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Negotiating The Gender Divide: Lessons From The Negotiation And Organizational Behavior Literatures, Carol Kulik, Mara Olekalns
Negotiating The Gender Divide: Lessons From The Negotiation And Organizational Behavior Literatures, Carol Kulik, Mara Olekalns
Mara Olekalns
Employment relationships are increasingly personalized, with more employment conditions open to negotiation. Although the intended goal of this personalization is a better and more satisfying employment relationship, personalization may systematically disadvantage members of some demographic groups. This disadvantage is evident for women, who routinely negotiate less desirable employment terms than men. This gender-based gap in outcomes is frequently attributed to differences in the ways that men and women negotiate. We review the negotiation research demonstrating that women are systematically disadvantaged in negotiations and the organizational behavior research examining the backlash experienced by agentic women. We use the Stereotype Content Model …
Mutually Dependent: Power, Trust, Affect And The Use Of Deception In Negotiation, Mara Olekalns, Philip Smith
Mutually Dependent: Power, Trust, Affect And The Use Of Deception In Negotiation, Mara Olekalns, Philip Smith
Mara Olekalns
Using a simulated two-party negotiation, we examined how trustworthiness and power balance affected deception. To trigger deception, we used an issue that had no value for one of the two parties. We found that high cognitive trust increased deception whereas high affective trust decreased deception. Negotiators who expressed anxiety also used more deception whereas those who expressed optimism also used less deception. The nature of the negotiating relationship (mutuality and level of dependence) interacted with trust and negotiators’ affect to influence levels of deception. Deception was most likely to occur when negotiators reported low trust or expressed negative emotions in …
Competent And Likeable? Protecting And Promoting Women’S Likeability In Employment Negotiations, Mara Olekalns, Carol Kulik
Competent And Likeable? Protecting And Promoting Women’S Likeability In Employment Negotiations, Mara Olekalns, Carol Kulik
Mara Olekalns
Professional women earn less than their male counterparts and this salary gap largely results from the ways men and women negotiate employment terms. We integrate the Stereotype Content Model and Expectancy Violation Theory to explain why traditional “best practice” negotiation behaviors benefit male negotiators but backfire for female negotiators. Gender counter-normative behaviors create negative expectancy violations for women, generating cognitive and emotional backlash from their negotiation partners. We use this theoretical integration to identify alternative strategies that female employees and their employers can use to avoid negative expectancy violations and ensure that women are not disadvantaged in workplace negotiations.
Emotion In Negotiation: Introduction To Special Issue, Mara Olekalns, Dan Druckman
Emotion In Negotiation: Introduction To Special Issue, Mara Olekalns, Dan Druckman
Mara Olekalns
This paper is the introduction to a Special Issue of Group Decision and Negotiation, focusing on emotion in negotiation.
Loose With The Truth: Predicting Deception In Negotiation, Mara Olekalns, Philip Smith
Loose With The Truth: Predicting Deception In Negotiation, Mara Olekalns, Philip Smith
Mara Olekalns
Using a simulated, two-party negotiation, we examined how characteristics of the actor, target, and situation affected deception. To trigger deception, we used an issue that had no value for one of the two parties (indifference issue). We found support for an opportunistic betrayal model of deception: deception increased when the other party was perceived as benevolent, trustworthy and as having integrity. Negotiators’ goals also affected the use of deception. Individualistic, cooperative and mixed dyads responded differently to information about the other party’s trustworthiness, benevolence and integrity when deciding to either misrepresent or leverage their indifference issue. Mixed dyads displayed opportunistic …