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Question: Discuss About The Negotiating Agreement Without In Penguin? Answer: Introduction The PATCO (Professional Air Traffic Controllers Organization) union was attempting to negotiate a new labor management contract with the FAA. The contract was rejected by 90% of the members and Robert Poli, the union leader used the tactic of offering better package from the FFA. However, when no fruitless result was found, Poli took strike action against the` FAA. This act of negotiating is considered unethical because according to previously signed contract with FAA, strike action was prohibited and rendered illegal. Hence, by taking this step, the union exceeded its authority. It is necessary for union negotiators to take a fine line and never exceed their authority (Fisher, Ury and Patton 2011). However, by going towards strike action, the union committed an unethical or illegal act. Since the strike action by the union was inappropriate, the government took the step of firing all striking controllers from their job and imposing several million dollars per day fine for violations. Poli was imprisoned and all striking controllers were banned from any further employment. This act of the government is right because when a union negotiator exceeds their authority, they are deemed to be punished. Such acts by the union negotiator should be immediately opposed because such action harms the whole community or members of the community too (Delreux and Kerremans 2010). Hence, the governments action is right because the negotiator is liable to pay compensation or fine when they breach contracts and negotiation rules. Robert Poli, the union representative of PATCO was at fault in breaking down the negotiation because instead of staying in the limits of his authority, he violated the negotiation norms by the breaking the contract signed by FAA. Going on strike in normal when negotiation fails, however Poli did the mistake of ignoring the previous contract signed with FAA where he was strictly prohibited from taking any strike action. Hence, despite signing this contract, Polis instruction to PATCO to strike action against FAA was a mistake. They can display a certain degree of militancy in fulfilling unions demand, however they cannot show their credibility by exceeding their authority. Instead of going for strike, PATCO could have taken the action of communicating with the members again to resolve the conflict. Since the FAA did not agreed to get a better package, Poli could have interacted with members to explain them the benefits of going for labor management contract even without constitution. By looking at the benefits of the contract, the conflict between the two parties could have been resolved and the union would not have to go through harmful consequences (Moorthy and Ghosal 2017). Another approach that Poli could have taken was to handle the matter ethically instead of breaching the contracts. He could have done the negotiation in front of the member of PATCO so that they could understand the reasons for limiting concessions. This would have helped Poli to show to their members that he can only demonstrate solidarity, however he does not has the authority to get the desired concessions from the other party. Some of the communication challenges and barriers that Barry, food service manager at a casual dining restaurant, faces in his work are as follows: Language and cultural barrier in communication: Barry has the role of supervising employees at the back of the house. However, different age group of employees and their different cultural and ethnic background is a challenge in communication for Barry. This is because many do use English as a primary language and during training for food safety issues, they may not follow the advice given by Barry. This is likely to create misunderstanding and communication problems at the restaurant (De Jesus-Rivas, Conlon and Burns, 2016). High turnover rate: High turnover rate and rushed training schedules for employees is another barrier to effective communication with employees as Barry fails to provide adequate food safety trainings to workers Barry can take the following steps to address the challenges and barriers mentioned above: As employees from different language and cultural groups are working at the restaurant, Barry can solve the issue by using interpreters during training session so that all employees understand instructions and give feedback (Badruddin and Arif, 2017). Barry can also address the language gap by showing ways to practice food safety at the restaurant instead of verbally telling them. Since high turnover creates gap in communication, Barry needs to invest time in training session so that no employees gets placed without getting the required training. Additional time and cost is required in this endeavor. Barry can motivate employees by engaging in open communication with employees and inquiring them about any barriers that prevent them from complying with food safety protocol. The act of listening is likely to engage employees and increase their motivation to response during meetings (Mikkelson, York and Arritola 2015). The standards operating procedure (SOPs) that Barry could look to enforce to promote food safety practices in the restaurant are: Barry can create SOPs to list down stepwise procedures to hand washing such given instruction regarding how to wash hand, using soaps from dispensers, washing fingers thoroughly and drying hand using towels or mechanical dryer In the same ways, SOPs can be enforced regarding usage of glove and utensil and personal hygiene The most important priority would be to list down ways to handle, received, thaw and store foods. Barry can act as a motivator for employees to follow safe food handling practices by: Openly communicating with employees and explaining them about the benefits of safe handling practices for their own safety and safety of consumers Taking feedback from employees regarding the challenges they face in implementing food safety protocols Appreciating any employees who comply with food safety protocols. This will motivate others to follow the same routine and such tactics will improve motivation of employees to follow the food safety guidelines. Reference: Badruddin, S. and Arif, S., 2017. Beyond the Language Barrier Speak,See,Help Me.J Nurs Care,6(418), pp.2167-1168. De Jesus-Rivas, M., Conlon, H.A. and Burns, C., 2016. The impact of language and culture diversity in occupational safety.Workplace health safety,64(1), pp.24-27. Delreux, T. and Kerremans, B., 2010. How agents weaken their principals incentives to control: The case of EU negotiators and EU member states in multilateral negotiations.European Integration,32(4), pp.357-374. Fisher, R., Ury, W.L. and Patton, B., 2011.Getting to yes: Negotiating agreement without giving in. Penguin. Mikkelson, A.C., York, J.A. and Arritola, J., 2015. Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships.Business and Professional Communication Quarterly,78(3), pp.336-354. Moorthy, D.M. and Ghosal, M., 2017. A study on a rhetorical approach to effective communication to resolve conflicts at industries.People: International Journal of Social Sciences,3(2).