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Negotiation Skills

 

1 Day interactive online course 

 

 

22 September 2022 (08:30 - 16:00) Interactive Online Course

  

Online registration - Click here 

Email registration - download booking form for 22 September 2022 Interactive Online Course

 

 

Course content

 

Module 1: Defining the fundamental concepts

 

Module 2: Characteristics of effective negotiators and key skills for success

 

Module 3: Identifying and defining your negotiating style 

  • Competing
  • Collaborating
  • Compromising
  • Accommodating
  • Avoiding

 

Module 4: Types of Negotiation 

  • Integrative/Distributive
  • Inductive/Deductive/Mixed
  • Soft/Hard/Principled
  • Alternative Dispute Resolution
  • Non-Negotiable Positions/Options

 

Module 5: Step 1 of the negotiation process: Preparation 

  • Establish rules that lead to effective negotiation
  • Effectively prepare the research that is required to negotiate
  • Set limits
  • WAP
  • BATNA
  • ZOPA

 

Module 6: Step 2 of the negotiation process: Exchanging information 

  • What information is held in common to both negotiating parties?
  • What information you will disclose?
  • What information you would prefer the other negotiating party to disclose?

 

Module 7: Step 3 of the negotiation process: Bargaining 

  • Maintain composure when things get heated
  • Collaborate and foster cooperation
  • Remain focused
  • Keep an open mind
  • Decide what kind of relationship we wish to foster
  • Use additional resources and expertise

 

Module 8: Step 4 of the negotiation process: Commitment and Closing 

  • Developing a sustainable agreement
  • Incorporate everyone’s perspective
  • Gain consensus

 

Module 9: Managing and balancing key negotiation concepts 

  • Conflict
  • Persuasion

 

Module 10: Integrated role play activity 

 

Purpose of the course: 

This course effectively blends the theory and practice of negotiation with practical application tools and techniques.

 

On completion of the course delegates will be able to: 

Effectively negotiate win-win agreements within their respective workplaces.

 

The course will be useful for: 

  • Managers
  • Supervisors
  • Trade union representatives (“Shop Stewards”)
  • Business owners
  • HR officers
  • Any person tasked with negotiation

 

Registration Fee

  • Price per delegate:  R 2440-00

     The above fee includes course material and if applicable, lunch and refreshments.

     Course material will only be made available to paid participants.

     Seats are limited. Early booking is essential.

 

For further information contact:

 

 

Online registration - Click here 

Email registration - download booking form for 22 September 2022 Interactive Online Course

 

 

 

 

 

 

 

 

 

The four-day working week and its impact on South African labour law: Are we ready?

 

If there is one thing we can learn from the COVID-19 pandemic, it is that many employees can work from anywhere and the “normal” 9 to 5 is no longer palatable to the upcoming workforce.

 

2022/07

By Hedda Schensema, Director and Tshepiso Rasetlola, Associate, Employment Law, Cliffe Dekker Hofmeyr

 

Over the past two years, many employers have had to reassess their working arrangement as a result of the pandemic. COVID-19 served as a test run on what the “new normal” has to offer in respect of the employment relationship and some working conditions. This has resulted in many employers successfully implementing a hybrid working arrangement and, in some instances, even requiring their employees to work from home indefinitely.

 

Many employers have indicated that they have experienced an increase in productivity and less stressed employees. On the flip side, however, employees have been unable to shut down and find themselves working round the clock and over and above their normal working hours. Considering the above, does this mean that South Africa is ready for a four-day working week post COVID-19?

Countries like Belgium and the UK have been able to successfully implement a four-day working week. However, given that South Africa is highly regulated in respect of its labour and employment laws, it has been argued that it would not be as seamless or easy an exercise to implement in comparison to these countries.

 

South Africa has numerous bargaining councils and sectorial agreements that regulate basic conditions of employment in the different sectors and include, inter alia, working hours. In order to be able to implement a four-day working week model, these agreements will have to be amended and their terms renegotiated to align with such a model.

 

This means an employer cannot change the terms and conditions of employment as recorded in these agreements without first consulting the relevant stakeholders, which include trade unions, workplace forums and individual employees.

 

This is a process that is consultative and which must result in consensus being reached on all aspects related to the arrangement. A failure to obtain consent prior to implementing the working model may result in a unilateral change in terms and conditions of employment by an employer. This could expose the employer to a referral by its employees in relation to unilateral changes to terms and conditions of employment.

 

In addition to this, the relevant labour and employment laws will have to be amended to cater for the working model from a regulatory point of view. Employers will need to consider their health and safety obligations towards employees in terms of the Occupational Health and Safety Act 85 of 1993, which requires an employer to, among other things, do everything reasonably practicable to protect employees’ health and safety in the workplace. In this regard, an employer’s obligations to ensure the health and safety of its employees extends to where the employee is working outside of the conventionally understood workplace, including a home office.

 

Although a four-day working week model sounds like a brilliant and exciting idea, employers will have to assess their respective sector and industry in order to establish whether it would be practicable or even feasible for its business model. Employers will also have to consider the applicable legislation and agreements regulating their sector and engage in a consultative process with the relevant stakeholders.

 

It is, therefore, perhaps premature to make a concrete finding that the four-day working week model would be possible in a highly regulated country like South Africa. We will therefore have to monitor its progress and assess from an individual employer’s business model as to whether the four-day working week would be appropriate.

 

For more information please contact Hedda Schensema at [email protected] or Tshepiso Rasetlola at [email protected]

 

Article published with the kind courtesy of Cliffe Dekker Hofmeyr www.cliffedekkerhofmeyr.com.

 

 

 

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Upcoming Courses

 

August

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Compensation for Occupational Injuries and Diseases Course

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September

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08 September 2022 (09:00 - 16:00)

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Basic Labour Relations

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Cape Town: Protea Hotel Tyger Valley

15 September 2022 (09:00 - 16:00)

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The OHS Act and the Responsibilities of Management

15 September 2022 (08:30 - 16:00)

Interactive Online Course

16 September 2022 (08:30 – 16:00)

Emperors Palace: Convention Centre 

Negotiation Skills New Course

22 September 2022 (08:30 - 16:00)

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Managing Day-to-Day Challenges in the Workplace

29 September 2022 (09:00 - 15:30)

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Employment Equity Committee Training

30 September 2022 (09:00 - 16:00)

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October

Management and Leadership Skills

05, 06 & 07 October 2022 (08:30 - 16:00)

Interactive Online Course

Employment Equity Committee Training

06 October 2022 (09:00 - 16:00)

Emperors Palace: Convention Centre

POPIA Practical Approach Towards Compliance

07 October 2022 (09:00 - 12:00)

Interactive Online Course

Health and Safety Representative and Committee Training Course

13 October 2022 (08:30 - 16:00)

Interactive Online Course

20 October 2022 (08:30 - 16:00)

Emperors Palace: Convention Centre

 

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