This paper will describe the problem that Kelly experienced with her new job with the sick leave policy. We will discuss if Kelly should call CLAIR, or discuss this further with Mr. Higashi? What is this main dispute about for Kelly? For Mr. Higashi? In these types of conflicts is a compromise possible? What are the tangible factors in this situation? What are the intangible factors in the negotiation Is saving face more important to Kelly or Mr. Higashi? Why? Which are more important, the tangible or intangible factors? Is this true for both Kelly and Mr. Higashi? Managing Benefits in a Global Company Over the last decades social protection programs have been developed to mitigate damaging impacts from economic crises and individual setbacks. The role of social health protection has been particularly highlighted as a human right that safeguards the economic productivity of a healthy work force and serves as a social and economic stabilizer in times of crises (Adlung, X. & Sander, L., 2010). Kelly accepted her first job after graduating from her management program and relocated to Japan. Mr. Higashi was her immediate supervisor and mentored several of The Japanese Exchange and Teaching Program (JET) candidates. He definitely liked Kelly right away because she spoke fluent Japanese which set her apart from many of the current and past graduates. Each newly assigned JET employer signed an employment contract which set them apart from the Japanese workers in the office including key differences in work hours, Saturdays off and acknowledgement of the Japanese holidays. Many of the Japanese workers resented the recent graduates because they had these special considerations in their contract and did not have the same w... ... middle of paper ... ...t in the Japan Company she contracted with. Many employees fight for their health and their jobs employed by Japanese companies. Going Forward CLAIR must truly collaborate with the JET program to fine tune the balance of the win- win for the company and the contracted employee. Mr. Higahsi must also be counseled or re assigned because of his dislike for the JET participants. I think both parties would benefit undergoing a diversity training together to understand motivations on both sides. Works Cited Adlung, X. & Sander, L. 2010. The Case for Paid Sick Leave. World Report Lewicki, J. R., Barry, B., & Saunders, M. D. (2011). Essentials of negotiation (5th ed.). New York, NY: McGraw Hill. ISBN-13: 9780073530369 Social Security Administration, Social Security Programmes Throughout the World, Washington, 2008/2009; Heymann, J. et all, 2007.
Lewicki, J. R., Barry, B., & Saunders, M. D. (2011). Essentials of negotiation (5th ed.). New
In present lot of people are getting fire because they get involve in serious accident or the birth and care of newborn child. Most of people in this group cannot come back their position after the special period. I think this is really inhumanity. And government does not have the formal document to protect employee’s rights in this area which make the employer could fire them for their own benefit. As we got the information online we can see most of the benefits policy are only for the militaries which does not cover normal people. It also increase the jobless rate and unfair to those people. In my opinion government should come out some formal documents and the regulations for this type of situation. So that it would have the agreement between employee and employer. When employee can not come back in the certain time employer can hire another employee to filled her position. In this way people would have no confusion and complain. Also it would have the accurate time for employer to decided that when they can hire another employee so that it could also reduced their
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.
The salaryman was a product’ of modern Japanese capitalist system, where power, authority and possession were the signify of a ‘real man’, a sort of corporate soldier who had a primary influence in Japanese society. The salaryman came to substitute the soldier’s hegemonic influence, in fact he exhibits militaristic connotations, mainly because the salaryman has an essential role in the state’s objective of economic growth. Hence the salaryman is overloaded with work, he almost put corporate interests before family, as he barely engages with his family, in fact the salaryman is reluctant to go home as he feels a bit estranged at home. As Dasgupta continues to explain, the salaryman was not only the ideal man but the ‘ideal citizen’, he has to deal with every-day problems such as jam-packed transports, work-related illness, competition, frequent job transfers and long hours shifts, on the other hand there are benefits such as long weekends (spent playing golf), business trips and economic stability (Dasgupta, 2013). The sarariiman is a heterosexual male, monotonous, office worker and family provider, with one or two children (Roberson & Suzuki, 2003) . Commonly the salaryman possesses these characteristics: middle class graduate, loyal, diligent, fully dedicated to the paternalist corporation (referring to the permanent relation between the corporate and the worker), well-groomed
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
Negotiations styles are scholastically recognized as being broken down into two general categories and those are distributive bargaining styles and integrative negotiation styles. Distributive bargaining styles of negotiation are understood to be a competitive type of negotiation. “Distributive bargaining, also known as positional bargaining, negotiating zero-sum, competitive negotiation, or win-lose negotiation, is a type or style of negotiation in which the parties compete for the distribution of a fixed amount of value” (Business Blog Reviews, 2011). This type of negotiation skill or style approach might be best represented in professional areas such as the stock market where there is a fixed goal in mind or even in a garage sale negotiation where the owner would have a specific value of which he/she would not go below. In contrast, an integrative negotiation approach/style is that of cooperative bargaining, or win-win types ...
