THE UNIVERSITY OF NORTHAMPTON

Faculty for Business and Law

MODULE: International Business Negotiation (Assignment 1 of 2)

2016-2017

Module Level Credit Module Tutor

Code Value
7 20 Dr Holger Siemons
STRM060- Mr Dean Brookes
STD-1617

Assignment Brief

Negotiation is not a process reserved only for the

skilled diplomat, top salesperson, or ardent
advocate for an organized lobby; it is something
Assignment
that everyone does, almost daily (Lewicki et al 2011:
title:
2). Critically evaluate this statement, does it mean that
negotiation skills are basically the same wherever they
are practised?

Weighting: 60 %

Word count:
3,000 evidenced based essay.

Deadline: Week 7 from the start of the module.

Feedback and
Week 11
Grades due:

TBC once the first submission grades have

Resit Date
been agreed.
1. Purpose of the Assessment
Will require the student to draft a Level 7 academic essay, critically
evaluating a given area(s) of negotiation theory. This essay shall, further,
include developing critical thinking skills and analysis of theory in relation to
the assignment question, the assessment will help develop the necessary
underpinning knowledge and skills required to be successful in PS1.

2. Assessment task
i. Type of Assessment
Individual 3,000 word academically based written essay.
ii. Requirements and components of the task

Founded on an appropriate range of reading and understanding of the

debates and relevant literature relating to key aspects and processes of
negotiation, along with the skills needed. Taking an analytical rather than a
descriptive approach with a willingness to engage critically with current
developments in the area of international business negotiation. Ability to
marshal and evaluate evidence and to use it in support of independently
expressed academic arguments and discussions. Testing students ability to
know what is relevant in the context of complex multi-party negotiations,
within different cultures, and what is not. Testing understanding of the
assignment question as opposed to the ability to identify the topic.
Identification of negotiation as an everyday skill.

3. Assessment breakdown
1. Achievement of the Assessment Brief (To what extent does the
work address the task set?) - submission demonstrates a confident,
independent and well-judged response to the assessment brief. There
is creativity and originality in the work which uses knowledge and
insights at the forefront of the area of study (max 25%).
 2. Content & Analysis - submission effectively integrates the advanced
skills of analysis, synthesis, evaluation and application. There is
consistent evidence of excellent, measured judgment. Self-direction,
creativity and practical understanding are evident, demonstrating the
qualities expected of an effective self-critical independent learner -
(45%).

3. Structure, Presentation & Expression - submission is technically

very well presented, with high standards of presentation and
expression (max 15%).

4. Referencing - the quality and quantity of referencing is of a high

standard, demonstrating a confident grasp of disciplinary
methodologies for the discipline/area of study (max 15%)

4. Assessment submission
To submit your work, please go to the Submit your work area of the
International Business Negotiation NILE site. It is important that you submit
your work to the correct module NILE site, and that your work is submitted
on time.

Assessment Guidance
Ensure that the assignment is
- Closely structured to the requirements of the question: The published title
should be set out at the head of the assignment and referred to
throughout the text.
- Concluded in such a way as to provide an answer to the published
question: An authoritative conclusion should synthesize the arguments
developed through the essay and establish that the central requirements
have been met.
- Written in simple and direct language: Complex sentence structures and
the use of jargon should be avoided as much as possible.
- Founded on a suitable range of reading and effectively referenced: Core
arguments should be supported by appropriate reference (using the
Harvard system) to reading indicated in the Module Guide and found in
literature searches.

6. Learning Outcomes

The learning outcomes being addressed through this assignment are:

a) critically evaluate the act of negotiation as a multi-disciplinary
practice.

b) to identify and critically analyse the range of skills a negotiator needs

to draw upon, including styles, ploys and techniques, in the process of
conducting effective negotiations.

c) understand the context of culture and the need to adapt the

negotiation strategy accordingly.

d) appreciate the wider aspects of conducting negotiations in a

globalised environment.

e) develop a level of self-awareness with regard to personal negotiation

positions, styles and characteristics and be able to adapt and
understand others in the art of conducting negotiations.

f) to write clearly and effectively at Level 7 post graduate MBA academic

study in appropriate styles and formats.

7. Assessment Submission
Read this assignment brief carefully and ask your tutor for clarification if you
are unsure of requirements. Submission is electronic only via the Submit
your Work button on your NILE STRM060 site.

NB Submitting your work.

Be aware that the act of submitting work electronically amounts to a
declaration of authenticity from the student [both individual and for a
group presentation assessment] submitting the work (i.e. that it is their own
work). Please refer to Section 4.23 of the University of Northamptons policy
and procedures for further information.

