| It is easier to negotiate initial
salary requirement because once you are inside, the organizational
cortstraints(约束) influence wage increases. One thing, however, is certain: your
chances of getting the raise you feel you deserve are less if you don't at least
ask for it. Men tend to ask for more, and they get more,and this holds true with
other resources,not just pay increases. Consider Beth's stoly: I did not get what I wanted when I did not ask for it. We had cubiele(小隔间) offices and window offices. I sat in the cubicles with several male colleagues. One by one they were moved into window offices,while I re- mained in the cubicles. Several males who were hired after me also went to offices. One in particular told me he was next in line for an office and that it had been part of his negotiations for the job. I guess they thought me content to stay in the cubicles since I did not voice my opinion either way. It would be nice if we all received automatic pay increases equal to our merit, but "nice" isn't a quality at- tributed to most organizations. If you feel you deserve a significant raise in pay, you'11 probably have to ask for it. Performance is your best bargaining chip(筹码) when you are seeking a raise. You must be able to dem- onstrate that you deserve a raise. Timing is also a good bargaining chip. If you can give your boss something he or she needs(a new client or a sizable contract,for example) just before merit pay decisions are being made, you are more likely to get the raise you want. Use information as a bargaining chip too. Find out what you are worth on the open market. What will someone else pay for your services? Go into the negotiations prepared to place your chips on the table at the appropriate time and prepared to use communication style to guide the direction of the interaction. |