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Harborco Analysis
The Situation
As the lone representative of Harborco, I was thrust into a 15 on 1 situation in the board room. I knew that though I held much power in the case, it was imperative to make sure the groups did not side together against me. I began simply by discussing the importance of the project and how I wish to gain everyone's support. I focused on the least powerful groups at first, awarding them small victories in order to gain support.
With a small group of allies in my corner, I began negotiation with Daniel Kim who represented the FED. I knew this was the most important negotiation for Harborco and tried to smoothly approach the subject. I explained first the importance of the money needed and how it will signify great returns for the area where the plant will be built. I discussed the benefits this project would have to all and at the end asked the FED for the 3 billion dollar loan. I expected a smooth yes and to quickly move on to other topics. However, I was met with a hostile rejection by Daniel Kim and even a rude comment that explained to me that I will never even get close to that amount. I was personally shocked, I did not expect this to be a problem, and asked the FED why they refused to fund such a beneficial project. Daniel Kim answered that they didn?t trust my company and have other projects they would rather fund. He then said that the most the FED was willing to offer was 500 million dollars.
Though still shocked at what I was hearing, I explained again how important this project is, and that the money would be put to good use. I explained that Harborco would not be able to afford such a project without the FED?s help and all of our negotiation lies in this issue. Once again, Daniel Kim was not budging and kept on laughing away my request for 3 Billion dollars. With the small group of allies confronting Kim, the blockers (other ports) confronted me by saying that I was a big company and could afford this on our own. The negotiations weren?t going anywhere. Daniel Kim and I began to start arguing over why I need the money and why he wouldn?t give it to us. After explaining to him that 500 million wasn?t even an option on the sheet, he moved up to 1 billion and said either take it or leave it. I tried to further negotiate with him, but he wouldn?t even answer my questions and continued to offer a take it or ...
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... focus on framing the issue as it discusses in the book, to a free-for-all argument. Though the group later settled down and some agreements were made, this spark of argument between the parties never died and no final agreement was made.
Personal Reflection
Although no agreement was made, this simulation taught me a lot about dealing with group negotiations. The hardest part of this whole thing was that I had to deal with multiple parties, each with their own strong opinions. Overall, I am very pleased at how I handled myself and don?t think I would do much differently in the future. However, as is always important in business, I need to make sure my emotions do not interfere with the task at hand. I cannot take no?s as a personal rejection, but rather try to understand why they said no, and how I can persuade them to choose otherwise. Another thing that I will practice in the future is not to give up my strategy if an argument arises. I always try to do a mix of the Push and Pull styles and cannot let others move me from this middle. When the FED rejected the proposal I was suddenly turned into a Push Style negotiator and thinking back, that was not the right move.
Despite attempting to predict the eventual outcome of the negotiation, I did not anticipate the confrontations between Local H-56 and the management of Hotel Zinnia. Although they initially agreed to engage in integrative bargaining, the union and management subsequently entered an intense negotiation. When Local H-56 presented its proposal of wage increases and health insurance, management immediately responded with a counterproposal that surprised the union. Both the union and management eventually behaved confrontationally, accusing each other of bargaining unreasonably and focusing on the trivial aspects of the negotiation. Moreover, as the union and management felt increasingly frustrated, they suffered from a lack of unity in their teams. The union could not fulfill its objectives because its lead negotiator prevented other team members from contributing to the negotiation. On the other hand, several team members of management struggled to assert their authority as the lead negotiator. After observing these issues, I ultimately believe that the union and management failed to achieve their individual objectives. Moreover, by approaching the negotiation with a zero-sum strategy, I assert that the union and management failed to reach a mutually beneficial contract. At the same time, both sides of the bargaining table lacked cohesive teams and therefore struggled under the pressure of the negotiation.
2) What is the main conflict in the book? Is it external or internal? How is this conflict resolved throughout the course of the book?
Lewicki, J. R., Barry, B., & Saunders, M. D. (2010). Negotiation: Readings, exercises and cases
In the future, I will change my approach by focussing on the long-term. To do so, I will not start similar negotiations with a caucus because of the power imbalance created. Instead I will look to be more open-minded by avoiding a selective perception and by considering an aspiration frame. I can achieve this if I consider receiving a bigger piece of the pie in the long-term by giving a company like United more money in the short-term. This will maintain positive relations with the parties I negotiate with so that we can all gain in the present and conduct further negotiations to gain in the future as well.
