It is difficult to pinpoint exactly how negotiation plays a part of the general employment setting. The things that stick out to me are concession making and values.
Concessions help give a bargaining range, and values give us the easiest concessions. They can go hand in hand, and it seems easiest to apply both when negotiating a salary. There were two examples of this exact setting in the text, and while one was about perception—it was the clever line about “of course I’m kidding, but you started it—it seems like the first negotiation of any employment.
If a person starts with a moderate or too high sum for a desired salary, the end result could become negative. Either you will get laughed out of the room, or you will have to concede something for a lower salary than you ever wanted. The limits and means of each company will lock them into a clear bottomline that the employer may not have, but they have a greater range of concessions on low value option. For example, they may have room on bonuses, stock options, or retirement plans, but they have only a certain cap on long-term salary. The employer can poke at different offers and see where a weak spot in the options is.
Perhaps the employee is looking for a longer contract, or a guaranteed package if the contract is ever terminated. The value of security may outweigh a bonus, or the ability to make more money over the long haul. These type of value-based concessions can lead to a favorable outcome for both sides, as opposed to creating an outright “winner” or “loser.” Still, it is preferable for each side to get as much as possible, so no one will concede JUST to concede. The key for an employee is to shoot high, and look for the holes that will help you stay highest, only conceding high personal value items last.
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