Hard Bargaining in the Classroom: Realistic Simulated Negotiations and Student Values

Empirical research into the negotiation practices of lawyers shows that “hard bargaining,” including at least some unethical conduct, is an inescapable fact of a lawyer's life. To prepare students for legal practice, negotiation instructors must expose them to hard bargaining in the classroom. In doing so, however, instructors should be sensitive to the moral and ethical values of their students, so that the classroom experience does not unduly pressure students to compromise their values. The simulation is the primary tool of negotiation instruction. By selecting and manipulating simulations, a negotiation instructor can expose students to a wide range of negotiating behaviors, from distributive negotiations marked by the use of power tactics to value‐creating negotiations in which participants must consider many interests and collaborative strategies predominate. With that flexibility, however, comes the potential for classroom exercises to pressure students, in ways both subtle and overt, to adopt behaviors that feel uncomfortable. In this article, I examine the use of simulations to teach different types of negotiating behavior, including hard bargaining. Referring to a number of widely available simulations, I suggest ways to focus student attention on three dimensions of negotiation behavior — the issues over which the parties are bargaining, the objectives the parties seek, and the tactics the parties use to achieve their objectives — in order to push students to reflect on their own negotiation behaviors and to prepare for the tactics of others. I assess the potential for simulations to pressure students to compromise their values, and I conclude with my own thoughts on the goals of a negotiation course.     

刑事简易程序的多元化建构

刑事简易程序的本质特征是审判方式的简化。域外刑事简易程序的发展趋势是多元化,即简易程序的设计并不局限于单一形式。针对我国简易程序中存在的问题,应当改变简易程序单一的现状,构建多元化的刑事简易程序,具体为重构简易程序,增设处罚令程序、被告人认罪径行判决程序、刑事和解程序和认罪协商程序。     

对集体谈判的理论分析

在日常政治、经济生活中,谈判无所不在。集体谈判是战后市场经济国家处理劳资纠纷的最主要手段。从理论上看,集体谈判应具备三个基本的条件:一是谈判的行为体是理性的;二是谈判涉及到利益的协调与交换;三是谈判是一种制度化的行为。     

辩诉交易:移植与本土化--一种考量中国国情的叙事

辩诉交易作为一个典型的舶来制度能否中国化的问题 ,既要缜密而全面地考查该制度在域外的实践状况、争议焦点及发展趋势 ,又要严谨而认真考证该制度在中国移植的社会土壤 :一方面是该制度中国化运行所必需的整体制度环境 ;另一方面是匿于整体制度之后的更深层次的中国传统文化和民族习性以及现有中国法律规范所整合的社会心理和司法理念。对中国国情下犯罪情势和司法状况的考察显示 ,辩诉交易为中国国情所需 ;对中国社会权利规范现状及发展定势的研究表明 ,随着中国社会转型的日益趋成 ,辩诉交易亦为中国国情所容。     

论以订约目的为依据的合同分类

以订约目的为标准对合同进行分类具有理论与现实意义。合同当事人订立合同的目的大体可以分为四类:创设各种民商事主体的合同,如通过合同创设合伙、公司、中外合资经营企业等;创设各种民事权利的合同,如通过合同创设债权、物权、知识产权、身份权等;变更合同权利义务的合同,即通过合同对已经成立的合同进行变更;解决合同争议的合同,即通过合同解决民事争议。此四类合同各具特征。     

Calling Your Bluff: How Prosecutors and Defense Attorneys Adapt Plea Bargaining Strategies to Increased Formalization

This ethnographic work examines the inner workings of a highly formalized plea bargaining unit in a large urban prosecutor’s office from the lawyers’ point of view. Observations of forty two plea negotiations between prosecutors and defense attorneys along with both formal and informal interviews reveal how the legal actors adapt to institutional rules in the pursuit of the both efficiency and justice. In the face of ever increasing prosecutorial power, defense attorneys find ways to equalize the balance when cases do not fit the “normal crimes” model. Examination of negotiating strategy and discourse give further insight into whether prosecutors and defense attorneys behave differently under highly rationalized systems of plea‐bargaining compared with traditional models previously studied.     

推进工资集体协商制度落实的制约因素与路径选择

当前,通过有效的工资集体协商来缓解劳资矛盾、建立和谐的劳资关系,尚存在三个方面的问题:一是立法层次低;二是工会缺乏代表性;三是政府主导功能弱化。推进工资集体协商制度落实的关键在于:立法完备是前提,工会改革是关键,政府督导是保障。     

我国集体协商制度实证主义建构的法哲学反思

我国集体协商制度之所以未能实现和谐劳动关系的规制功能,主要原因之一,在于其制度建构的实证主义哲学观使实现集体行动合法化、体现劳资自治的"争议权"在制度构造上缺乏合法地位。虽然"争议权"的行使可能引发法的正当性与安定性之间的矛盾,但是,基于自然法的理论分析,"争议权"的行使与维持劳动关系稳定的目标并不冲突。在追求劳动关系正义的基本宗旨下,通过拓宽集体交涉的法律途径可实现争议权在实证法上的合法地位。     

试论和谐劳动关系的构建

和谐的劳动关系是经济发展的前提,更是构建和谐社会的基石。和谐劳动关系的实质是劳动关系主体双方利益的和谐,是双方权利义务的平衡。和谐劳动关系的构建既要体现对劳动者利益的偏重保护,同时也要兼顾用人单位利益。构建和谐的劳动关系,必须不断完善“三方机制”,重视和强化集体谈判,建立便捷、经济的劳动争议处理制度。     

工会推动工资集体协商的难点问题研究

工资集体协商制度有利于缩小市场经济中不合理的收入分配差距,维护一线职工的权益,确保每个职工分享企业发展的成果,也有利于建立和谐稳定的劳资关系,增强企业的凝聚力。中华全国总工会宣布,以2011年为起点,用三年时间全面推进企业建立工资集体协商制度,当前,既面临着难得的历史机遇,也面临着不少亟待解决的问题。切实做好工资集体协商制度建设的基础性工作,推动这一制度建立健全并发挥其应有的作用。