CAN U PLEASE HELP ME ANSWER THE QUESTIONAIRE BELOW BASED ON THE PICS THAT I WILL ATTACH .

The Negotiation Checklist (Abbreviated from Simons & Tripp, 1997)

About You

1. What is your overall goal?
2. What are the issues in the negotiation and rank how important each one is to you. (Note, you can add issues that are not necessarily listed on the information sheet too)
3. What is your "best alternative to negotiated agreement" (BATNA)?
4. What is your resistance point (i.e., the worst agreement you are willing to accept before ending negotiations)?

About the Other Side

1. If you had to guess based on what you know about the role they are in:
   1. How important do you think each issue is to them?
   2. What do you think their BATNA might be?
   3. What do you think their resistance point is?
   4. Based on questions B.1, B.2, and B.3, what is your target (i.e., the deal you are hoping to realistically get)?

The Situation

1. Are there any deadlines, and if you had to guess, who is more impatient?
2. What topics or questions do you want to avoid? How will you respond if they ask anyway?

The Relationship Between the Parties (The role parties)

1. Will negotiations be repetitive (i.e., will you likely have to continue interacting with this person?)? If so, what are the future consequences of each strategy, tactic, or action you are considering?
2. Can you trust the other party? What do you know about them? (Not thinking about the person, just the role, (for example, like would you trust a doctor who you were going to see about a health issue, would you trust a car salesperson that is trying to sell you a car?)
3. Based on the role you are playing, do you think the other party trust you?

