Pay negotiations
Kay, the finance manager at a large company faces a dilemma. Robert, who is one of the Accounts Directors and a union member, has requested an 8 percent raise for his work unit. His request is based on recent finance reports showing that his department has substantially contributed to a 15 percent profit increase for the organisation. He feels that his team should be compensated for the
hard work and long hours they have put in over the last few years to achieve this outcome. Kay knows the value of Robert’s team and readily acknowledges their achievements. However, she knows that the company has plans to expand and diversify. This new project will use up the majority of the profit increase for at least the next five years. She is willing to sit down with Robert and talk
about how his team can get involved in the new project. There could be new job opportunities, some overseas assignments, and possible promotions to various leadership positions within the new project. Kay has flagged this with Robert; however, he is adamant that his team needs to be compensated with a monetary increase. He went as far as threatening to get the union involved if
his request is unsuccessful.
above is the case study of the current case.
There is 5 conflict solving style that is being taught in lecture
- Avoiding/withdrawing
- accommodating
- collaborating
- competing
- compromising
below is the definition of each style
as such , normally and ideally avoiding or withdrawing style are usually not recommended as it normally normally a losing end on both parties, as there is no closure to any of the issue.
Accommodating often involved one party , mainly the host or self being on the losing end where they will often accommodate to the other parties to ensure that they get what they want and being happy. this method would also normally not recommended as there is still one party that is on the losing end.
Collaborating result in both parties coming together to reach a common understand a common point which both part can work on , this often would be a good point because both parties can stand to gain , moreover , more new ideas can be discovered. however this method is very time consuming and sometimes it very hard to reach a common understanding between both parties .
Competing style is a method which result in one party taking / gaining advantage over the other.
compromising would be the best method among all of the style as it allow both parties to get what they want , most of the goals between both parties is being satisfy.
Identify one of the conflict-handling styles (Accommodating/avoiding/competing/competing) used in this scenario. How did you determine that?
in this case study , we can determine that Robert is using the competing style, Robert display aggressive in getting what he want and would not want to change his idea even when kay the finance manager try to sit down with Robert to talk about his request. Robert even threaten the firm that he will get the union involvement if he do not get his request satisfy.
Choose one of the characters and determine which bargaining approach (distributive or integrative) is used. How did you determine that?
I would choose Kay for this question.
Kay who is the financial manager would like to have a win – win situation between Robert and the organisation itself. Kay used the integrative bargaining approach. to reach a common viewpoint, Kay is willing to sit down to talk with Robert and discuss with Robert the benefits of the new organisation plan that he will get despite knowing that Robert would not give way.
What aspect of interpersonal communication is contributing to the poor working environment? How is this demonstrated in the case?
Interpersonal communication is very important in building relationship. in this case study. Robert is display poor interpersonal communication skills as he is unwilling to listen to Kay the financial manager solution and insisted that his team must receive the pay raise . hence resulting in this poor working environment
Using Hall’s context model (high and low context culture), describe one of the characters’ behaviour. How did you determine that?
According to Hall’s Context model , Context can be measure according to 2 extreme type, low and high.
High context:
• A culture in which the context of communicated
messages is as important as the communicated
message
Low context:
• A culture in which the context of communicated
messages is not as important as the communicated
message itself
From this case study , it can be clearly seen that Robert demonstrated Low context culture . as Robert show no sign of accepting Kay idea , the level of commitment is low as well , as He would like to just get his task done instead of looking at the bigger picture of how the new company plans would benefit on him and his team.
References:
MGNT102
Business Communication : topic 4-6 lecture slides
weekiat blog 