Author Question: Which book on legal writing, currently in its 3rd edition as of 2013, includes the following ... (Read 64 times)

ericka1 · **on:** Aug 3, 2018

Which book on legal writing, currently in its 3rd edition as of 2013, includes the following sections: 1 ) Mechanics, 2 ) Grammar, Usage, and Editing, 3 ) Legal Documents, and 4 ) Scholarly Writing?

A) The Bluebook: A Uniform System of Citation
B) The Redbook, A Manual on Legal Style
C) ALWD Guide to Legal Citation
D) The Blue Book of Grammar and Punctuation

Question 2

Describe and explain four actions you can take to overcome problems with perceptions that the other party in a negotiation may have with you.

What will be an ideal response?

Tonny · **Reply #1 on:** Aug 3, 2018

Answer to Question 1

B

Answer to Question 2

1 . Seek to view the situation from the other party's point of view. While you need not agree with the other party's view, practicing empathy will provide you a better picture of his or her true feelings and a basis from which to work toward agreement. You may even be persuaded to modify your view based on consideration of the other party's views that have merit.
2 . Don't blame the other party for the problem, label his or her behavior, or act in other ways that create defensiveness. Parties in conflict tend to make statements that reflect a view that the other party is totally accountable while they are free from any responsibility. Such statements automatically create defensiveness in others who often lash back with similar counterproductive statements.
3 . Encourage open discussion of perceptions. The parties should be honest about their true intentions in pursuing the negotiation and frank about how they perceive the other's intentions. Their discussion should involve an open expression of concerns about each other's views and positions and how those positions affect their ability to enter an agreement. Each party may then be able to identify what issues are truly important or bothersome to the other party and what issues are less important.
4 . Ensure that the other party has a stake in the outcome by encouraging his or her participation in the process for achieving resolution. In the employment context, employees become frustrated when they feel they have no control over decisions affecting them. Their perceptions about what the employer is truly willing to do for them and consequently their reasons for taking hard bargaining positions are often an outcome of this lack of empowerment.