Describe the first step of the negotiation process. How does this ...

[geoffrey]

Describe the first step of the negotiation process. How does this step affect negotiating parties' relationship? How does the negotiating parties' relationship help determine the kind of bargaining that will be done (integrative or distributive)?
 
  What will be an ideal response?

Question 2

Imagine that you are a manager of a multifaceted manufacturing operation with a new crew of twenty arriving for training. The crew is comprised of different types of learners.
 
  Describe a training program comprised of three different sessions that would cater to four different individual learning styles. State whether each of the training sessions would be on-the-job or off-the-job training and whether it is formal or informal.
  What will be an ideal response?

[Smiles0805]

Answer to Question 1

The first step of the negotiating process is planning and preparation. Before negotiating it's important to prepare by considering the nature of the conflict, the history leading up to the negotiation, who's involved and what their perceptions of the conflict are, what is desired from the negotiation, and what you hope to achieve.

Relationships can change as a result of a negotiation, so that's another outcome to take into consideration in the planning and preparation phase. If one side completely wins a negotiation, it can push the other side into resentment or animosity. It might be wiser to pursue a more compromising style. If preserving the relationship will make you seem weak and easily exploited, you may want to consider a more aggressive style.

In terms of intraorganizational behavior, all things being equal, integrative bargaining is preferable to distributive bargaining because the former builds long-term relationships. Integrative bargaining bonds negotiators and allows them to leave the bargaining table feeling they have achieved a victory. Distributive bargaining, however, leaves one party a loser.

Answer to Question 2

In the first session, a good manager could introduce the skills needed for success in the manufacturing line through a short, formal, and direct lecture provided by management. During the lecture, a visual aid and reading material with the information could be distributed. Using this method would encompass the learning styles of the listener, the reader, and to a lesser degree the observer (with the visual aid). Although lecture styles have a poor reputation, evidence shows that they are surprisingly effective and would be a good introduction and ice-breaker. Because this training is planned in advance and has a structured format, it would be a formal, on-the-job training.

In the second session, the manager could assign small groups of trainees to follow a mentor for a day and observe the job while it is being performed. This formal, on-the-job training would best cater to the observer's learning style. At the end of the day, the mentor could allow each participant to perform part of the work, therefore catering to the participant's style.

In the third session, the manager could assign the training class an off-the-job, e-learning course about safety. This would cater to the observer and listener. It would be formal, and yet flexible and nondisrupting.