2.  Negotiation: is a bargaining process whereby 2 or more parties attempt to achieve a mutually acceptable outcome. The ultimate and ideal goal of negotation is a win win situation for the parties concerned. For example: employees via their union representatives may promise higher levels of productivity in return for better financial rewards. The outcome benefits both the employees and the employer

3.  Collective bargaining: describes the process of negotiation between management and trade union representatives. The negotiations are more likely to focus on terms and conditions of employment, such as wage rates, hours of work and working conditions  There are 3 levels of negotiations:  Management negotiations: refer to the day to day negotiations concerning the internal affairs of a business. An example would be management and their subordinates establish new production and sales targets

4.  Commercial negotiations: take place between different organizations. An example would be a business negotiating delivery times with its supplier  International negotiations: are an extension of commercial negotiations which involve consideration of cross-border cultural and language diferences

5.  Negotiations: Individual employees are unlikely to be in a position to negotiate well with management. However, this weakness is removed when the workforce is united in their cause, via trade union representation  Go-slows (Trabajo a desgano): Employees work at the minimum pace allowable under their employment contract. This will reduce productivity of the workforce yet employers will find it difficult to discipline staff who work at a slow but acceptable pace

6.  Work to rule: This occurs when employees do the absolute minimum required according to the rules set by the employer  Overtime bans: Overtime is not usually part of a worker´s employment contract. By prohibitibng overtime work, unions cause disruptions to business activity in the hope that management will listen to the views of the union

7.  Strike actions: refers to the refusal of employees to work. This is usually the result of major industrial unrest such as pay  A walk-out: is often used in conjuction with strike action. This happens when workers collectively leave a meeting or place of work as a sign of protest

8.  NEGOTIATIONS: negotiations differ from other forms of conflict management and conflict resolution in that they do not require the involvement of third parties to establish a win win situation- Skilled negotiators representing the employers often use deadlines as a tactic. Setting short deadlines often gives the opposition little time to prepare or fight for their case

9.  Public relations: PR is the function of a business that deals with comments and complaints from the general public, including the firms´customers.  PR specialists are used to deal with the media and are responsible for issuing press releases and the other information that portray the business in a positive manner  Threats of redundancies: some negotiators will also use intimidation as a tactic to pressure employees

10.  Changes of contract: It may be legally possible to change people´s contract of employment  Closure: One way that management can deal with strike action is to close the business. This can be rather extreme case which is used when other methods have been exhausted and when unions reject the employer´s final offer

11.  Lock-outs: occurs when an employer stops employees from working. It takes place when some unions members choose to strike