...Unit 8 Joseph Delbert CJ407-01: Crisis Negotiation 01-07-2014 Abstract We have not always had crisis negotiation there was a time we law enforcement relied on just the basic communicational skills of their officers. There were no set guidelines to negotiation, not formal training, and least of all a negotiation team. The Attica prison riot and the 1972 Olympic Terrorist attack both had the same things in common, hostages and demands. The following of these historical events led to a change in the application of crisis negotiation. Unit 8 The Attica prison riot began on September 9, 1971, in Attica, New York. There were about 1,000 rebelled and seized control of the prison. The reason for the riot was based on the prisoners' wanting better living conditions as the prison was over overcrowded at the time. There were 43 staff members taken hostage during the riot, which the prisoners for hostages and negations. For 4 days the prisoners made demands and the authorities agreed. Negotiations broke down over two key points. The prisoners wanted amnesty from criminal prosecution of the riot and the authorities wanted the removal of the prison’s superintendent. Once the hostages’ lives were threatened the prison was stormed, 39 people were killed, but control was regained of Attica. In the end between the riot and the storming of the prison 43 people were dead (NYSED, 2013). 1972 Olympic in Munich...
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...Literature Review While looking at the case of the Louisiana purchase, five key theories to negotiation are prevalent throughout the negotiation; Concession making, Contending, Matching, Reciprocation and the Psychological theory of international relations as seen in The Kennedy Experiment. Starting with Dean G. Pruitt and Peter J. Carnevale’s, Negotiation in Social Conflict, we shall review what the authors say about concession making and contending and whether or not we are in agreement with the theories stated. Pruitt and Carnevale discuss Concession making as “reducing one’s goals, demands, or offers.” (Pruitt and Carnevale 1993). Pruitt continues to say that when concession is made, it always provides less of a benefit to oneself. It is important to highlight that when saying that concession are usually beneficial to the other party, Pruitt does state this to be an “assumption” (Pruitt and Carnevale 1993). Therefore, what Pruitt is trying to get across is that the assumption is not always a valid one. He states that, “Reductions in demands usually involve reductions in the goals underlying these demands, which are also sometimes called concessions.” (Pruitt and Carnevale 1993). Concession making can have various effects on the negotiation at hand. Pruitt outlines three interrelated findings concerning the impact of concession making on negotiation outcomes, they are; If agreement is reached, firmer negotiators will usually achieve larger outcomes, firmness tends...
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...Bath, England Gender: Female [pic] ACADEMIC September 2007 - University of Sussex June 2010 BA English Literature and English Language 1st Class Joint Honours English Literature Encompassing a variety of genres in literature ranging from the 14th century, to the present. Focus modules include; The Renaissance: Shakespeare, Special Author: Virginia Woolf, Women writing in 18th Century Literature English Language A comprehensive, historical review of the English language combined with categorical linguistic analysis. Focus modules include; The Making of English, Child Language Acquisition and English Grammar September 2005 - John Cabot City Technology College June 2007: 4 A-levels (A2 Advanced) in the following: English Literature and Language: Grade A Business Studies: Grade A Product Design: Grade A Chemistry: Grade B September 2000 - John Cabot City Technology College June 2005: 10 GCSE’s grade B and above Grade A achieved in English literature, English language, Mathematics, Biology, Chemistry and Physics [pic] PROFESSIONAL EXPERIENCE A forward-thinking and strategic buyer with excellent negotiation and sourcing skills, who strives to deliver profitable product ranges and promotional...
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...attempted to study the use of modern communications and negotiation theory and how it applies to everyday experiences. To achieve this, a workplace scenario was analysed and theories were applied in order to gain an understanding of what was happening in the interaction and what could be done to try to achieve a better outcome for all parties. In this report firstly a literature review was undertaken in order to introduce the reader in the types of theories which would be examined in the context of the work place case study. Next a detailed discussion of the workplace scenario was undertaken highlighting the key points of the situation and interactions as well as a detailed description of the three key characters and the key behaviours which they are seen to display. In the main section of the report a detailed review of the applicable theories and how they are demonstrated in the case study. The theories investigated cover the areas on Conflict, Communication, Negotiation and the use of Power Bases and found that many different different theories were visible in the day to day communication. Some of the theories which were seen and discussed were Negotiation Styles and Strategies, use of a BANTA, the use of nonverbal communication techniques and theories of social tension. In the final section of the report three recommendations were given which when used would provide the parties a more successful communication and negotiation experience. The recommended strategies were to practice...
