Executive method is a popular strategy for solving conflicts in which two parties are in conflict over who gets to be the boss.
For example, a boss may be a boss and his employee are fighting over who will get to work on a project.
The employee will decide who gets the job and the boss will decide how much money to give them.
It is a very effective way to solve conflicts.
Here’s what the executive method looks like.
First, the person who is going to take the job has to agree to some terms that are important to both sides.
If they don’t, then the conflict is going nowhere.
Then, the boss has to make a decision that is not in conflict with the terms he agreed to.
Finally, the employee has to pay some money to get the job.
If the employee doesn’t pay, the conflict will continue.
Here are some of the rules that go into the executive process.
The conflict must be settled by a negotiation.
The negotiation must be done in the context of a conflict, or by the employee taking the job, even if it is unpaid.
The decision must be a mutual one.
The agreement must be based on a fair contract.
The person who takes the job must take the agreement and the money with him.
The money must be paid in full within a few days.
If an employee leaves the job within five days, the company must pay the full amount to him.
If a contract has been signed, the money must go to the employee within 10 days.
The employees who are the current employees will remain on the payroll for the rest of the time the conflict continues.
The CEO must pay his employees according to the agreement.
If there is a conflict between the two parties, the CEO must agree to a contract for the whole conflict.
When an employee takes the CEO’s job, the new CEO must give him a letter explaining the terms of the agreement he signed.
The letter must be signed by the two people who were in the relationship when the agreement was signed.
If one person leaves the relationship, the letter must explain why.
If another person leaves, the remaining person must sign the letter explaining why they did not leave.
If both parties leave, the agreement must end.
If someone leaves the partnership without signing it, then a new agreement must have been signed.
If it doesn’t, the existing agreement has to be amended to reflect the change.
The company must continue to pay employees for the duration of the conflict.
When a conflict ends, the two sides need to work out a new contract.
The new agreement is binding on both parties and is usually a binding contract that includes the employee’s share of the new company’s profits.
If you are the boss, you have to pay the new person the amount of the old one’s share.
The boss also has to keep paying the former employee’s shares until they give him their money.
The former employee must sign an agreement that includes their share of profits for the period the conflict was in place.
If your company goes out of business, you can use the executive system to keep the former employees on as long as you like.