But the process of getting these employees were satisfying to the managers but cruel to the employees themselves. In order for the managers, of the factories, to get their employees, the managers had to give to the head to the employee's family in what they called a earnest money, in which is an large amount of advanced money for the employee to work at their factories. To prove the loyalty of the employee by the family, the head of the family had to sign a contract saying that they accepted the earnest money and if there were any infringement the employee’s family had to pay more than the amount of the earnest money (Document E). In daily work life of a worker, the workers were roused from their bed at 4:05 A.M and sent to work at 6:15 A.M. during the workday the workers received 15 minutes for breakfast and lunch and a ten minute break during 3 P.M. Containing this life style was sometimes very tiring for the workers but also convenient for the working for it was a very healthy lifestyle for some (Document B). Some benefit of working at a factory were that whenever the workers wanted to be released it had to be in some excuse to be release such as getting married and family reasons. A 24 to 29 percentage of the workers getting release from their jobs were mostly due to illness or family reason and some were just release from their jobs in which is a benefit from working at these factories (Document D). Some other benefits of working in a factory was the experience according to a survey made in Japan in 1982, 90 percent of the women had said that their overall experience at working at a factory was very positive the other 10 percent said it was
Most of the common activities in our daily life present an opportunity to negotiate, whether or not we realise it. Meta-reflecting upon my negotiation experiences during the class and other activities have led me to identify few common themes. In this assignment, the two themes I will be discussing are (1) the importance of being clear on the strategic intent and big picture thinking, and (2) the importance of managing the negotiation process through understanding the various phases and visualising negotiation as a train journey.
Lewicki, R. J., Saunders, D. M., & Barry, B. (2005). Negotiation, Fifth Ed. New York, NY: McGraw-Hill Irwin.
...he decides to resolve the issue by facilitating her concerns upwards to a higher level. Later on that year adjustments were made to the pilot program stipulating that foreign business women would be dependent upon based on the degree to which a culture has been involved in the process of globalization, firstly as business people, secondly as representatives of their culture, and thirdly as women. This was very different from the previous patterns at the beginning of the program, where business women were seen firstly as representatives of their gender, secondly as representatives of their culture, and last if at all as business people. This ratification or change was of course not immediate since many countries were still new to globalization and multicultural business relations, but it gradually became a set of behaviors that at least acknowledged change over time.
Lewicki, R., Saunders, D.M., Barry B., (2010) Negotiation: Readings, Exercises, and Cases. 6th Ed. McGraw-Hill Irwin. New York, NY
McCarthy, A. (n.d.). 10 rules of negotiation. Negotiation Skills. Retrieved March 31, 2014, from http://www.negotiation-skills.org
Scheil-Adlung, X., S and Ner, L. 2010. Evidence on paid sick leave: Observations in times of crisis. Intereconomics, 45 (5), pp. 313-321.
"Social Security Programs Throughout the World: The Americas, 2011." U.S. Social Security Administration: Jamaica. N.p., n.d. Web. 17 Nov. 2013.