1. Explain any three (3) approaches to negotiation. 2. Grievances in organisations are inevitable so far as people work together. List three (3) methods in which grievances can be identified.

### 1. Approaches to Negotiation **a. Interest-Based Negotiation (Principled Negotiation):** This approach focuses on mutually beneficial outcomes by emphasizing the interests of both parties rather than their positions. During the negotiation process, parties are encouraged to identify their underlying needs and desires to explore options that satisfy those interests. The methodology encourages cooperation, creativity in problem-solving, and finding win-win solutions. **b. Competitive (Adversarial) Negotiation:** This approach is characterized by a high-stakes environment, where parties aim to win as much as possible, often at the expense of the other party. In competitive negotiation, each side tries to maximize their advantage and may use tactics such as aggressive bargaining and hardline stances. This approach can lead to conflict and hard feelings, and while it can achieve short-term gains, it might damage long-term relationships. **c. Collaborative Negotiation:** This approach emphasizes teamwork and collaboration between negotiating parties. The idea is to work together to find a solution that satisfies the needs of both parties. Collaborative negotiation involves open communication, active listening, and brainstorming creative solutions. It focuses on building trust and maintaining positive relationships, ensuring that each party feels valued and respected throughout the process. ### 2. Methods for Identifying Grievances in Organizations **a. Surveys and Questionnaires:** Anonymous surveys can be a useful tool to gauge employee sentiments and identify grievances within an organization. These instruments can include questions about job satisfaction, workplace culture, relationships with colleagues and supervisors, and workplace policies. Surveys provide quantitative data that can help management detect patterns and areas of concern. **b. Open-Door Policy:** Implementing an open-door policy encourages employees to express their concerns or grievances directly with management without fear of repercussions. This approach fosters an environment of open communication and trust, allowing individuals to discuss issues as they arise. Regularly scheduled one-on-one meetings can also facilitate this identification process. **c. Exit Interviews:** Conducting exit interviews with departing employees can serve as a valuable method for identifying grievances. These interviews provide insights into the reasons employees choose to leave the organization and can uncover underlying issues or patterns related to management, work conditions, or company culture. Analyzing feedback from exit interviews allows organizations to make necessary changes and improve retention.