Specialist Advice for Dispute and Negotiation Management in Business Organizations

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Specialist advice helpful for dispute management in business organisation
Dispute management is synonymous to conflict management for any business
organisation (Saeed et al., 2014). Conflict management is the system to handle or manage
any conflict occurred in the workplace. The highest authority of the conflict management
facility is responsible to manage any dispute sensibly and fairly. The manager has many
options to handle any conflict in the business organisation.
Accommodation is the way to resolve the dispute among the employees. The conflict
manager set his/her own goals and objectives to resolve problems regarding the work
environment. Avoiding the minor issue is also another way the manager might follow to
solve any problem. This style of management results in neutral upshot. The employees
cannot reach their goals by this style of management. Collaborative is an amazing style of
management where the manager pairs up with each of the employee to reach their individual
goals. Competing is a win-loss method for conflict management. Here the manager tactfully
handles the conflict to reach his/her desired goal. The manager can also acquire the lose-lose
technique of handling conflict that is compromising.
Negotiation management of a business organisation
Etymologically the term in negotiation in business organisation stands for a common
bargaining process commenced to discover a general ground to settle down a problem of
communal concern to solve any conflict. The desired outcome of negotiation strategy of any
business organisation is to set a time boundary on accepting a specific deal point. Negotiation
is considered as a way of dispute management in business organisation (Lewicki, Barry, and
Saunders 2016). This strategy is familiar with other terms including agreement, settlement,
bargaining, and collaboration.

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There is no defined strategy of implementing negotiation in business organisation.
However, the agreement management requires lots of research. The research work includes
knowing about the importance of negotiation, concerned persons involved in it, understand
each individual’s point of view, aims, and expected outcomes of this strategy. Both the
groups should accept expected outcomes of this negotiation policy. The negotiation strategy
includes various dos and donts to generate uniformity.
Three ways to advocate organisation’s position in negotiation
Advocating the position of the organisation in negotiation refers to the process of
reaching the goal without any dispute. Negotiation position is discussed through meetings
and concerts. The identified ways to promote organisation’s position in negotiation are as
follows. Negotiators need to focus on interests and not on organisation’s position (Rojot
2016). The two concepts (focus on interests and focus on position) are completely different
from each other. Negotiators should infuse creativity in the applied strategies to strengthen
the position of the organisation. As demonstration, it can be said that going beyond the
conventional way of negotiation helps both the group to maintain the negotiation
management. Formation of innovative negotiating agenda opens up many scopes of
improvement for a business organisation. Tracing the opponent’s thinking is helpful for the
negotiator to position the business organisation in negotiation. This will also help in
understanding the work culture and the requirement of the faculties.
Aspects of an agreement outcome
The main purpose of an Outcome Agreement Management Plan is to provide benefit
from a documented method for contract management. It is also beneficial for long duration
contracts and for complex contracts. The documentation will include the organised, effective
management of outcome in accordance with the government business agencies. It provides

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organised practice in absence or change of the contract manager. The document will be free
from every contract obligations (Noe et al. 2017). Along with this, this document will outline
the technique of executing a particular contract. This document will list down some specific
queries that will include necessities of documentation distribution and constraints of
performance. The agreement outcome plan appears in a type of form written in formal
document.
Implementation of workplace agreement
Workplace agreement and contract agreement are completely different types of
documentation. Unlike contract of the common law, workplace agreement is necessary to
employ new staffs for any particular business organisation. It should be formally lodged with
the authority. Before lodging, the workplace there should be some specific documentation
procedure and penalties can be there for negligence. According to the rules of Australian
Workplace Agreements this documentations were familiar as certified agreements during the
year of 2006 (Bohatko-Naismith et al. 2015).
There are certain steps to implement workplace agreement effectively. Firstly, the
manager needs to consider the requirements of every individuals of the present organisation
before starting the negotiation. Secondly, after the primary drafting of the agreement the
authority board requires the vote of the employees to judge the effectiveness of the workplace
agreement. After the voting procedure, the authority board needs to lodge the agreement. The
lodging requires to be performed within fourteen days introducing the agreement. The copy
of agreement needs to be signed by both the authority and the employee of the particular
business organisation. Finally, the agreement will be allocated to any associate of the Fair
Work Commission and will be approved after satisfying certain factors by the member
(VanMeter et al. 2013).

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Purpose of Remedial Action
Remedial action is necessary to manage the occurrence of any product or service
deficiency. For products, repair and reworks are the two type of effective remedial actions. In
case of deficiency in service, initiatives are taken to improve the performance and to improve
the factors for satisfaction. Remedial actions plays an important role in the field of dispute
management (Schön 2017). Remedial action plans need to follow some stages to rectify the
deficiencies in an organised way. Meetings, conferences, and official conversation helps to
identify the deficiency and the field of its occurrences.
Some Possible Remedial Actions
As stated, remedial action aims to fix any deficiencies emerged in any business
organisation (Hardie and McKinley 2014). To form an effective remedial action the authority
needs to follow some fruitful steps that are
 Understanding the requirement of the organisation and planning accordingly.
 Developing documented agreement and providing necessary instruction through
training or other method.
 Implementing the planned strategies and improving according to the needs.
Ways to analyse strategic plans
Strategic planning are important for a business organisation to manage the activities
and set achievement priorities (Saunders 2015). There are many ways to analyse some of
them are
 Conducting competitive analysis – it helps to understand strategic movement of the
business rivals.

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 Specifying the opportunities and threats (Example SWOT analysis) – it helps to make
plans according to the requirement of the business organisation.
 Defining the customer segmentation – it helps in targeting prospective customers for
the particular business type.
Key aspects of strategic plans to define long-term operative relationship
The purpose of a strategic plan is to assure long-term cooperative employee
relationship in an agency (Austin and Pinkleton 2015). The key aspects in a strategic plan that
ensures the employee relationship for a long period are
 Aspects to make the strategic plan engaging for the employees.
 Strategies should be objective and goal oriented.
 It should be transparent to the authority and the employees also.
 Absence of any sense of urgency makes a strategic plan vague.
 Most important part is proper execution of the strategic plan.
Measurement to analyse performance in workplace objectives
To work in an organised way, an employee must plan for some goals and objectives.
These performance objectives needs to fulfil some requirement to achieve the efficient level
(O'Neill 2016). Through the objectives, an employee must be able to perform the following
 The employee will develop proper knowledge about the job and will able to
understand the urgency to take further responsibilities.
 Employee must be able to support in associate the vision and mission of the business
organisation.
 Employee must gain the ability to work in collaboration and learn with peer group.
 Plans should take in consideration the ideal stakeholders that might be obstructed.