NEGOTIATION, BARGAINING AND ADVOCACY.

Dear expert, written assignment that should be presented in a professional way with correct spelling and grammar. Structure and flow support the discussion and readability. please find all the attached document and follow the assignment Rubric criteria.

Running head: NEGOTIATION, BARGAINING AND ADVOCACY
NEGOTIATION, BARGAINING AND ADVOCACY
Name of the Student:
Name of the University:
Author’s Note:

1NEGOTIATION, BARGAINING AND ADVOCACY
Introduction
As opined by Froissart (2018), the processes of negotiation and bargaining are important
from the perspective of the contemporary business corporations because of the large number of
conflicts or for that matter other kinds of issues that they commonly face in the present times.
Carroll and Mackie (2016) are of the viewpoint that the management or the leadership approach
followed by the business corporations, the nature of the employee management practices
followed by them, the nature of the work roles that the employees are required to perform or the
job design within the framework of the business corporations. Furthermore, for the effective
usage of the processes of negotiation and bargaining the business corporations are required to
follow the set rules or for that matter the stipulations related to the same (Rojot 2016). This
becomes important from the perspective that the effective usage of the different stages or for that
matter the stipulations related to the processes of negotiation and bargaining greatly determines
the outcomes of the same and thereby helps in the adequate resolution of the issues or the
conflicts faced by the employees or the business corporations (Rahim 2017).
Golann and Folberg (2016) are of the viewpoint that the business corporations while
negotiating or for that matter bargaining with their employees are also required to take into
account the different theories or conflict, power and motivation for the attainment of the best
possible results. This becomes especially important because of the fact that if the issues or the
conflicts faced by the workers within the framework of the different business corporations are
not being resolved in an effective manner then along with adversely affecting the overall
organizational or for that matter the workplace culture of the business corporations it can also
adversely affect the employee productivity as well (De Stefano 2018). It is in the light of these

2NEGOTIATION, BARGAINING AND ADVOCACY
aspects that the concepts of negotiation and bargaining had become important from the
perspective of the different business corporations. The purpose of this paper is to undertake an
analysis of the concepts of negotiation and bargaining in the particular context of the case study
of Mr. Mark Johnson and his promotion at Darwin.
Overview of the Situation
Mr. Mark Johnson had recently been promoted to the designation of the post of the plant
manager in the corporation Darwin, which is a unit of the Australian Appliance Company.
However, the promotion under discussion here rather than being a happy prospect for Mr.
Johnson had presented itself with various kinds of issues that he needs to effectively resolve so
as to perform well in his job. For instance, one of the most important challenges that Mr. Johnson
faces presently can be attributed to the fact that since the traditional times the concerned
corporation had been used to following the centralized form of management style and thus the
different important management employees were required to report directly to the headquarters
of the concerned corporation. However, in the present times it had been seen that the
management team of the concerned corporation had decided to take the help of the decentralized
form of management style and it is a part of this decided that Mr. Johnson had been appointed as
the plant manager of the corporation.
More importantly, it had been seen that the management team of Darwin is unsatisfactory
with the performance of the employees over the years and thus it had been forced to take the help
of cost cutting measures like reduction in operations cost, employee redundancy and others.
Furthermore, although the concerned corporation had decided to open a new plant yet it had been
seen that the management team of the corporation had decided to take the help of the existing

3NEGOTIATION, BARGAINING AND ADVOCACY
employees of the corporation who over the years have failed to deliver satisfactory performance.
In addition to these, the image of Mr. Johnson as a perfectionist within the framework of the
concerned corporation is another important which is another cause of worry for the existing
employee who over the years have not placed much reliance on the aspect of employee
productivity or for that matter the adequate completion of the tasks which were delegated to
them. These in short are some of the major problems that Mr. Johnson is facing presently post
his promotion to the post of the plant manager.
Usage of the models and theories of motivation, power, and conflict for the analysis of the
problems that Mr. Johnson should anticipate in Darwin
An important issue that Mr. Johnson faces can be ascribed to the decision of the
management team of the business corporation under discussion here to switch from the
centralized form of management to the decentralized form of management. In this relation, it
needs to be said that this decision of the management team of Darwin had been influenced by the
below par performance of the employees of the concerned corporation over the years. However,
at the same time it needs to be said that the effective usage of the decentralized form of
management is likely to be a difficult one within the framework of the business corporation
under discussion here because of the organizational structure followed by the same. For instance,
the case study clearly reveals the fact that the business corporation under discussion here does
not have any regional managers or for that matter general managers and thus the decision of the
management team of the concerned corporation to take the help of the process of decentralization
is likely to pose various problems for the employees and also the corporation. Firstly, this is
likely to adversely affect the process of information transfer from the management team to the
employees which in turn is likely to adversely affect the adequate completion of the job roles that