Be very mindful that the expectations and demands on you at university are
significantly higher than at school or college. Things that were considered
good, even commendable, will sometimes be considered basic, or even
inappropriate. Click on the Contacts on the left of the panel on the
STRM060 NILE site to see what help is available via the Library and
Learning Services if you find it difficult getting to grips with academic
writing. NB CfAP is now call Learning Development. Learning
Development is a resource for all students, where you can receive free
guidance and tuition on any academic skill, essay writing, dissertations,
critical analysis, and presentations skills. To book your first tutorial
appointment with CfAP, speak to a member of staff at the Library Help Point
on either campus, they will be happy to book you an appointment.
Alternatively email: learningdevelopment@northampton.ac.uk

The Skills Hub webpages contains helpful information on academic related

subjects such as referencing, academic writing and examination
techniques: skillshub.northampton.ac.uk

The Library contains many resources, including books, journals and e-

resources. Top floor in the Park Library is the location for the HRM books.
Please make yourself aware of the many online resources, especially
NELSON from which you can search journal articles.

8. Indicative Reading List

Brewster, C., Sparrow, P., Vernon, G., & Houldsworth, E. (2011)
Comparative HRM and Institutional Influences. In Brewster et al
(2011) International Human Resource Management. London, CIPD.

Coates, D. (2000) Models of Capitalism: Growth and Stagnation in the

Modern Era Cambridge: Polity Press. Ch1; Ch 7.

Cooke, W.N., 2005. Exercising power in a prisoners dilemma: transnational

collective bargaining in an era of corporate globalisation? Industrial
Relations Journal, 36(4), pp.283302. Available at:
http://doi.wiley.com/10.1111/j.1468-2338.2005.00359.x.

Dobbin, F. (2005). "Is Globalisation Making Us All the Same?" British

Journal of Industrial Relations 43(4): 569-576.

Edwards, T., Colling, T. & Ferner, A.M., 2007. Conceptual approaches to the
transfer of employment practices in multinational companies: An
integrated approach. Human Resource Management, 17(3), pp.201
217. Available at: http://hdl.handle.net/2086/3176.

Edwards, T. & Ferner, A., 2002. The renewed American Challenge: a

review of employment practice in US multinationals. Industrial
Relations Journal, 33(2), pp.94111. Available at:
http://doi.wiley.com/10.1111/1468-2338.00222.

Edwards, T. & Rees, C., 2011. International Human Resource

Management: Globalization, National Systems, and Multinational
Companies.

Ferner, A. et al., 2004. Dynamics of Central Control and Subsidiary

Autonomy in the Management of Human Resources: Case-Study
Evidence from US MNCs in the UK. Organization Studies, 25(3),
 pp.363391. Available at: http://oss.sagepub.com/content/25/3/363
[Accessed July 9, 2014].

Fine, B. (2004). "Examining the Ideas of Globalisation and Development

Critically: What Role for Political Economy?" New Political Economy
9(2): 213-231.

Fulcher, J. (2000). "Globalisation, the Nation State, and Global Society."

The Sociological Review: 522-543.

Hofstede, G. & Usenier, J.C., 2002. Cultural Aspects of International

Business Negotiations. In International Business Negotiations. pp.
97136.

Kozul-Wright, R., 1998. Spoilt for choice? Multinational corporations and the
geography of international production. Oxford Review of Economic
Policy, 14(2), pp.7492. Available at:
http://oxrep.oupjournals.org/cgi/doi/10.1093/oxrep/14.2.74.

Lawler, E. & Ford, R., 1995. Bargaining and Influence in Conflict Situations,
Available at: http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?
article=1783&context=articles [Accessed July 17, 2014].

Lewicki, R., Saunders, D. and Barry, B. (2011) Essentials of Negotiation.

London, McGraw Hill. Chapter One.

McSweeney, B., 2002. Hofstedes model of national cultural differences and

their consequences: A triumph of faith-a failure of analysis. Human
relations, 55(1), pp.89118. Available at:
http://hum.sagepub.com/content/55/1/89.short [Accessed July 16,
2014].
Meardi, G. & Marginson, P., 2006. The Complexities of Relocation and the
Diversity of Union Responses: Efficiency Oriented FDI in Central
Europe. , pp.118.

Pfetsch, F. & Landau, A., 2000. Symmetry and Asymmetry in International

Negotiations. International Negotiation, 5, pp.2142. Available at:
https://eduedi.dongguk.edu/files/20070519075111526.pdf [Accessed
July 17, 2014].

Rees, C. and Edwards, T. (2011) Globalization and multinational

companies. In Edwards, T. and Rees, C. (eds) International Human
Resource Management: Globalization, National Systems and
Multinational Companies. London, Prentice Hall.

Rees, C. and Edwards, T. (2011) Cultures, Institutions and Management. In

Edwards, T. and Rees, C. (eds) International Human Resource
Management: Globalization, National Systems and Multinational
Companies. London, Prentice Hall.

Walton, R. & McKersie, R., 1965. A Behavioral Theory of Labor

Negotiations, New York: McGraw-Hill.

Weiss, S.E., 1997. Explaining Outcomes of Negotiation: Toward a

Grounded Model for Negotiations Between Organizations. Research
on Negotiation in Organizations, 6, pp.247333.

Woywode, M., 2002. Global Management Concepts and Local Adaptations :

Working Groups in the French and German Car Manufacturing
Industry *. Organization Studies, 23(4), pp.497524.