Intra Organization and Power Bargaining Model Essay

Intra organization is a key mover to the beginning stages of how successful a negociate social unit whollyow be in negotiations. Intra organization is when distri exactlyively respective in a particular talk terms unit deforms towards a consensus. The inability to consecrate at bottom ones talk terms unit slows down the bug break throughgrowth and can create dysfunction. Negotiating starts within all(prenominal) talk terms unit during pre- negociate preparation. This is where discussion and negotiations begin within each dicker unit to decide what is most most-valuable to least(prenominal) importance.Once the pre- negociate preparation process is complete, the bar pull togethering unit is ready to negotiate against the early(a) bargaining unit. There were many forces that impacted our Intra-organizational bargaining. First we all(a) had our individual perception on what was most essential and what was least important. This had a disperse to do with our persona lities, attitudes, value and beliefs. For example, depending on our personalities, those who were shy didnt pretend to fully express how they felt about their issue. On the some other hand those in the bargaining unit who were out spoken would make it a point to not let up and fight for their concerns.Our bargaining unit had a variety of issues we wanted to push to get into the boil down. We had to decide what we considered a must considers and what can be use upd as a bargaining chips. Discussions proceed until we all had a good idea where our military capability was as a bargaining unit with each issue. The end result of our intra-organization bargaining was difficult but successful. We were able to agree on what issues were most and least important to our bargaining members. We had a few bargaining representatives who were concerned with subcontracting and their job security.Then we have other members who felt subcontracting was irrelevant but having a compromising schedu le was above all else. My concern was to admit management to keep their managing origin in tack to continue to be strong in this competitive market. I needed innovative ideas to create raise within the company, season building opportunity for our members. We hold that machinist would get a 6% summation and nothing less. We wanted a wage attach across the board for all employees, but our aggroup agreed if we can give employees other benefits away of pay increase we would still be in good stance.We still that we should negotiate taking subcontracting out of the contract, and use it as a bargaining chip. age understanding that our bottom line in regards to subcontracting was the address we wanted to make sure as shooting management doesnt have full reigns. We would allow management the resource to subcontract but at the same age put limitations to subcontracting with the language used in the contract. As a bargaining unit we knew that changing and adding into the contr act different aspects such as, flexible schedules, use of vacation, adding wellness and safety and an apprentice program would help our overall contract negotiation process.Bargaining Power amaze Bargaining Power Model a is held by both parties during negotiation process. Its Another important fantasy is the Bargaining Power Model. Both Union and counsel have agreement and disagreement appeals. Unions lower managements bargaining power when they receive financial supplements. On the other hand managements disagreements cost can decrease with the deprivation of need when it comes to employees. Unions and managements bargaining power can diversify from one day to the next.Incidents such as inventory, sum up and demand, wage-price controls, economic changes along with social changes have major influences in the bargaining power model. Under the power bargaining model there be twain major assumptions. The first being that union and mangament negotiators cost issues in a simil ar manner and are rational individuals, and if it cost more for a companionship to disagree than to agree with the other, then the party go out agree to the other partys proposal. (labor dealings process)As the union bargaining unit we have decieded to negotiate a win win bargaining strategy or also refered to Mutual gain bargaining. This strategy is used whern both partys negotiate in away where both needs are displayed and verity takes the leading roll in negotiations. This strategy seemed to work well with our negotiation process considering we were able to block point wehre we saw a common draw up and dominate those areas.On the other hand we understood what was important to management and see what we can use to lower the cost of agreeing with management on qualify issues. e understood that we have a lot of bargaining power considering 95% of employees are in the Union. We put that into consideration as we decided what it was we were release to negotiate and what type o f resilience we were going to set for each issue. My Union bargaining member profile was Union International Representative. I had to be sure to negotiate a win-win contract. I wanted to make sure management kept their administrative rights, while implementing new programs to keep union bargaining members happy.My chief(prenominal) objective was to make sure it was clear that a great contract is when both parties bargain in good faith. Showing to the members of the union that management is works with the and both parties want to make positive changes within the company for all employees. Implementing new programs such as apprenticeship along with health and safety article will bring positive reinforcement to union members and all members. This helped us come up with strategies to bargain an all-round(prenominal) good contract.