4NEGOTIATION, BARGAINING AND ADVOCACY
they are required to perform within the business corporation. Glynn, Cadman and Maraseni
(2017) are of the viewpoint that one of the most important features of the successful business
corporations is the fact the adequate work-related and other kinds of relevant information are
being cascaded to the employees in a timely manner. As discussed by Beyers and Hanegraaff
(2017), this in turn helps the employees to effectively complete the different job roles or for that
matter the tasks which are being delegated to them. For instance, in the absence of the adequate
transfer of information from the management team to the employees the employees are likely to
find it very difficult to adequately complete the tasks or the job roles which are allocated to them
and this in turn is once again likely to adversely affect not only the individual employee
performance but the overall organizational productivity as well (Singer 2018). This becomes
especially important from the perspective of the business corporation under discussion here since
over the years it had been seen that the workers of the concerned corporation have failed to
perform as per the expectations of the management team of the concerned corporation.
Secondly, the decision of the management team of Darwin to undertake the process of
decentralization is also likely to adversely affect the power balance within the spectrum of the
concerned corporation. For instance, over the years Darwin had taken the help of the legitimate
form of power for the management of the relations between the employer and the employees and
this also greatly supported the centralized form of management style followed by the concerned
corporation. Coutinho et al. (2016) are of the viewpoint that the concept of legitimate power
stems from the feeling of responsibility on the part of the workers towards the management team
or for that matter of the entire business corporation by virtue of working for the concerned
business corporation. Adding to this, Khan, Zolkiewski and Murphy (2016) have noted that the
management team of the business corporations for the adequate usage of the construct of

5NEGOTIATION, BARGAINING AND ADVOCACY
legitimate power are required to take the help of the construct of reward and punishment. For
instance, in the business corporations wherein this particular kind of power balance exists it is
seen that the employees who are performing as per the expectations of the business corporations
are being rewarded whereas the employees who do not perform as per the expectations of the
business corporations are being punished (McDougall 2016). In the particular context of the
business corporation Darwin it had been seen that the management team of the concerned
corporation had punished the employees by terminating them or for that matter making them
redundant since they failed to perform as per the expectations of the concerned corporation. In
this relation, it needs to be said that the case study highlights the promotion received by Mr.
Johnson as an initiative on the part of the business corporation under discussion here to
effectively reward the employees who perform as per the expectations of the concerned
corporation.
Shollo and Galliers (2016) are of the viewpoint that one of the most important ideas that
had gained a substantial amount of prominence within the landscape of the contemporary
business world is the fact that the leaders or for that matter the managers are required to be
exemplary in nature and therefore lead by example. Adding to this, Lever and Swailes (2017)
have noted that the managers or the leaders who follow the method of leading by example have a
far greater chance of attaining success and thereby influencing the behavior of their followers
than the leaders or the managers who do not take the help of the same process. More importantly,
as discussed by Jansen (2017), the effective usage of this method enables the leaders or the
managers to set a standard which the employees need to follow for the completion of the job
roles or for that matter the tasks that had been delegated to them. However, in the particular
context of the case study under discussion here it is seen that the reputation of Mr. Johnson

6NEGOTIATION, BARGAINING AND ADVOCACY
precedes him and he is being widely regarded as a perfectionist within the framework of Darwin
because of the high efficiency with which he works. In this relation, it needs to be said that this
rather than serving as a positive point for him is likely to cause various kinds of problems for
them. For example, the employees had not been following the working style mandated by the
management team of the business corporation under discussion here and this in turn had made
them incapable of performing as per the expectations of the management team of the concerned
corporation. More importantly, the workers for the new plant had been selected from the existing
plants of the concerned corporation who had not performed as per the desired standards. In the
light of these aspects, it can be said that the reputation of Mr. Johnson as a perfectionist is likely
to freak out the employees which in turn is likely to make it very difficult for Mr. Johnson to
achieve the performance standards or for that matter the objectives with which he was made the
plant manager.
Specific behavioral guidelines that Mr. Johnson needs to follow
Andriof and Waddock (2017) are of the viewpoint that one of the most important
requirements of the modern business world is the fact that the managers or for that matter the
managers are required to amend their leadership or the management styles as per the needs of the
situation. As discussed by Church (2016), this is not only likely to enable the leaders or for that
matter the managers to adequately adjust themselves to the concerned situation but also resolve
the same in the best possible manner as well. More importantly, as stated by Fells (2016), one of
the most important reasons why the managers or for that matter the leaders are being appointed
within the spectrum of the different business corporations is to enable the corporations to
effectively overcome the issues or for that matter the challenges that the concerned corporation
faces. In the particular context of Mr. Johnson as well it can be said that he had been appointed

