ADMS 2320 Chapter 5: ADMS 2320 Chapter 5 Notes
30 Apr 2018
School
Department
Course
Professor
ADMS 2320 Chapter 5 Notes – Summary
Introduction
Third-Party Negotiations
• It’s possile this is a short-term/long-term situation: In the short term, women can gain
an advantage in negotiation by being both assertive and flirtatious, but in the long term,
their interests are best served by eliminating these sorts of sex role stereotypes.
• Eidee also suggests that oe’s o attitudes ad ehaiours hurt the i
negotiations.
• Managerial women demonstrate less confidence than men in anticipation of negotiating
and are less satisfied with their performance afterward, even when their performance
and the outcomes they achieve are similar to those of men.
• Women are also less likely than men to see an ambiguous situation as an opportunity
for negotiation.
• Women may unduly penalize themselves by failing to engage in negotiations that would
be in their best interest.
• Some research suggests that women are less aggressive in negotiations because they
are worried about backlash from others.
• This finding has an interesting qualifier: Women are more likely to engage in assertive
negotiation when they are bargaining on behalf of someone else than when they are
bargaining on their own behalf.
• A 2011 study by Professor Linda Schweitzer of the Sprott School of Business, Carleton
University, and three colleagues found that women tend to have lower expectations
about salaries and promotions as they enter the workforce, which may explain why they
are less aggressive in salary negotiations.
• To this point, we have discussed bargaining in terms of direct negotiations.
• Occasionally, however, individuals or group representatives reach a stalemate and are
unable to resolve their differences.
find more resources at oneclass.com
find more resources at oneclass.com
