Negotiating Strategy on XYZ Airport Services Essay

Negotiating Strategy on XYZ Airport Services - Essay Example Under this stage, XYZ should get to know the other party (Airport Authority) by initially setting an appointment. Before making any attempt to establish a wide-range of the settlement with the Airport Authority, the top management of XYZ should carefully plan on some strategies that could enable both parties to come up with a win-win situation or conduct negotiations on neutral ground (Guirdham 2002, pp. 400 – 404). Since negotiation process is dynamic by nature, Shell (2001) suggests the need to be careful when choosing the best bargaining style. In line with this, negotiator such as in the case of XYZ company should consider not only the culture but also the personality of the people behind the Airport Authority. For instance: The personality of the people behind the Airport Authority is outgoing. Therefore, it is necessary on the part of XYZ company to satisfy the personality, needs and wants of the people behind the Airport Authority. Since most of them are outgoing people, XYZ management should invite and treat these people to have lunch or dinner as a group meeting or play golf while discussing the issue involved. This strategy will enable XYZ management to easily win the trust and sympathy of the people behind Airport Authority. Becoming familiar with the entry phase of negotiation is a crucial factor that determines whether or not the outcome of a given negotiation process can be successful. Right timing is very important in the negotiation process. As explained by Zartmann (2002) and Rubin (1989), the process of knowing the phases of negotiation could somehow enable the negotiator to know whether or not it is the right time to begin the pre-negotiation stage, the formal negotiation stage which normally takes place after the preparation stage, and ends the bargaining process which is the post-negotiation stage.

Managing Diversity Assignment Example | Topics and Well Written Essays - 2500 words

Managing Diversity - Assignment Example Successful organisations take pride in implementing diversity at work places and they devote some resources as well for taking care of this challenge. The changing demographics of UK further compound this challenge. There are a large number of ethnic minorities in UK, and a recent study projects that, by 2020 half of UK's population will be over-50, and a third of those between 50 and retirement age will be classified as disabled. Government of UK has also realized the need for paying more attention towards the diversity in the society and managing it. The 'Commission for Equality and Human Rights (CEHR)' has been set up by the Equality Act 2006, which emphasizes2 that 'Equality, diversity, and respect for the human rights and dignity of every man, woman and child are core values that define our lives in Britain.' The vision for the CEHR is based on the Government's view that equality is not a minority concern - it matters to every citizen. The commission will be fully functional by October 2007. While the spirit behind this act has got an overwhelming support from HR practitioners, apprehensions3 are also expressed by many speakers during a conference on race, held in London in November 2006. while HR professionals are taking a sigh of relief that the legislative mess of dealing with 35 Acts, 52 statutory instruments and 13 codes of practice on equality issues will be over with the implementation of CEHR, there are other speakers during this conference, who believe that racial concerns will slip down the agenda once they become just one part of the body's work, as it gears up to fight discrimination on seven fronts. A survey4 of 112 HR practitioners by Personnel Today's sister publication IRS Employment Review, shows that respondents hope the CEHR will make things simpler. It is worthwhile here to note that implementation of any law in letter and spirit depends on the intentions of the organisation and how seriously it values the corporate social responsibility. Therefore CEHR will have more of a guiding and nudging role in carrying out the tasks. In fact the survey findings also point out that 81% respondents would be happy if the commission just issued advice on good practice and tools for employers, rather than carry out investigations (40%) and legal enforcement (31%). Diversity Strategy and Organisational Effectiveness The global economy has made it almost mandatory for international corporations that an effective strategy is adopted for managing the diversity. Companies are moving towards flatter organizational structures, and the global economy is allowing the movement of the workforce across national boundaries, effective interaction amongst diverse workers becomes more critical for the smooth organizational functioning. In fact now that debate has started whether the concept of 'managing diversity; forms an alternative to 'equal opportunities' based on gender bias. In the UK, human resource practitioners and academics alike are becoming more aware of the emergence of managing diversity. There is now a view that, after twenty years of the '