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in Century City and the latter with the American Arbitration Association in Los Angeles.In 2010, she founded She Negotiates Consulting and Training with her business partner Lisa Gates.Being a born team player, I am amply capable of getting along well with the employees and management.
Tyson: In response to your job advertisement cited on your website, I wish to apply for the position of Administrative Assistant at FTD Enterprises.
My 5 years’ firsthand experience in the secretarial field, coupled with exceptional computer skills and profound knowledge of administrative tasks, makes me a perfect contender for this position.
Next, I recommend writing “(flexible)” or “(negotiable)” next to your number.
If you have room to do so—for example, in your cover letter—stress again that your salary requirement is flexible or negotiable and that there are so many working parts to compensation—benefits, job title, opportunities for advancement—that you’re certain you can find a way to satisfy both of you if you’re a good fit for the position.
Salary requirements are something that an employer will likely ask you to share at some point in the hiring process.
Some companies may require you to include a salary range in your application while others may ask during a phone screen or interview.” The three major takeaways are these: Galinksy’s research shows that people typically tend to exaggerate the likelihood of their bargaining partner walking away in response to an aggressive offer, and that most negotiators make first offers that aren’t aggressive enough.Determine your best-case-scenario outcome, and focus on that.Now, I realize that making an aggressive initial offer can be a scary proposition. First, when the value of an item is uncertain—as your services to a prospective employer are—the first number you put on the table acts as a strong “anchor” that will pull the negotiation in its direction throughout the entire bargaining process.Professor Adam Galinsky of the Kellogg School of Business at Northwestern University has explained the anchoring phenomenon this way: “Items being negotiated have both positive and negative qualities—qualities that suggest a higher price and qualities that suggest a lower price.Negotiators who focus on their target price make more aggressive first offers and ultimately reach more profitable agreements than those who focus on the minimum amount they’d be satisfied with. In doing so, you’ll still likely get a profitable deal, and the other side will be pleased with the outcome.Remember, there’s little to risk if you put out the highest number you can justify, but there’s a lot to lose if you don’t.I can’t wait to meet with your HR committee to discuss the position in detail and to join your team in the capacity of an administrative assistant. Please call me at the above numbers to set up an interview. High anchors selectively direct our attention toward an item's positive attributes while low anchors direct our attention to its flaws.” By stating a salary requirement that is lower than your prospective employer might be willing to pay, you not only cheat yourself out of more money, but you might come across as unsophisticated or unprepared.By stating a salary higher than they might be willing to pay, you risk little harm, so long as you indicate that your salary requirements are flexible.