The negociation of salary is important to us. I agree with the text that we should have an outside survey and demonstrate our progress in job.
I wouldn't lead a salary negotiation with the "threat" that if I don't get paid what I want I'll take another offer. Tell the boss about why you're worth money is a better lead off.
whaaaaaaaaa what was that.....................was that a course o negotiation?????or how to talk????? four minutes?????????
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You don't always need an entire meal to be feel satisfied.Sometimes you take what is being offered to satisfy your intellectual palate.
Why do you think less is sometimes more?
I can see how it is vital to know how your colleagues are paid at your level, as well as those in your role in other organisations but that 'battener' is not always available to fall back on. Although my objective may not be the same, I am going to have to think creatively for my alternative!
Salaries and pay increase are negotiations using objective criteria and alternatives. It researching and having internal and external objective criteria about actual rates within the company and relevant industry rates of competitors. Having an alternative job offer or information of what competitors are offering on the market stregthens a negotiating position.
so we should have an abjective criteria and alternative
How it will help me if i say to the manager that i seek working for. that I have a waiting job and it pays me more than you are offering.
Salaries and pay increases, how do you negotiate them? So salaries and pay increases are about two things: and they happen to be the same two elements of the last question. They're about alternatives and criteria. So the most important is having objective criteria. So if you're in an organization, and let's say that it's IBM, you want to know what do other people at your level get paid, how quickly have they been increased in their salaries? You want to have some good internal objective criteria. You'd also like to have some external criteria. What are they paying at HP for similar roles? What are they paying at Dell, if it's an OEM kind of a job, for the similar kind of role? So you want to have objective criteria. Number two, you want to think about your alternative. Now, sometimes you need to let the other side know, or at least be prepared, if you don't get the salary increase, maybe you'll go work at HP. And often - I'm not saying you need to threaten with your alternative, but you'd at least like to know that if you walked away, you'd like to have that in your back pocket. So if I know when I go in to negotiate with my manager, that I've got a job waiting at Hewlett Packard and it's 15 % more salary than I'm getting at IBM, I'm feeling more powerful when I go into the negotiation. And so developing a good - what's called BATNA, the best alternative to a negotiated agreement when you go in, and having good data about objective criteria, I think, is really important. Students - I hire a lot of students, because we're an investment bank, and we hire a lot of young people. And there are people that - there are students that will come in, and whatever salary you offer them, they ask for more. "You can have $30 million." "No, that's crazy. I've got to have more." And it's not very persuasive. Now, if they said, "Gee, the other investment banks are paying more. I've done some research. You guys are 5 % lower." That would be super, super persuasive. Or, "Hey, I've got this offer at Goldman Sachs, they're paying more." That's persuasive. But people who just ask more no matter what, not so persuasive.
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