Points to be remembered in a Negotiation Process

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What all should be kept in mind during negotiation Process?

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(1) Composition of the Negotiating Team—The negotiating team should consist of members who have balanced views, even temper, analytical mind and objective outlook. They must possess the skills of analysing the problems and finding out the relevant parameters. They should have full authority to speak for their sides and make decisions.
(2) Ready availability of relevant material—The personnel manager must see that all necessary data about rates of pay, fringe benefits etc. relating to other units and industry as a whole have been duly collected and tabulated. He should be ready with a complete analysis of all proposals included in the draft agreement.
(3) Good beginning—'Well begun is half done' and this is no less true in the field of collective bargaining. It will be well to stress the need for mutual co-operation and for putting the members in the right frame of mind before the talks start. Tempers must be carefully controlled. Conflict should be localised and not allowed to spread into a mass conflagration. Probing into the cause of conflicts in the past may be necessary to avoid conflicts in future. But an analysis of past conflicts should not prejudice the present views and attitudes or cloud the vision of negotiators. The negotiators from both sides should have credibility and a sense of humour. Credibility is the management's greatest asset, its formidable shield which makes it overcome many a crisis.
(4) Continuity of talks—Collective bargaining is like any other negotiation and, with all the goodwill in the world, there will on occasions be emotional outbursts and road blocks. The important thing is never to reach a dead end but to sidetrack blind alleys and keep talks continuing. It may at time be necessary to leave controversial points alone for the being and leap over to the next issue. As the field of agreement is widened and the field of disagreement is narrowed down, small gaps can be bridged over more easily later. As long as talks continue ultimate solution will be possible. To keep the discussion fluid is, therefore, very important.
(5) Problem-solving attitude—The approach at the bargaining table, as in day-to-day work, is essentially not a fighting but a problem-solving approach. In this, the important factor is to replace opinions and impressions by facts and figures and to assess these facts objectively and analytically. Application of principle and methods of industrial engineering is valuable in solving the problems of wage fixing, promotions, standardisation of work load etc.