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...References: This document contains references to 43 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 2118 times since 2011. * Users who downloaded this Article also downloaded: * Judie Gannon, Angela Roper, Liz Doherty, (2010),"The impact of hotel management contracting on IHRM practices: Understanding the bricks and brains split", International Journal of Contemporary Hospitality Management, Vol. 22 Iss: 5 pp. 638 - 658 http://dx.doi.org/10.1108/09596111011053783 Hui Chen, Miguel Baptista Nunes, Lihong Zhou, Guo Chao Peng, (2011),"Expanding the concept of requirements traceability: The role of electronic records management in gathering evidence of crucial communications and negotiations", Aslib Proceedings, Vol. 63 Iss: 2 pp. 168 - 187 http://dx.doi.org/10.1108/00012531111135646 François Des Rosiers, Jean Dubé, Marius Thériault, (2011),"Do peer effects shape property values?", Journal of Property Investment & Finance, Vol. 29 Iss: 4 pp. 510 - 528 http://dx.doi.org/10.1108/14635781111150376 Access to this document was granted through an Emerald subscription provided by CURTIN UNIVERSITY LIBRARY For Authors: If you would like to write for this, or any other Emerald publication,...
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...$12.29 paperback. Negotiating Rationally by Bazermann et al. was written at a time when Science about negotiation was fairly recent. Therefore it reviews the literature already existent and also incorporates own experiences, gained during many seminars. The book is full of real life examples which were told or experienced by the author. Bazerman et al. consider the importance of negotiation as growing as the workforce gets more and more mobile, becomes more diverse (gender, age, nationality), the structure of companies is changing and the marketplace becomes global thus a lot more complex. The authors present a framework on negotiating rationally. This framework was developed a decade before writing the book and got intertwined with previous research as well as the experience of teaching Master students. As their Curriculum Vitae reveals, Bazerman as well as Neale specialized in organizational behavior. Bazerman worked on decision making, consumer behavior and negotiating skills. Neale worked primarily on Negotiation sciences but also on conflict management. 2. Summary of the Contents. When looking at the book as a whole, it is divided into three parts. The first part presents seven common so called 'mistakes' in negotiation. The second part introduces a rational framework for negotiation. The last and third part gives advice on how to simplify complex negotiations. Each part is divided in up to seven chapters which gives the reader a very good division of the different...
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...Women Empowerment in Bangladesh: Effect of WTO Non-Agricultural Market Access (NAMA) Introduction The negotiations on Non-Agricultural Market Access (NAMA) in the World Trade Organization (WTO) are expected to lead Bangladesh to substantial increase in ReadyMade Garments (RMG) export in world market. The NAMA negotiations are aimed to reduce or eliminate tariffs, including tariff peaks, high tariffs, tariff escalation and nontariff barriers for non-agricultural goods, in particular on products of export interest to developing countries. Non-agricultural products include industrial goods, manufactured goods, textiles, fuels and mining products, footwear, jewellery, forestry products, fish and fisheries, and chemicals. Collectively, they represent almost 90% of world merchandise exports. WTO has decided to take Special and Differential treatment for developing and least developed Members like Bangladesh, including through less than full reciprocity in the reduction measures to assist LDCs to participate effectively in the negotiations. NAMA negotiations are likely to have important positive implications for the LDCs like Bangladesh in the form of increased export. As the structure of Bangladesh export is heavily titled towards labor-intensive sectors as apparels and textiles, increase in export will likely to have consequent positive implications on new job creations in RMG sector. In Bangladesh nearly 3 million workers are with RMG sector of which 80% is female workers. The...
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...BSHS 441 Entire Course (UOP Course) For more course tutorials visit www.tutorialrank.com BSHS 441 Week 1 Individual Assignment Paper on a Specific Population and the Advocate Role (UOP Course) BSHS 441 Week 1 DQ 1 (UOP Course) BSHS 441 Week 1 DQ 2 (UOP Course) BSHS 441 Week 2 Individual Assignment Literature Review of Mediation and Advocacy (UOP Course) BSHS 441 Week 2 Team Assignment Interview of a Social Service Agency Using Advocates (UOP Course) BSHS 441 Week 2 DQ 1 (UOP Course) BSHS 441 Week 2 DQ 2 (UOP Course) BSHS 441 Week 3 Individual Assignment Paper on the Challenges of Being an Advocate and Neutral Facilitator (Mediator) (UOP Course) BSHS 441 Week 3 Team Assignment Interview of a Social Service Agency on Their Use of Mediation (UOP Course) BSHS 441 Week 3 DQ 1 (UOP Course) BSHS 441 Week 3 DQ 2 (UOP Course) BSHS 441 Week 4 Individual Assignment Paper Based on Literature Review (UOP Course) BSHS 441 Week 4 Team Assignment Interview With a Social Services Lobbyist (UOP Course) BSHS 441 Week 4 DQ 1 (UOP Course) BSHS 441 Week 4 DQ 2 (UOP Course) BSHS 441 Week 5 Individual Quiz (UOP Course) BSHS 441 Week 5 Team Assignment Presentation on the Use of Mediation within an Agency Setting (UOP Course) BSHS 441 Week 5 DQ 1 (UOP Course) BSHS 441 Week 5 DQ 2 (UOP Course) ------------------------------------------------------------------------------------ BSHS 441 Week 1 DQ 1 For more course tutorials visit www.tutorialrank...
