Statement of the issue
The workplace conflict arises in the software development area of informational systems. Interdependence is one of the concerns for both the baby boomers and the millennials. The baby boomers do not want to rely on the timetable set by the millennials and prefer to rely on their work schedule (Lumen Learning, 2020). The baby boomers are also pushing for changes in the organizational reward system. Millennials advocate for the equal compensation of everyone based on their participation in the projects, while the baby boomers prefer rewards that commensurate with performance.
Preparation and Planning
The first step as a leader of the negotiation is to define the self-goals for the negotiation. A leader should understand the nature of the conflict and the terms presented by both parties. It is vital to anticipate what the other parties would want to walk away with from the negotiation. For this case scenario, as a leader, the primary goal would be to see each party satisfied (Lumen Learning, 2020). The baby boomers advocate for reward based on performance and reliance on their custom work schedule, unlike the millennials who prefer a universal work timetable and a participation-based reward system. None of the parties seems to have a hidden agenda and only advocates for a better and accommodating workplace.
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Definition of the Ground Rules
The leader helps the parties define the ground rules after the strategy development stage. The conflicting parties are both involved in defining the procedures and the negotiation ground rules. The parties should reach a consensus whether they do the negotiation by themselves or invite a third party to assist. The leader sets a venue for the negotiation, which identifies the limits to the negotiations and any anticipated time constraints. Parties present their initial positions during this stage of the negotiation.
Clarification and Justification
All the parties, including the negotiator, presents and explains their initial positions to each other. It is vital to avoid being confrontational during the clarification and justification stage. My position as a negotiator is that the workplace culture should promote and motivate hard work. Every employee should be subjected to equal and fair treatment ( Brett , 2017 ). A performance-based reward system promotes a positive work culture, while a participation-based reward system promotes complacency. The baby boomers have a similar view on the reward system but need a custom work schedule. The millennials are contented with the already existing organizational culture as that is what they are already used to.
Bargaining and Problem Solution
The problem solution and bargaining stage marks the essence of the negotiation process. My optimal position as a negotiator would be to allow the implementation of a new achievement-based reward system ( AbdulJabbar , 2018 ). The current universal work schedule will remain as it is. The millennials would accept my proposal as it aligns with their earlier stand. The millennials are most likely to agree with retaining o the universal work schedule while opposing the performance-based reward system. If both parties reject my propositions, I will further ask for their reasons for turning my proposals down to the drawing board to develop more apt solutions. Both parties accepting the proposals would mean a successful negotiation, and we would move to the negotiation closure and implementation.
Closure and Implementation
The last stage involves the implementation and agreement of the agreed terms of the negotiation. If both parties agree to adopt a performance-based rewards system, then the new system must be designed within a set timeline and implemented. The solution implementation would start by restructuring the various departments to align with the new system's requirements. All the weaknesses and strengths of the newly adopted system will be researched and responded to accordingly.
References
AbdulJabbar, B. J. A. (2018). The Principle of Negotiation in International Relations. Journal of Juridical and Political Science , 7 (2).
Brett, J. M. (2017). Culture and negotiation strategy. Journal of Business & Industrial Marketing .
Lumen Learning. "Organizational Behavior and Human Relations." Lumen. 2020. Web. 24 June 2021.
