EFFECTIVE NEGOTIATION
A practical guide
by Robert Heron
Caroline Vandenabeele
| Foreword
1. Defining negotiation
2. Main features of the negotiation process
3. Negotiation outcomes
4. When to negotiate
5. Structure of negotiation
A. Preparation
1. Collecting information
2. Setting objectives
3. Establishing priorities
4. Assessing the other party and its case
5. Developing a negotiation strategy 6. Knowing policy constraints and mandate limitations
B. Discussion
1. Communicating
2. Questioning 3. Signalling
4. Presenting arguments
C. Bargaining
D. Closure and agreement
6. Deadlock
7. Different styles of negotiation
A. Cooperative negotiation
B. Competitive negotiation
8. Note-taking and keeping records
9. Press statements
|
Foreword
Negotiation is part of our daily life. In the workplace, negotiation is the basis for finding a balance between workers' and employers' interests and reaching mutually acceptable terms and conditions of employment. Thus, an understanding of the negotiation process is a prerequisite for developing sound industrial relations. This includes the settlement of industrial disputes through, for example, conciliation, which can be seen as an extension of the bargaining process.
There are many factors which will influence what a party can achieve from industrial relations negotiations. These include the overall state of economy, the capacity of an enterprise to pay, the degree of unionization in the workplace, and the general state of relations between workers and employers. How skilled the parties are in negotiations is another factor. Negotiation is a skill which can be developed. Following certain steps in the preparation, conduct and closure of negotiations will increase the possibility of better outcomes for both sides.
This publication explains what negotiation is and sets out, in simple language, the steps which can be followed to make negotiations more constructive and successful. It can be used for both group training and individual learning.
The translation of this guide into national languages is encouraged, as are comments and suggestions for its improvement from those who use it.
The guide has been prepared by Mr. Robert Heron, Senior Labour Administration Specialist, and Ms. Caroline Vandenabeele, Associate Expert in Labour Law and Industrial Relations, of the ILO East Asia Multidisciplinary Advisory Team.
W.R Simpson Director ILO East Asia Multidisciplinary Advisory Team (ILO/EASMAT)
Bangkok
June 1997
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