Negotiating Employee Salary: A Managerial Approach Report

This report addresses the issue of employee salary negotiation, presenting a case where an employee is dissatisfied with their current salary. The report outlines the roles and responsibilities of a manager in such situations, emphasizing the importance of understanding employee issues, motivating workers, resolving conflicts, and developing strong relationships. It proposes a step-by-step solution involving preparation, ground rule definition, clarification, bargaining, and closure. Furthermore, the report explores relevant theories, such as Maslow's hierarchy of needs and the Motivator-Hygiene Theory, to explain employee motivation and satisfaction. The conclusion highlights the significance of identifying the root causes of problems and taking appropriate steps to achieve a mutually beneficial outcome for both the employee and the organization.

Negotiation with Employees

Contents
INTRODUCTION...........................................................................................................................1
Explaining the scenario................................................................................................................1
Roles of Manager.........................................................................................................................1
Solution for the issue...................................................................................................................2
Theories.......................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
There are different types of issues or problems that are faced in the organization. This can
be related with in effective performance from the side of workers, reduction in sales, in-effective
marketing, etc. All the operations in which employees face issues are considered by HR
department (Cascio, 2018). They are the one who aim at developing strong relationship with
workers so that goals and objectives of the business can be attained. In accordance with the
current scenario issue is faced by an employees related with salary and as a newly appointed
manager, it is my responsibility to overcome the issue that are faced by him.
Explaining the scenario
As per given case an employee is not satisfied with the salary provided to him. In
accordance with the points that are covered by him, he is more qualified in related with the
relevant skills. Further, he got experience of many years for the field he is working. Lastly, the
employee is married recently and so he states that he is more responsible.
Roles of Manager
To be a manager, there are certain set of roles and responsibilities that has to be played.
With this respect, below given are some of them.
Understanding the issues: Each any every employee within the firm may be having
various type of issues and it is the responsibility of manager to understand them and take up
appropriate steps with the help of which problems can be solved (Guest, 2011).
Motivating workers: Motivation plays vital role in making employees to perform with
their full efficiency. To carry out any task, it requires to have willingness and interest so that it
can be conducted efficiently. It is important for the manager to boost up workers so that they are
skilled enough to support the firm to grow.
Resolving conflicts: Due to conflicts, performance level of workers gets negatively
affected. It requires to the manager to understand the main cause of that raise the problem and
appropriate steps should be taken so that they are able to overcome.
Developing strong relation: As a manager, one should know the preference of
requirements. They should encourage them and support them in attaining their personal goals as
well (Knowles, Holton and Swanson, 2014).
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Solution for the issue
In order to overcome the problem that is raise, below given steps that will be followed in
order to negotiate with the employee:
Preparation and planning: Before negotiation take place, it requires the manager to
gather all the information about the main cause of the problem. When a problem is raise within
the organization, then there are also other related problems that can also raise. It requires the
manager to consider all the aspects and take up appropriate steps that will help to get information
that will affects the business operations (Werner and DeSimone, 2011). As per one of the
strategies that will be applied by manager will be Organizing a meeting with higher authority.
This is a type of strategies that is applied to make the employee develop positive perception that
the requirement that is asked by him is taken seriously. This is helpful to make them involved in
the negotiation and there all the points can be covered.
Definition of ground rules: Then it requires to consider the time that will be taken for
negotiation, it place, etc. This is helpful enough for making the employee determine the main
point or issues that are faced by them. In a meeting when each one has proper understanding
about the steps that has to be considered, then it becomes easy to carry out the negotiation in
effective manner.
Clarification and justification: In the meeting all the points that are made by employee
will be considered. As a manager it is the responsibility to make sure that requirement of firm
and issue of employee all are considered (Cascio, 2018). In this context, it is important for
manager to convey all the opportunities that prevail for him in future. Further, special proposal
will be made that will be the employee to get satisfied.
Bargaining and problem solving: Main process of negotiation is to give and take in which
all the information that is provided by all the parties is taken and then proper steps are taken. In
this process all the requirements that are asked by the employee will be considered but with time
and the performance that is made by them him. This way, both the parties will be get satisfied
with the decision taken.
Closure and implementation: In this steps, formalization takes place. As per the
agreement parties consider the steps and they agree to the requirements that are made (Guest,
2011).
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Theories
There are different types of theories that are included in order to make employees love their
job. In all these aspects, it requires to management to make sure that workers are satisfied with
the job that are given to them. It includes theories like Maslow’s hierarchy of need, Motivator-
Hygiene Theory, etc.
As per Maslow’s hierarchy of need, there are five considerations that have to be made.
This theory covers all the areas that enable to make workers motivation towards their work.
More specifically, it covers needs like psychological, safety, belonging, esteem and self-
actualization (Knowles, Holton and Swanson, 2014). Among these needs focus is also make in
determining the aspect of salary. Workers should be paid as per their preference and performance
made by them. When these are followed, then it becomes helpful for the business as workers get
satisfied.
CONCLUSION
In accordance with the findings, it can be stated that negotiation is possible when all the
points due to which problem is raised are identified and steps are taken with the help of which all
the parties involved are able to understand the situation and overcome them. Further, it is
important for the managers to monitor their workers so that they are able to determine the issues
or problems that are faced by them and appropriate steps are taken to overcome them.
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REFERENCES
Books and Journals
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), pp.3-13.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
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