Essays on Key Issues that Need to Be Resolved in the Negotiations Assignment

Download full paperFile format: .doc, available for editing

The paper "Key Issues that Need to Be Resolved in the Negotiations" is a good example of a management assignment. The first key issue regards the scheduling of the hospital’ s surgical nurses by Ms. Judith Brady, R.N. , the hospital’ s nursing supervisor. Dr. Jordan complained that Ms. Brady scheduled surgical nurses according to her understanding of the customary hospital policy. Driven by an attitude of making the most out of the hospital’ s operating time for training purposes, Ms. Brady’ manner of scheduling operations was such that nurses were time and again assigned to procedures they had no experience of.

The problem with this method is that it prolonged the time surgeons took to perform operation since surgeons had to wait for the nurses seeing as they were not able to routinely make out the instrument required. As a consequence, the operation room operated at full capacity and surgeons did not have ample time to wrap up a surgical procedure as it should be. They felt obliged to speed up completing an operation given that another procedure was scheduled just after their operation.

The end result is that quality of care was compromised and therefore this is a key issue that needs to be resolved. The second issue arises from the problem in the first issue in that Ms. Brady is accused of favouritism. In view of the fact that majority of the nurses did not have the required experience to serve surgeons in an operating room, Ms. Brady apparently favoured a few doctors over others and therefore she was inclined towards assigning them more experienced nurses to their procedures. Given the complaints from surgeons, this issue has got to be resolved. From these issues, one key interest that prominently stands out is that of the care given to patients.

Dr. Jordan, as the chief of surgery, felt that the choked scheduling of the operation procedures compromised the quality of care, which he took to be a medical problem. On the other hand, Harriet Briggs, the hospital’ s administrator, was as well legally responsible for the care the patients received at the hospital. It is apparent that this conflicting interest involving Dr. Jordan and Harriet Briggs needs to be resolved. Identify any challenges or hurdles that may prevent the parties from reaching a mutually satisfying agreement. The manner in which parties approach the negotiation could be a challenge to reaching a mutually satisfying agreement and therefore hinder the negotiation.

There are two key approaches to negotiation: (1) A win-win or integrative approach; and (2) A win-lose or a distributive approach. In the first approach, both parties argue based on their interests and therefore they will negotiate in such a way that they care for each party’ s interest in striking an agreement.

In the second approach, each party’ s ultimate goal is to win and make sure the other party loses at whichever cost. In short, under this approach, parties negotiate based on their positions. Taking the case where the parties opt to solve their dispute based on a win-lose approach, it will be hard for them to reach a mutually satisfying agreement (Harvard Business School Publishing, 2003).

References

Berton, P. Hiroshi, K. and Zartman, B. (1999). Justice, Fairness, and Negotiation: Theory and Reality. New York, St. Martin’s.

Brett, J. M. (2000). Culture and Negotiation. International Journal of Psychology, 35 (2): 97-104.

Deutsch, M. and Coleman, P. (eds.) (2000). The Handbook of Conflict Resolution: Theory and Practice. San Francisco, Jossey-Bass.

Fisher, R. and Ury, W. (2011). Getting to Yes: Negotiating Agreement Without Giving In. New York: Penguin Books.

Harvard Business School Publishing (2003). Negotiation. Boston: Harvard Business School Publishing.

Lewicki, J.R. Saunders, D.M. Barry, B. and Minton, M.W. (2004). Essentials of negotiation. New York, NY: McGraw-Hill/Irwin.

Moore, C. (1996). The Mediation Process: Practical Strategies for Resolving Conflicts. San Francisco, Jossey-Bass.

Oetzel, J. G. and Ting-Toomey, S. (2003). Face Concerns in Interpersonal Conflict: A Cross-Cultural Empirical Test of the Face Negotiation Theory. Communication Research, 30: 599-624.

Raiffa, H. (2002). Negotiation Analysis: The Science and Art of Collaborative Decision Making. Belknap Press. Cambridge, MA.

Thompson, L.L, (2009). The Mind and Heart of the Negotiator. 4th edn. Upper Saddle River, NJ, Prentice Hall.

Thompson, L. and Nadler, J. (2000). Judgmental Biases in Conflict Resolution and How to Overcome Them. San Francisco, Jossey-Bass.

Download full paperFile format: .doc, available for editing
Contact Us