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...Literature Review of Medication and Advocacy Jasmina McCullers BSHA 441 June 4, 2012 Literature Review of Medication and Advocacy Abramson, H. (2005). Problem-Solving Advocacy in Mediations: A Model of Client Representation. Harvard Negotiation Law Review, 10103-134. The book provided above was constructed by Abramson Harold; this book was presented on behalf of client representation. Abramson captured a way to address problem-solving with client representation through Advocacy in Mediation. The purpose of the book is to provide a different way to solve issues among clients with whom he or she is representing. Abramson described a problem-solving mediation process which consists of a mediator and his or her position with his or her client and his or her attorneys. He also described the mediator a person who knows how to structure both side of a discussion with can help to gathered information, as well as identify issues that the client has presented as a problem. Masucci, D. (2003). The Keys to Effective Mediation Advocacy. Journal of Investment Compliance (Euromoney), 3(4), 36. Masucci article was written to address the most effective ways to mediation and advocacy stragie that may or may not work depending on the person who is presenting the stragies and wheather he or she is doing it right. Masucci also addresses how a client is pearpared for mediation and who will be the mediator of the case. Not all mediator have the same styles but the author stated that...
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...Social Psychology Received date: Revised date: 21 August 2010 14 December 2010 Please cite this article as: Lee, S. & Thompson, L., Do agents negotiate for the best (or worst) interest of principals? Secure, anxious and avoidant principal-agent attachment, Journal of Experimental Social Psychology (2010), doi: 10.1016/j.jesp.2010.12.023 This is a PDF file of an unedited manuscript that has been accepted for publication. As a service to our customers we are providing this early version of the manuscript. The manuscript will undergo copyediting, typesetting, and review of the resulting proof before it is published in its final form. Please note that during the production process errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain. ACCEPTED MANUSCRIPT 1 T Running Head: PRINCIPAL-AGENT, ATTACHMENT, AND NEGOTIATION RI P Do Agents Negotiate for the Best (or Worst) Interest of Principals? NU Sujin Lee SC Secure, Anxious and Avoidant Principal-Agent Attachment Department of Management Science MA Graduate School of Innovation and Technology Management ED KAIST (Korea Advanced Institute of Science and Technology) PT Leigh Thompson AC CE Department of Management and Organizations Kellogg School of Management Northwestern University Word count: 2,478 We thank Robert Lount, Jinhee Choi, Goobin Park, John Leahey, and Melissa Martin for their ...
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...Research Working Papers Series When Does Gender Matter in Negotiation? Hannah Riley and Kathleen L. McGinn September 2002 RWP02-036 The views expressed in the KSG Faculty Research Working Paper Series are those of the author(s) and do not necessarily reflect those of the John F. Kennedy School of Government or Harvard University. All works posted here are owned and copyrighted by the author(s). Papers may be downloaded for personal use only. 1 When Does Gender Matter in Negotiation? Hannah Riley John F. Kennedy School of Government, Harvard University 79 JFK Street, Cambridge, MA 02138 (617) 496-4717 Kathleen L. McGinn Graduate School of Business Administration, Harvard University Soldiers Field, Boston, MA 02163 (617) 495-6901 The authors thank Linda Babcock, Max Bazerman, Jim Sebenius and the reviewers of the 2002 Academy of Management meeting for their helpful comments on this paper. 2 3 Abstract We propose that two situational dimensions moderate gender effects in negotiation. Structural ambiguity refers to potential variation in a party’s perception of the bargaining range and appropriate standards for agreement. Gender triggers are situational factors that make gender salient and relevant to behavior or expectations. Based on a review of field and experimental data and social psychological theory on individual difference, we explain how structural ambiguity and gender triggers make negotiations ripe for gender effects. 4 Gender often appears to...
