotiation should be discussed by aligning them with the goals of the companies (Katz and Flynn 2013). If these two factors do not match, the negotiation process should be implemented properly. One of the most important resources for this should be the free flow of the information about the work processes. The most important priority in in this course should be to decrease the differences and conflicts among the different parties. The solutions should be found for the organizations so the conflict negotiations can be made indeed. The Win-Win situations should be followed to develop the negotiation process properly as well (Deyoe and Fox 2012).

The problems raised in the conflicts should be mitigated for the betterment of the organizations. The growth of the organizations is very important and the organizations should always focus on utilizing the several resources for this. The negotiators might apply some strategies by which they would like to get the facilities. However, the goals and objectives of the organization should be set as per the strategies of the negotiators. The parties who are interested in the negotiation process must be inclined to take note of these strategic objectives of the organizations (Hillman 2014). 

The goals of the organizations will surely have some direct impact on the negotiation process as well. The planning should be made according to the resources of the negotiation like the opinions gained from the meeting between the stakeholders; the better options should be sought so the better outcomes can be gained. The employees should get committed to the work in the best ways as well.

The negotiation strategy that can be chosen for this paper is the interactive bargaining. This strategy has been chosen for many reasons. There are certainly many positive points behind this strategy in the best ways. The Win-Win scenario is expected as the outcome of the conflict negotiation matters. This strategy will be very much important for the organizations to follow since they all want to target on the success of the organizations (Weiss 2014). 

The parties in the interactive bargaining negotiation strategies should be able to concentrate on the several common issues rather than the differences. This will surely increase the smooth flow of the operations for the organizations at the first place. The needs and interests of the negotiators should be highlighted instead of the strategic positions of the negotiators. Generally all the parties in the organizations might have some demands and needs. It will be very important that all these demands are met properly for the overall welfare of the people as well. If these needs are met, the smart solutions can be gained. The negotiation parties should be able to exchange the important ideas and the information (Condliffe 2012). 

The selection of the negotiation strategy

The loss on each side should be detrimental for the organizations. This interactive negotiation strategy should focus on gain for both the sides. These new solutions will really be helpful for the organizations in the best ways indeed. The actual needs and desires of the negotiators should be understood properly as well. These alternative solutions will be highly important for the organizations (Baldwin, Bommer and Rubin 2012). The problems must be defined and these things should be kept in mind so the organizations can flourish by mitigating all the problems indeed. It is very important to choose the proper alternatives from all the options and implement them safely. The problem should be defined and the neutral options should be discussed as well. The barriers should be overcome in the best ways. The decisions should be made on the practical grounds as well. The relationship between the negotiators should be reinvented for the best interest of the various stakeholders. The interests can be more than one in this context as well. The proper interaction or communication is always present within the stakeholders or the negotiators.

The interests are sometimes very much complex and the negotiators might have to apply much creative things for the betterment of the situations. The interests of the parties can be different and this might be very crucial for them as well. In this manner, the organizations will have to implement such strategies by which the interactive bargaining can be finalized. The self-actualization of the negotiators is very much important, The negotiators should have the proper confidence within them so they can perform the negotiation process. The safety and the security of the employees are also needed as well. The costs of the negotiation agreement can be manipulated as well. The can also choose to align with the outsider forces as well. The concessions on the agreements are very integral for the negotiation process (Condliffe 2012).

The negotiation process has been very much safe. The interactive bargaining strategy for the negotiation process has been influential for meeting the needs of all the parties of the process. The individuals will be able to measure their experience in the best ways as they will see that their needs are fulfilled and they will not have any difficulties in any of the processes. The brainstorming process among the negotiators and the different parties will be an effective tool to measure their understanding and their involvement in the entire process (Condliffe 2012).  The field analysis will be an option to address the fact of how the negotiation process has put the impact. The use of the technology can be a very important factor in the gaining of the knowledge in this context.

The implementation of the technology will communicate all the things, the conflicts, their extents and many other things. These conflicting issues could find its resolution very urgently if the technological devices could be implemented (Weiss 2014).  The messages of the stakeholders could be communicated through all the stages. The acceptability of all the negotiation process by the parties of the process should be initiated by the experts. This will really be helpful to assess the success of the process. The interactive bargaining process has been very much successful for the benefit of the both the parties regards to conflict resolution.

References

Chen, M. and Pang, X., 2012. Leisure motivation: An integrative review. Social Behavior and Personality: an international journal, 40(7), pp.1075-1081.

Feng, Q. and Lu, L.X., 2013. The role of contract negotiation and industry structure in production outsourcing. Production and Operations Management, 22(5), pp.1299-1319.

Wallensteen, P., 2015. Understanding conflict resolution. Sage.

Moore, C.W., 2014. The mediation process: Practical strategies for resolving conflict. John Wiley & Sons.

Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies for relationships, groups, and organizations. Routledge.

Katz, N.H. and Flynn, L.T., 2013. Understanding conflict management systems and strategies in the workplace: A pilot study. Conflict Resolution Quarterly, 30(4), pp.393-410.

Deyoe, R.H. and Fox, T.L., 2012. Identifying strategies to minimize workplace conflict due to generational differences. Journal of Behavioral Studies in Business, 5, p.1.

Hillman, D.R., 2014. Understanding multigenerational work-value conflict resolution. Journal of Workplace Behavioral Health, 29(3), pp.240-257.

Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.

Condliffe, P., 2012. Conflict Management: a practical guide. LexisNexis Butterworths.

Baldwin, T., Bommer, B. and Rubin, R., 2012. Managing organizational behavior: What great managers know and do. McGraw-Hill Higher Education.

Lopes, F., Ilco, C. and Sousa, J., 2013, May. Bilateral negotiation in energy markets: Strategies for promoting demand response. In European Energy Market (EEM), 2013 10th International Conference on the (pp. 1-6). IEEE.