Fisher, R., Ury, W., & Patton, B. (1981). Getting to yes: Negotiating agreement without giving in. New York, NY: Penguin Books.
Fisher, Roger, William Ury, and Bruce Patton. Getting to yes: negotiating agreement without giving in. 2nd ed. New York, N.Y.: Penguin Books, 1991. Print.
Lewicki, R. J., Saunders, D. M., & Barry, B. (2006). Negotiation Readings, Exercises, and Cases Fifth Ed. Bill Brubaker, Mark Asher, A Power Play for Howard Negotiation (pp. 616-626). New York, NY: Mcgraw-Hill Irwin.
Lewicki, J. R., Barry, B., & Saunders, M. D. (2011). Essentials of negotiation (5th ed.). New York, NY: McGraw Hill. ISBN-13: 9780073530369
Lewicki, R., Saunders, D.M., Barry B., (2010) Negotiation: Readings, Exercises, and Cases. 6th Ed. McGraw-Hill Irwin. New York, NY
What apparent problem or difficulty or surprising fact is the discussion meant to solve or allay?
The most common negotiation that was used several times was voting for the majority just to get it over and done with. A few examples would ...
Brubaker B. and Asher M., (2007). A Power Play for Juwan Howard. Lewicki-Barry-Saunders: Negotiation: Readings, Exercises, and Cases, Fifth Edition. The McGraw-Hill Companies, 2007
During this course, I have learned a lot about negotiating. We learned about almost every negotiating technique there is. We learned about cross-cultural negotiations, body language, Best Alternative To a Negotiated Agreement (BATNA), variables in negotiating, and many more. Before this course, I did not know that much about negotiating. I thought that negotiating was just about trading or convincing someone to give you what you want and you did not care about the other side, resulting in a win-lose. I now know that negotiating is about getting what you want, but also giving the other side what they want as well to result in a win-win. This paper is about how I am going to improve my negotiating skills over the next six months. In order for me to improve my negotiating skills, I believe I need to improve the following skills- my body language, communication, planning, and my interpersonal communications. By improving those skills, I can become an effective negotiator.
Although research of National Aeronautics and Space Administration's (NASA) government contractors over the last thirty years did not uncover any major allegations of shoddy workmanship or under spec deliverables, it did reveal serious issues with regard to billing fraud and huge bonuses paid out on over budget projects. Over the years there have been numerous allegations of fraud and abuse by NASA contractors. Finally in November 2000 the government was able to win a settlement against the Boeing Company of Seattle and the Houston-based United Space Alliance for a total of $825,000. In addition to the money that was awarded, these two companies agreed to forfeit any rights they have to collect on $1.2 million in unpaid invoices. This settlement was related to allegations that false claims had been submitted for work supposedly performed between 1986 and 1992 under the NASA Space Shuttle and Space Station Freedom programs. Originally, the Rockwell Space Operations Company (RSOC) was the contractor who was hired to manage the two programs. An RSOC sub-contractor, Omniplan Corporation, is accused of being involved in numerous fraudulent billing activities. The result of this fraud was that the United States was overcharged millions of dollars. The Boeing Company acquired RSOC in 1996 and at that time United Space Alliance took over the management of the two space programs. The government tried to sue Omniplan in 1993, but the company went bankrupt. In January 2000 the government then filed suit against RSOC claiming that they had submitted Omniplan’s false invoices. It is...
Negotiations always occur between parties who believe that some benefit may come of purposeful discussion. The parties to a negotiation usually share an intention to reach an agreement. This is the touchstone to which any thinking of negotiations must refer. While there may be some reason to view negotiations as attempts by each party to get the better of the other, this particular type of adversarial negotiation is really just one of the options available. Among the beginning principles of a negotiation must be an acknowledgment that the parties to a negotiation have both individual and group interests that are partially shared and partially in conflict, though the parameters and proportions of these agreements and disagreements will never be thoroughly known; this acknowledgment identifies both the reason and the essential subject matter for reflection on a wide range of issues relevant to a negotiation. (Gregory Tropea, November 1996)