Business Commons^™

Ch 16 Kulik Trainingchapter 2019-05-23 Final.Pdf, Carol T. Kulik, Mara Olekalns, Ruchi Sinha

Mara Olekalns

Does Consistency Pay? The Effects Of Information Sequence And Content On Women’S Negotiation Outcomes, Carol T. Kulik, Mara Olekalns, Emma T. Swain

Mara Olekalns

Women are usually perceived as warm or competent, but rarely both. This research investigates how the sequence and content of warmth-relevant relational information and competence-relevant performance information affects female negotiators’ social (perceptions of their warmth and competence) and economic outcomes. Female employers (but not male employers) rated a negotiating female employee as high warmth when they received relational information first and were able to discount the employee’s competence with a team-based relational attribution (E1) or when they received performance information first and were convinced the employee’s warm behavior was genuine (E2). The sequence and content of warmth-relevant and competence-relevant information …

Sweet Little Lies: Social Context And The Use Of Deception In Negotiation, Mara Olekalns, Carol T. Kulik, Lin Chew

Mara Olekalns

Social context shapes negotiators’ actions, including their willingness to act unethically. In this research, we test how three dimensions of social context – dyadic gender composition, negotiation strategy, and trust – interact to influence one micro-ethical decision, the use of deception, in a simulated negotiation. To create an opportunity for deception, we incorporated an indifference issue – an issue that had no value for one of the two parties – into the negotiation. Deception about this issue was least likely to be affected by trust or negotiation strategy in all-male dyads, suggesting that dyads with at least one female negotiator …

Punctuated Negotiations: Transitions, Interruptions, And Turning Points, Daniel Druckman, Mara Olekalns

Mara Olekalns

Negotiation is a dynamic process. Outcomes develop from patterned exchanges between negotiating parties and their constituencies. The guiding question for analysts is to explain the relationship between the exchanges or processes and outcomes. The explanation may be found in the decisions made by negotiators and their teams inside and outside the talks. These decisions include concessions, reciprocated concessions, new concepts (re-framing), changed procedures for conducting the talks, changed evaluations of alternatives, policy changes, and external events. These changes are often manifest in the negotiating process as transitions from one stage to another. Of particular interest are the questions: Which changes …

Natural Born Peacemakers? Gender And The Resolution Of Conflict, Mara Olekalns

Mara Olekalns

Two males sit apart, staring at each other from the corners of their eyes. A female approaches one and takes him by the arm, pulls him towards the other male. She alternates between the two and eventually brokers peace. In a different scenario, two males are again in conflict. A third male inserts himself between them, screaming at them or physically separating them to prevent the conflict from escalating. He keeps them separate and harangues them into submission (De Waal, 2009). Female as peacemaker, male as peacekeeper. These examples fit with our intuitions about how gender might shape the way …

Negotiator Resilience.Docx, Brianna B. Caza, Mara Olekalns

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 …

With Feeling: How Emotions Shape Negotiation, Mara Olekalns, Daniel Druckman

Mara Olekalns

An increasingly popular topic in current research is how emotional expressions influence the course of negotiation and related interactions. Negotiation is a form of social exchange that pits the opposing motives of cooperating and competing against one another. Most negotiators seek to reach an agreement with the other party; they also strive for an agreement that serves their own goals. This dual concern is reflected in a process that consists of both bargaining and problem solving. A good deal of the research and practice literature concentrates on ways to perform these activities effectively. In earlier writing, emotions were viewed largely …

Negotiations And Trust, Mara Olekalns, Philip L. Smith

Mara Olekalns

This forthcoming entry in the Encyclopaedia of Peace Psychology provides an overview of trust in negotiation

Markov Chain Models Of Negotiators’ Communication, Mara Olekalns, Philip L. Smith, Laurie R. Weingart

Mara Olekalns

This entry into the Encyclopedia of Peace Psychology provides an overview of the application of markov chain modelling to the analysis of communication patterns in negotiation

But Can I Trust Her? Gender And Expectancy Violations In Negotiation, Mara Olekalns, Carol Kulik, Dasha Simonov, Carolyn Bradshaw

Mara Olekalns

Women who negotiate incur social backlash, being perceived as more pushy and demanding than women who do not negotiate. In two experiments, we test the boundary conditions for this backlash effect. Using a simulated employment contract negotiation, we explore how the strategies that women use, who they negotiate with (E1) and the organizational context within which they negotiate (E2) affects one social outcome, women’s perceived trustworthiness. We compare the how men and women evaluate the use of a gender-congruent accommodating style or a a gender-incongruent, competing style (E1) in either an agentic or a communal organizational culture (E2). In both …

Turning Points In Negotiation, Daniel Druckman, Mara Olekalns

Mara Olekalns

This manuscript will appear as a "State of the Art" Commentary about turning points in negotiation

Power Profiles: The Power-Action Link In Negotiation, Mara Olekalns, Philip L. Smith

Mara Olekalns

Characterizing negotiations as a series of micro-exchanges directs attention to the conditional relationships between negotiators’ strategy choices in consecutive speaking turns. In this research, we used a simulated employment contract negotiation to test how dyadic power profiles influenced these strategy sequences. We identified three distinct power profiles based on the level and distribution of power within a negotiating dyad - symmetric high, symmetric low and asymmetric – and linked these power profiles to differences in how negotiators responded to each other. Our analysis showed that each power profile was linked with a unique pattern of activation and inhibition of strategy …

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 …

Sugar ‘N’ Spice And All Things Nice: Gender And Strategy Choices In Negotiation, Mara Olekalns, Carol Kulik

Mara Olekalns

In this chapter we examine how social stereotypes affect the perception of women who strive to improve their economic outcomes through negotiation. We discuss how gender affects negotiation process and outcomes by: (a) describing how men and women differ in their approach to negotiation (b) highlighting the social consequences for women who adopt a more competitive negotiation style; and (c) articulating the process by which counter-normative behaviour influences negotiation outcomes. Throughout this chapter, we describe the strategies that enable women to preserve ongoing organisational relationships and simultaneously improve their economic outcomes.

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

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

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 …