THE UNIVERSITY OF NORTHAMPTON

Faculty for Business and Law

MODULE: International Business Negotiation (Assignment 1 of 2) 2016-2017

Module Code Level Credit Value Module Tutor

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

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 that everyone does, almost
Assignment title:
daily’ (Lewicki et al 2011: 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:

Resit Date TBC once the first submission grades have 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 words academically based written essay.
ii. Requirements and components of the task

1. 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.
2. Taking an analytical rather than a descriptive approach with a willingness to
engage critically with current developments in the area of international business
negotiation.
3. Ability to marshal and evaluate evidence and to use it in support of independently
expressed academic arguments and discussions.
4. Testing student ability to know what is relevant in the context of complex multi-
party negotiations, within different cultures, and what is not.
5. 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 analyze 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 Northampton’s 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 prisoner’s dilemma: transnational collective

bargaining in an era of corporate globalisation? Industrial Relations Journal,
36(4), pp.283–302. 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.94–111. 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.363–391. 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. 97–136.

Kozul-Wright, R., 1998. Spoilt for choice? Multinational corporations and the geography
of international production. Oxford Review of Economic Policy, 14(2), pp.74–92.
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. Hofstede’s model of national cultural differences and their
consequences: A triumph of faith-a failure of analysis. Human relations, 55(1),
pp.89–118. 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.1–18.

Pfetsch, F. & Landau, A., 2000. Symmetry and Asymmetry in International Negotiations.
International Negotiation, 5, pp.21–42. 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.247–333.

Woywode, M., 2002. Global Management Concepts and Local Adaptations: Working
Groups in the French and German Car Manufacturing Industry *. Organization
Studies, 23(4), pp.497–524.