I confront with difficult people, I intend to stop communication with them. Because I think it is useless and time-wasting to negotiate with an irrational person. However, I am also damaged by doing so because it is impossible to refuse anyone whom I do not like to talk to. It seems that I always react immediately and adopt the BATNA that is described in the book.After reading this book, I realize that it is possible to remove obstacle in the negotiation and achieve the win-win results. Even drive a bargain with a car dealer, I could use strategies taught by the book, too. Negotiation is the art. I seldom notice that before. This book provides me the practicable strategies and sharp examples that will help me to improve my relationship with others. *Picture: Student Essays*Get Essays - Essay Search - Submit Essays - Request Essays - Essay Links - FAQ Negligent Hiring/Retention Human resources professionals have been breathing a bit easier becauseof the retrenchment in the "At-Will" Employment Doctrine.(1) The repreivewas short lived, however, as a relatively new employee relations lawscourge has surfaced- The Tort doctrine of negligent hiring/retention.(2) Although this theory is not new, it's prominenece is growing. Thisadded cause of action in tort law is resulting in increased employerliability and risk. Often, Court award outcomes in these cases are in thehundreds of thousands of dollars, and more, and are likely to be upheld onappeal. The limitations placed on human resources professionals and employersrelating to preemployment inquiries make an interesting contrast to thenegligent hiring dogma. Discrimination law, such as title VII of the civilrights act of 1964, as written and/or interpreted by the courts, proscribesmany inquiries that have a negative employment-related impact on protectedclasses of people. Plaintiffs also are asking the courts to curb employer access toemployee records and other personal information ...
