The negotiation basis refers to the underlying principles, criteria, or standards that guide the negotiation process, such as fairness, efficiency, or mutual benefit. On the other hand, the negotiation subject is the specific issue, topic, or matter that is being discussed and negotiated between the parties involved. In essence, the negotiation basis sets the framework for how the negotiation will be conducted, while the negotiation subject is the actual content of the negotiation. **

Negotiation issue refers to the specific topic or subject that is being discussed or negotiated between parties, such as price, terms, or conditions. On the other hand, negotiation basis refers to the underlying reasons, interests, or principles that drive each party's position on the negotiation issue. In other words, negotiation issue is the specific point of contention, while negotiation basis is the rationale or motivation behind each party's stance on that issue. Understanding both the negotiation issue and negotiation basis is crucial for reaching a mutually beneficial agreement. **

The negotiation subject refers to the specific issue or topic that is being discussed or negotiated between parties. It is the main focus of the negotiation process. On the other hand, negotiation basis refers to the underlying principles, interests, or criteria that guide the negotiation process. It is the foundation upon which the negotiation subject is discussed and agreements are reached. In essence, the negotiation subject is what is being negotiated, while the negotiation basis is the framework or principles that guide the negotiation process. **

It is difficult to determine if the salary negotiation has failed without more context. If both parties were unable to reach an agreement and the negotiation has come to a standstill, then it may be considered a failure. However, if the negotiation is ongoing and both parties are still actively discussing and trying to find a mutually beneficial solution, then it may not be considered a failure yet. It is important to assess the current status of the negotiation and the willingness of both parties to continue working towards a resolution before determining if it has failed. **

Yes, the salary negotiation failed because the employer was not willing to meet the candidate's desired salary. Despite the candidate's efforts to negotiate and explain their value, the employer did not budge on their offer. This resulted in the candidate not accepting the job offer due to the salary not meeting their expectations. **

Yes, I have had a salary negotiation in the past and did not receive any feedback. After the negotiation, I followed up with the employer to inquire about the status of my request, but I did not receive any response. It was frustrating not to receive any feedback, but I continued to focus on my work and eventually decided to seek other opportunities where my value would be recognized. **

The choice between a collective agreement and individual salary negotiation depends on the specific circumstances and preferences of the employees and the employer. A collective agreement can provide a sense of fairness and equality among employees, as well as the opportunity for collective bargaining power. On the other hand, individual salary negotiation allows for personalized and potentially higher compensation based on an individual's skills, experience, and performance. Ultimately, the decision should be based on the needs and priorities of both the employees and the employer. **

A benchmark for a negotiation is a standard or reference point that helps to evaluate the success or progress of the negotiation process. It can be a specific target, goal, or criteria that both parties agree upon as a measure of success. Benchmarks can include factors such as price, terms, timelines, or other specific outcomes that the parties aim to achieve through the negotiation. By establishing benchmarks, both parties can track their progress and make informed decisions to reach a mutually beneficial agreement. **