Get Paid What You're Worth by Robin L Pinkley and Gregory B Northcraft

Dictates from on high, occasionally they claim some study showed something. Maybe someday people will test their theories like Schelling did in TheStrategyOfConflict (wishful thinking, i know). Take the notes below at their untested face value.

Many people think that they have to choose between a good deal and a good relationship. They don't know that you can negotiate while maintaining or even improving a relationship with a possible employer.

Preface

Salary history sends a signal that profoundly effects performance reviews, raises, and job offers -- for years to come.

Chapter 1, A Lifetime of Benefits

It can prove costly to decide prematurely which company to work for. Yet some job applicants do; in fact, some applicants decide before they get their first interview. The make their decision based on information about the company's reputation, market performance, size...
Factors that should influence your job decision:

1. Status and reputation of the employer
2. Nature of the position
3. Opportunities for the future
4. Culture and organizational environment
5. People you will work with and for
6. Salary and compensation package

... Only by negotiating can you determine which company is best for you.

Chapter 2, Avoid Premature Job Selection

Avoid a discussion of salary and compensation if you can until you have the employer convinced that they really want -- no, need -- to hire you.

chapter 2, Avoid Premature Negotiation

Your side of the playing field includes:

1. The specific issues you wish to negotiate
2. The issue range for each issue
3. The issue weight for each issue and option
4. Your interests that underlie the issues
5. The package range: bottom line and target
6. List your best alternative offer

Chapter 2, Build Your Side of the Playing Field

Negotiable issues:
salary, salary increases, start date, commission, vacation time, work schedule, overtime
bonus structure, signing bonus, promotion schedule, larger salary at specific time, title, wage grade, profit sharing, equity
insurance: medical, life, dental, optical, accidental death, disability, business travel
401k, pension, guaranteed age of retirement
relocation location, spouse placement, time spent travelling, moving expenses, difference in mortgage rates
personal assistant, child care, company car, vehicle allowance, parking reimbursement, phone allowance, health/golf club
travel budget, job functions, secretary, workload, who selects team, termination clauses, performance metrics, start-up funding for projects, computer and tech, tuition reimbursement, office size/location
career advancement, management development programs, training, access to strategic planning

Chapter 2, Issues

Be prepared to propose several possible packages

Chapter 6, Package Issues