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...University name here Table of Contents Abstract 3 Problem Statement 4 Literature Review 10 Draft Research Design 22 References 29 Abstract Workplace conflict must be analyzed as a social phenomenon and this social context means that conflicts are caused by a wide variety of factors, including an increasingly diverse workplace. The focus of this study is on how these forms of social conflict are managed and resolved in the workplace – which has become increasingly more diverse in recent years – with particular attention to innovative perspectives that facilitate better understanding of conflict resolution and improve approaches to conflict management. Managing conflict is undoubtedly one of the most critically important dimensions of the management of the employer-employee relationship. While conflicts or disputes are a natural result of the structure and operations of the workplace, employers need efficient ways to resolve such conflict quickly and fairly to avoid the many negative costs generated by unresolved problems. As the generally weaker party in the relationship, employees need the protection provided by both formal and informal dispute management systems aimed at achieving organizational justice. This issue, as well as many others, is addressed through an extensive review of previously published literature, as well as primary research based on a survey of various organizations in an effort to determine...
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...Running Head: LITERATURE REVIEW: HALO EFFECT 1 Literature Review: HALO EFFECT NO NAME GIVEN HERE Liberty University BUSI 600-B04 21 January 2013 LITERATURE REVIEW: HALO EFFECT Abstract 2 The term “Halo Effect” has several definitions. In conducting business research, it is important to understand which definition is to be used and apply that definition to the problem at hand. In this paper, we will attempt to define the correct version of the halo effect as it applies to this literature review. This paper will then look at the history of the halo effect in business and define how it is being used today. During the writing, examples and studies regarding the halo effect that have already been completed will also be reviewed to see if the halo effect can genuinely and repeatedly be used in business to increase profits or generate revenues. LITERATURE REVIEW: HALO EFFECT Literature Review: Halo Effect Introduction Definition When discussing and researching the term “Halo Effect” the various definitions of the 3 phrase must be reviewed. Once reviewed, the researcher then has the responsibility to determine which definition best fits their research question at hand in order to best formulate the research design and subsequent answer. One of the definitions of halo effect is from the textbook Business research methods by Donald Cooper. It is defined as “error caused when prior observations influence perceptions of current observations” (Cooper & Schindler...
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...Chapter One: Introduction Background of the Study Globalization has undeniably affected the people, the businesses and the entire world. Globalization is simply defined as the process by which the different states, markets, technologies and firms become integrated and interconnected (Baur, 2011; van Tulder, 2001). Evidently, globalization has become an important facet of the twenty-first century. One of the more specific effects of globalization is the increased levels of trade and foreign direct investments worldwide. Furthermore, globalization has also facilitated the interdependence of the different economies throughout the entire world (Baur, 2011; Betsill & Correll, 2001). In addition to what has been previously mentioned, globalization has also influenced the development of Non-Governmental Organizations (NGOs) as a response to the recent increases in private investment (Teegen, 2003). Non-Governmental Organizations (NGOs) consist of citizens’ groups that are organized on a local, national or international level (Bendell, 2000; van Tulder, 2001). There are generally, three types of NGOs, these are: (1) advocacy NGOs who are primarily tasked with the promotion of the governments or in international for the groups who do not have the capacity to do so; (2) operational NGOs, which primarily deals with the provision of goods and services to the clients who are in need; and lastly, (3) hybrid NGOs or those who perform both tasks previously mentioned (Ghauri, 2003; Vormedal...
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...their argument and explain and justify your position on this issue. (Andries J du Plessis and Bob Beaver, (2008) The Changing Role of Human Resource Managers for International Assignments International Review of Business Research Papers, Vol.4.No.5. October-November2008 Pp.166-181) You will be expected to demonstrate that you: 1. Have a critical understanding of the role of pay and reward in relation to different types of employees/international employees including performance and motivation. 2. Have a critical understanding of the different types of reward and compensation approaches and practices. 3. Appreciate the role and implications of country and firm level differences in employment regulations and worker rights and protections, and differences in cultural values, in the development of reward and compensation practices. Learning Outcome Assessed The learning outcomes being assessed relate to the following Knowledge Indicators in the MID: Knowledge Indicators 25. Employment and other laws and practices in other countries. 26. Means and reasons for different individual and collective representation, communications, co-ordination and negotiation in different countries. 28. Different social security and pay and benefit systems in different countries. 29. Concepts of transnational co-ordination and control and centralised, decentralised, regional...
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