What is your position? Do you represent labor or the company administration? What is your ultimate goal for the outcome of this conflict? Why?

What responsibilities does the company have toward its employees? Who are the other stakeholders in this conflict? Hint $$ What is $$fiduciary responsibility?$$

How could you help steer negotiations between labor and management so that the conflict between them is healthy and productive? Is that even possible?

Specifically, tie your strategy back to Mary Parker Follett$$s contributions.

Describe how your strategy aligns with the $5$ typical conflict management styles: Yielding, Compromising, Forcing, Problem$-$Solving, and Avoiding. Why choose this style$($s$)$ in this unique situation?

What are other ways to cut costs in addition to employee pay? Hint $-$ Talk about Frank Gilbreth$$s contributions

Is the company justified in trying to cut costs even when it has made a huge profit? Are the employees justified in not working to protest what they perceive as unfair cuts?

How do the external economic conditions influence negotiations and the power dynamic?

How might you use public perception and media presence to influence negotiations?

As you enter into the negotiation phase of resolving this conflict, what questions do you have for the other party in the conflict? What information would you like to know before negotiations begin? Minimum of $3.$

Do a little research $$ What resolved the conflict? What was the final agreement? Do you feel that both sides walked away satisfied? Why or why not?