EMPLOYMENT NEGOTIATION EXERCISE ROLE INORMATION FOR RECRUITER This is a negotiation for a job offer. You are playing the role of the recruiter. Specically, you are Kim Carlton, the Director of Human Resources at McKinley Consulting, a prominent international consulting rm. There are a number of attractive candidates on the market and you have had over 30 applications for the entry-level position you advertised. You have had preliminary interviews with four candidates including Chris T. Welch, a Big 10 University undergraduate student who you will be negotiating with today. Chris, who has an impressive resume, is your (and the other directors') preferred candidate and you are prepared to offer Chris the position contingent on your ability to reach agreement on eight issues (discussed below). On your "Employer's Payoff Schedule" the eight issues to be negotiated are listed separately. Along the left-hand side under each issue are ve different types of agreements that could be reached. The number of points you will receive for each type of agreement is given on the right hand side. You should note that each issue has a different degree of importance to you, as indicated by the magnitude of the number of points you could obtain. As a negotiator, you may match any of the ve levels with any of the 8 issues. Thus, there are a huge number of possible agreements. Although using points in a negotiation may seem somewhat articial to you, there are a number of reasons for doing so. First, it helps you weigh the issues relative to one another and to see the potential trade-offs among them. Second, having a point system allows you to have objective criteria for evaluating how you are doing in the negotiation. That is, you could set an aspiration level (AL) in terms of how many points you would like to achieve in the negotiation, you could set a reservation price (RF) in terms of the lowest number of points you would be willing to accept before you declare an impasse and seek agreement with some other candidate. The goal for you in this negotiation is to achieve as many points as possible. The assumption underlying this goal is that an agreement that maximizes your point total would have the highest utility to you and your rm. On the other hand, negotiation assumes give and take and your aspirations should be reasonable (i.e., assuming you could reach 13,200 points - the maximum possible for you - is unrealistic). After all you WANT to hire this candidate and you WANT to have a positive working relationship after the negotiations are over. Being overly aggressive or intractable in your positions would not be in your best interest. Some underlying reasoning for why you value the different issues and options within the issues as you do is provided on the next page. However, in roleplaying negotiations, it is not possible to provide all the potential information or reasoning that you may require. Thus, you may have to improvise and embellish in the course of the negotiation. This is permissible, but please do not change the basic structure of the negotiation (like saying you have another candidate who will work for $25,000). The issues in order of importance to you 1. Salgy: Your evaluation of the market tells you that salaries of $35,000 to $45,000 are the norm for entry level consulting positions. In spite of a growing business, your budget is especially tight this year. To the extent that you can keep initial salary low you will have more exibility on some of the other issues. Also, you like to see a candidate prove him or herself rst and you are reluctant to start anyone with the highest salary level. Salary, in fact, is weighted negatively for you; the more you pay the higher the "disutility" for your rm. 2. Paid Time Off (Vacation, Sick, Personal): Time is money! ! The fewer paid time off (PTO) days the candidate takes, the more productive your rm. Even directors rarely take more than 30 days of PTO. You have the authority to allot anywhere from 5 to 25 days of PTO. 3. Benefits Package: The ve different levels of benet packages you provide from most expensive to least expensive to you are listed below. Plans A and B are usually reserved for senior people who have been with the rm sometime. Plan A: 100% insurance coverage; 3:1 retirement plan; 2:1 matching on stock purchases Plan B: 100% insurance coverage; 2:1 retirement plan; 1:1 matching on stock purchases Plan C: 100% insurance coverage; 2:] retirement plan Plan D: 100% insurance coverage; 1.5:1 retirement plan Plan B: 100% insurance coverage; 1:1 retirement plan 4. Job Assigpment: You have 5 divisions in your company. Division A is your international division which focuses on European markets (these are your fastest growing markets). Division B is the international division that focuses on Asian markets. Division C includes the North American countries (those covered under NAFTA). Division D is the national division (United States). Division E focuses exclusively on markets in the Midwestern U.S. Given the candidate's background and credentials it would be disadvantageous to you to have himfher anywhere but in Division A. 5. The starting date of employment: Your preference for a September 1 starting date is based on the fact that the training programs for new consultants begin in September. Most new employees also start on this date. 6. Signing Bonus: This onetime expense has proven to be quite important in recruiting top candidates. You usually only have to offer the top bonus amounts however, to candidates coming out of the top 10 business schools. 7. Location: You have ofces in many locations throughout the states. It makes the most sense to you to have the candidate in the Atlanta office, as this is the ofce that handles the majority of the European accounts. However, if the candidate has a strong preference for another location this could be accommodated because the employee would be traveling extensively and many meetings take place electronically anyway. 8. Moving Expenses: Obviously, the less you have to pay in moving expenses the better. This issue is of least importance to you however. Your payoff schedule is below. Please become very familiar with your PAYOFF schedule. Feel free to take notes 01' write on it. The highest number of total points you can obtain from this negotiation is 13,200 and the lowest number is -8400. These point totals were calculated by adding up the highest number of points you could receive for each of the 8 issues and the lowest number (see table below). Lowest Highest Bonus 0 1600 Job Assignment -2400 0 Paid Time Off 0 4000 Starting Date 0 2400 Moving Expense Covered 0 800 Benefits Package 0 3200 Salary -6000 0 Location 0 Total -8400 13 ,200 DO NOT AT ANY TIME TELL THE OTHER PERSON HOW MANY POINTS YOU ARE GETTING. ALSO, DO NOT LET THE OTHER NEGOTIATOR SEE YOUR POINT SCHEDULE. THIS INFORMATION IS FOR YOU ONLY. Recruiter Payoff Schedule Signing Bonus Points 10% 0 8% 400 6% 800 4 1200 2% 1600 Job Assignment Points Division E -240 Division D -1800 Division C 1200 Division B -600 Division A Paid Time Off Points 25 days 0 20 days 1000 15 days 2000 10 days 3000 5 days 4000 Starting Date Points July 1 0 July 15 600 August 1 1200 August 15 1800 September 1 240 Copyr Moving Exp Moving Expense Coverass endall Hunt Publishing Company 90% 200 80% 400 70% 600 60% 800 Benefits Package Points Plan A Plan B 800 Plan C 1600 Plan D 240 Plan E 3200 Salary Points $45,000 -6000 $42,500 4500 $40,000 -3000 $37,500 -1500 $35,000 0 Location Points Cedar Rapids 0 Minneapolis 300 Chicago 600 Denver 900 Atlanta 1200FINAL CONTRACT PLEASE CIRCLE TO INDICATE THE FINAL NEGOTIATION AGREEMENT I. We reached a settlement and the settlement was as follows: SIGNING BONUS: 10 8 6 4 2 (percent) JOB ASSIGNMENT: A B C D E (department) PAID TIME OFF: 25 20 15 10 5 (days) STARTING DATE: \"#1 7f 1 5 81' 1 8f 1 5 9!] (date) MOVING EXPENSE COVERAGE: 100 90 80 70 60 (percentage) BENEFITS PACKAGE A B C D E (package) SALARY: 45 42.5 40 37.5 35 (thousands of dollars) LOCATION: Eedag Minneapolis Chicago Denver Atlanta (place) apl s 11. We did not reach settlement. The impasse was due to inability to reach agreement on Names of negotiators: Recruiter: Points achieved Candidate: Points achieved (You should ask for this information from your negotiation counterpart). Chris T. Welch 3176 First Avenue Midwest, USA (319) 354-0000 OBJECTIVE To obtain a challenging position with a top globally-oriented consulting firm that will utilize my finance, marketing, and foreign language skills while allowing me to contribute to profitability. EDUCATION Bachelor of Science; Topnotch College of Business, Big Ten University; GPA: 3.84 Anticipated May 2012. Major: Finance; Minor: Marketing Consortium of Universities for International Studies (CIMBA) -- Paderno del Grappa, Italy; Fall 2009; Completed courses in Accounting, Finance, Marketing, Management, Italian, and International Communications while learning about cultural awareness, leadership, and professional development. EXPERIENCE NEW DIMENSIONS IN LEARNING (Midwest, USA) -- Volunteer Tutor 8/09 - 5/11 Volunteer tutor for a Federally funded program aimed at providing educational assistance for first generation, financial need, and disabled college students Instructed four students in Principles of Microeconomics and Financial Accounting for the Tippie College of Business seven hours per week TOPNOTCH COLLEGE OF BUSINESS, DEPARTMENT OF ACCOUNTING (Midwest, USA) -- VITA Volunteer daHunt Publishing Company Cop. Prepared free tax returns for over 10 families Instructed families on the concepts of tax preparation, allowing them to gain an understanding of the Tax Code and enabling them to file their own return independently next year ATLAS WORLD GRILL (Midwest, USA) -- Bartender/Server 12/08 - Present Assist in training eight new employees on company policies and procedures . . Responsibilities include ability to accurately produce and present 'world' cuisine Work between 25 and 35 hours/week while maintaining a full course load ACTIVITIES & COMMUNITY INVOLVEMENT SIGMA PHI EPSILON FRATERNITY (Midwest, USA) -- Intramural Chair 12/08 - Present Coordinated intramural operations for largest fraternity on campus Created teams and managed scheduling for 12 intramural events for a chapter of over 100 men DANCE MARATHON (Midwest City, USA) -- Volunteer 10/09 - 1/010 Raised $1,000 to benefit Children's Miracle Network to aid families of children with cancer HONORS, AWARDS, & SPECIAL SKILLS President's List Member, Big 10 University Honors Program, Big 10 University Fluent in Italian Financed own educationRecruiter i] In addition to your role. both the candidate and the recruiter should carefully review the Candidate's Resume i]. Respond to each of the questions in The Negotiator's Checklist i] for your assigned role in this roleplayt Submit as a Word document