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Negotiation Strategies & Procedures

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Negotiation Strategies & Procedures
Module 4 – Case
TUI University

Women in Australia have been found in part-time, low-paid and low-qualified jobs. Their situation limits their ability to negotiate better employment outcomes. These women tend to rely on award arrangements in the labor market to determine their pay and conditions. Unfortunately, any policies that undermine these arrangements are likely to contribute to inequitable outcomes for women. A continuing upheaval of the industrial relations system has made equitable outcomes more difficult for them. Due to their weak position on the labor market, women were vulnerable to the impact of the Workplace Relations Amendment (Work Choices) Act 2005 and the individualization of bargaining. It has been argued that enterprise bargaining would enable women to negotiate more equitable and flexible outcomes for themselves. Unfortunately, the advancement of decentralization – from enterprise to individual bargaining (under Work Choices) put women in an even weaker position (van Wanrooy, B. ,2009). The Fair Work Act 2009 has only limited provisions for individual negotiation through Individual Flexibility Agreements (IFA) provisions in awards and agreements because this new law is based on collective agreement-making. I would prepare for negotiations by identifying the different needs and expectations of the women workers and their employers. This should save time at the bargaining table and reduce uncertainty. I would also rehearse and simulate situations so that the workers that I represent would be prepared for the situation that they are about to encounter. It is my mission to achieve our goals of better pay to satisfy our goals of equal pay for equal skills among all employees. There were a lot of changes experienced by low paid women workers under the Work Choices agreement made by the unilateral decisions of employers and the lack of opportunity for negation. These decisions impacted their job security, income, voice, working time and redundancy pay. Their lack of power to negotiate caused them to have less control over their working hours; thus, undermining their ability to fulfill their caring responsibilities. Work Choices had the greatest impact on these workers because of their minimal capacity to negotiate with their employers (van Wanrooy, B. ,2009). The skill level that seems to be involved in the job can ultimately shape their working conditions and experiences at work. Workers with highly valued or in demand skills have more bargaining power and can negotiate more desirable conditions of employment. Although these women in higher paying positions may be able to negotiate, they are still paid less than their male counterparts. In this way, they still lose out on equality. Overall, low paid women are not allowed to negotiate, nor do they have unions who can intercede on their behalf. Women in higher positions can negotiate better work conditions, but are still being paid less than their equally skilled male counterpart. Both types of women workers are being taken for granted and are not being treated fairly. More laws for equal rights must be implemented in order for women to be treated fairly, like the male workers.

Reference: van Wanrooy, B.. (2009). Women at Work in Australia: Bargaining a Better Position? Australian Bulletin of Labour, 35(4), 611-628. Retrieved August 29, 2010, from ABI/INFORM
Global. (Document ID: 1907117381).

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