7NEGOTIATION, BARGAINING AND ADVOCACY
by the business corporation Darwin for the effective resolution of the issues that the concerned
business corporation is facing presently. Thus, it becomes important for Mr. Johnson to
effectively understand the issues that the employees or for that matter the business corporation
under discussion here is presently facing and thereby modify his management or leadership style
on the basis of the same.
An important factor that had substantially contributed towards the issues faced by Darwin
and its employees can be attributed to the low level of employee motivation among the different
employees of the concerned corporation. Beyers and Hanegraaff (2017) are of the viewpoint that
the business corporations are required to take the help of adequate theories of employee
motivation for the purpose of effectively motivating the employees who are related to them.
Adding to this, Glynn, Cadman and Maraseni (2017) have noted that this is important since the
production or for that matter the performance of the workers greatly depends on the level of their
motivation. For instance, it had been seen that the workers who are highly motivated are likely to
perform in a much better in comparison to the workers with low levels of motivation. In the face
of these aspects, it can be said that this is important for Mr. Johnson to take the help of adequate
theories of employee motivation so as to effectively motivate the workers of Darwin who over
the years have been unable to perform as per the expectations of the concerned corporation. For
instance, the adequate usage of the different theories of employee motivation like Hertzberg’s
dual factor theory, Maslow’s hierarchy of needs and others would not only enable Mr. Johnson
to effectively fulfill the different needs of the workers of Darwin but would also enable him to
adequately motivate the workers as well which in turn is likely to effectively enhance their job
productivity.

8NEGOTIATION, BARGAINING AND ADVOCACY
Carroll and Mackie (2016) are of the viewpoint that the usage of the construct of reward
and recognition helps the business corporations and also the different managers or the leaders
who are related to them to effectively enhance the performance of their workers. As discussed by
Brijs (2016), the usage of the construct of reward and punishment helps the business
corporations to effectively create a reward power culture with their business corporations
wherein the workers are being rewarded or for that matter punished as per the performance that
they give. Adding to this, Andriof and Waddock (2017) have noted that the usage of the process
of reward and punishment helps the business corporations to adequately influence the behavior
of the workers as well and thereby their performance. For instance, the workers have the
opportunity to experience at firsthand the benefits or for that matter the rewards that they are
likely to get if they perform as per the expectations of the business corporations and this in turn
helps the business corporations to adequately influence the performance of the workers (Yeung
2017). This is something that Mr. Johnson needs to use for the effective enhancement of the
performance of the workers who are related to the business corporation Darwin. More
importantly, the effective usage of this method is likely to help Mr. Johnson to overcome the
most important issue that the business corporation under discussion here is presently facing, that
is, the inability of the workers to perform as per the expectations of the concerned corporation.
As discussed by Singer (2018), the adequately usage of the constructs of negotiation and
bargaining helps the business corporations to effectively resolve the different issues or for that
matter the challenges that they are facing. However, as stated by Rahim (2017), for the effective
usage of the processes of bargaining and negotiation the business corporations are firstly
required to organized a one-on-one meeting with the key stakeholders and place their demands
before them. Furthermore, a final decision is being only when all the individuals who are

9NEGOTIATION, BARGAINING AND ADVOCACY
involved in the process have reached a consensus. This is something that Mr. Johnson needs to
use for the resolution of the employee performance and behavior related issues that the business
corporation under discussion here is presently facing. For instance, he has the option to call a
meeting wherein the representatives of the employees and also the management team would be
present and place before them the expectations of the concerned corporation. More importantly,
he also needs to offer a patient ear to the different demands of the employees or for that matter
their grievances which in turn are hindering them to effectively perform as per the standards or
the expectations of the business corporation. In addition to these, he needs to ensure the fact that
the demands or for that the grievances of the employees which are completely valid are being
fulfilled and also a consensus is being reached regarding the standard as per which they need to
perform. This in turn is likely to help the business corporation under discussion here to
effectively resolve the issues that it is facing.
Khan, Zolkiewski and Murphy (2016) are of the viewpoint that an important reason for
the various performance related issues that the different business corporations face can be
attributed to the high performance standards that they have established or for that matter outlined
for the employees. As discussed by De Stefano (2018), it is important for the business
corporations to establish performance standards taking into account the competencies or for that
matter the abilities of the workers rather than from the perspective of the enhancement of the
profit of the business corporations. Adding to this, Golann and Folberg (2016) have noted that
this can be explained on the basis of the fact that if the business corporations set too high a
performance standard for the employees then it is likely that the employees would not only be
not able to achieve them but also would start to feel demotivated as well. In the particular context
of Darwin it is seen that the appointment of Mr. Johnson as the plant manager of the concerned

10NEGOTIATION, BARGAINING AND ADVOCACY
corporation had created this kind of feeling among the employees. Thus, it is important for Mr.
Johnson to effectively convey information regarding the kind of performance that the employees
need to give. More importantly, the performance standard needs to be set by Mr. Johnson taking
into account the abilities or for that matter the capabilities of the workers rather than taking into
account the kind of performance that he himself used to give.
Conclusion
To conclude, the business corporations during the course of their business operations face
different kinds of issues the effective resolution of which becomes important from the
perspective of the long-term growth as well as the profitability of the business corporations.
More importantly, the business corporations and also the managers or the leaders who are related
to them need to take into account the concepts of negotiation, bargaining and others for the
adequate resolution of the issues or the challenges that the business corporations are facing. In
addition to these, the managers or the leaders are also required to ensure the fact that adequate
power balance or for that matter culture exists within the business corporations which in turn
helps the employees to maximize their performance. More importantly, the usage of the adequate
theories of employee motivation is also likely to help the business corporations to effectively
motivate the workers who are associated with them and thereby overcome the issues or the
challenges that they are facing. These aspects of the processes of negotiation, bargaining and
advocacy become apparent from the above discussion of the same in the particular context of the
issues faced by Mr. Johnson.

11NEGOTIATION, BARGAINING AND ADVOCACY
References
Andriof, J. and Waddock, S., 2017. Unfolding stakeholder engagement. In Unfolding
stakeholder thinking (pp. 19-42). Routledge.
Beyers, J. and Hanegraaff, M., 2017. Balancing friends and foes: Explaining advocacy styles at
global diplomatic conferences. The Review of International Organizations, 12(3), pp.461-484.
Brijs, B., 2016. Business analysis for business intelligence. Auerbach Publications.
Carroll, E. and Mackie, K., 2016. International mediation: the art of business diplomacy.
Bloomsbury Publishing.
Church, A., 2016. Preference organisation and peer disputes: How young children resolve
conflict. Routledge.
Coutinho, C., Cretan, A., Da Silva, C.F., Ghodous, P. and Jardim-Goncalves, R., 2016. Service-
based negotiation for advanced collaboration in enterprise networks. Journal of Intelligent
Manufacturing, 27(1), pp.201-216.
De Stefano, V., 2018. ‘Negotiating the Algorithm’: Automation, Artificial Intelligence and
Labour Protection. Artificial Intelligence and Labour Protection (May 16, 2018). Comparative
Labor Law & Policy Journal, Forthcoming.
Fells, R., 2016. Effective negotiation: From research to results. Cambridge University Press.
Froissart, C., 2018. Negotiating authoritarianism and its limits: Worker-led collective bargaining
in Guangdong Province. China information, 32(1), pp.23-45.

12NEGOTIATION, BARGAINING AND ADVOCACY
Glynn, P., Cadman, T. and Maraseni, T.N., 2017. Business, organized labour and climate policy:
Forging a role at the negotiating table. Edward Elgar Publishing.
Golann, D. and Folberg, J., 2016. Mediation: The roles of advocate and neutral. Wolters Kluwer
Law & Business.
Jansen, W., 2017. New business models for the knowledge economy. Routledge.
Khan, A., Zolkiewski, J. and Murphy, J., 2016. Favour and opportunity: renqing in Chinese
business relationships. Journal of Business & Industrial Marketing, 31(2), pp.183-192.
Lever, J. and Swailes, S., 2017. Ballet for the Sun King: power, talent and organisation. In The
Social Organisation of Marketing (pp. 143-169). Palgrave Macmillan, Cham.
McDougall, L., 2016. Power and politics in the global health landscape: beliefs, competition and
negotiation among global advocacy coalitions in the policy-making process. International
journal of health policy and management, 5(5), p.309.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
Rojot, J., 2016. Negotiation: from theory to practice. Springer.
Shollo, A. and Galliers, R.D., 2016. Towards an understanding of the role of business
intelligence systems in organisational knowing. Information Systems Journal, 26(4), pp.339-367.
Singer, L., 2018. Settling disputes: Conflict resolution in business, families, and the legal system.
Routledge.
Yeung, H.W.C., 2017. Managing crisis in a globalising era: the case of Chinese business firms
from Singapore. In Chinese Business and the Asian Crisis (pp. 87-113). Routledge.

13NEGOTIATION, BARGAINING AND ADVOCACY