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This is an introduction to something new and exciting. Here we will explore the possibilities of what could be accomplished when we open our minds to the potential of what could be. Let’s embark on this journey together and discover the limitless potential of what we can achieve.
The results of the research showed…
A study that examined women’s negotiation skills has shown cognitive and behavioral differences. Women are still marginalized, even though they have shown their worth at bargaining again and again. Why is it that equally educated women and men with the same life experience would earn very different salaries? This thesis examines both the internal and external perceptions of women. This thesis also examines social attitudes, perceptions and stigmas relating to gender identity. These inequalities can be both inherently harmful and also ineffective and financial unsound. The ever-changing social, cultural and economic landscapes make it difficult to negotiate. This paper presents the findings and stories of several experts in negotiation and gender conflict to show the dramatic differences in men’s desire, approach, and propensity to negotiate. The paper also explains how women negotiators can be more successful at this.
IntroductionNegotiation skills are essential to any field of work. Women must be clear about their goals and desires while negotiating. We will be discussing the challenges women face in corporate negotiations, based on stereotyped gender differences. How they are challenging these prejudices and becoming successful negotiators globally. This topic is very important to me as it directly impacts my career and economic well-being. Intercultural studies focus on negotiation and its various styles. The paper explores how this discrimination is fuelled and how it can be overcome. 2). Babcock & Laschever (2003) did a similar study. They interviewed students at Carnegie Mellon to find out how they negotiate and what the gender interaction is (Craver, 2018). The pay package that women receive directly affects their pay. Pay disparities in the workplace and the absence of women in leadership positions in organizations around the world reaffirms the fact that negotiation is a problem. Negligible Government policies, gender biases or expectations, get in the way women trying to negotiate for equal pay and top management positions. Negotiation research has shown that public offices with women at power tend to invest more towards public goods like education and clean drinking water.
Hegewisch & Hartmann state that there is still discrimination against women at work, and this is especially true if they are trying to enter traditionally male-dominated fields of work. Stereotypical assumptions lead to men taking pride in their ability to take on difficult or demanding tasks, despite not being prepared. They fear that their success in competitive pursuit will lead to them being isolated from others. Women are more open-minded and patient than men and are focused on winning individual victories.
The most surprising and intriguing reason was that women aren’t interested in negotiating their salaries. They will accept the offer without questioning it or looking for better offers. It is their natural instinct to feel loved and accepted that they are reluctant to take advantage of the deal. It is not a good situation. Women are aware that their demands will be seen by employers as less favorable than their male counterparts. (Corbett & Hill, 2012). Day (2016) stated that Wharton MBA male students negotiate a tough deal, while Wharton MBA women students are more likely to feel apologetic and conscious when they do negotiate. This is because women rarely negotiate and it becomes “a big deal” for them.
Research FindingsMen negotiate according to the traditional societal roles. This is what women and men are expected to do. The cultural and individual DNA are interwoven with gender differences and associated behaviors. All gender interactions are built upon the subtleties of masculinity or femininity and their concording traits. Men tend to be more assertive and selfish than women, while women should be more nurturing, compassionate, and willing to work with others to achieve a win-win solution. Gender and preconceived notions determine negotiation strategies and how the opponent will be portrayed in the final bargain (Babcock & Laschever 2007). The common observation is that men are able to “wing the deal” even with minimal preparation. On the contrary, women feel anxious and unprepared despite being well-prepared.
Gender-based cultural differences are the main reason for competitive differences. Our formative years and the definitions of right, wrong, acceptable, unacceptable, and ladylike. Children are more likely to have stricter parents than their sons. Numerous instances have occurred where women were shamed for acting in the same way as their male peers. This brought to the surface the justifiable fear that women feel when they break societal norms (Bowles and Babcock 2006). Boys are taught to compete at an early age. Girls are exposed to indirect competition, where success doesn’t necessarily mean failure. These genders are expected to interact and be authoritative, dominant and talk for longer periods. However, women are expected be passive, apologetic, submissive and use lots of disclaimers. Because of their emotional intelligence and sensitivity, women can pick up subtleties and the atmosphere better than men. They have a keen ear for non-verbal signals and are often able to pick them up. This makes them more likely be in line with the implied messages sent by their adversaries during negotiations.
Men have a tendency to be emotionally restrained. They tend not to use distributive tactics, which is a strategy that involves one issue and one person getting the benefit of the other. In contrast, women tend more open-minded and are inclined towards integrativenegotiating. This means that an agreement can be reached that benefits both parties and works for their congruent interests. Principled negotiation is used by women because of their natural strengths. “Listening to the other side is essential because you might think you know what they want, but listening will reveal their true desires. It’s then that you reach a mutually beneficial position and a solution. Women have the natural ability to reach a compromise, to seek common ground, to acknowledge and honor differences.
Regardless of how difficult it is, global business negotiation is crucial to your career. Day said that women should push themselves to be more assertive in negotiations and feel comfortable asking for more without fear or guilt. The Sony email leak of 2014 has sparked many discussions about the negotiation skills and abilities of women in Hollywood. Lawrence wrote an essay for Lenny in which she recalled feeling angry that she didn’t negotiate for a better package after learning about the salaries of her male colleagues. “I was unable to be a good negotiator, so I quit early,” she wrote. Actress and Academy Award nominee, she thought about how this would affect her image. How will she be perceived in the industry and by her studio as greedy and selfish.
It is so frustrating to hear Wharton MBA women say they aren’t good at negotiation ….. “You don’t have have to be super-smart to do this.
DiscussionElizabeth Taylor was an actress and negotiator. She was an entrepreneur who set the standard for entertainment business. In 1963, she starred in Cleopatra and became the first woman to receive a one-million dollar salary. Michelle Obama, the former U.S.First Lady, is another great example of how you can negotiate and get what is required. My husband is running as a U.S. Senator. I won’t work part-time. Flexibility is what I require. I require a decent salary. I must have the ability to pay for babysitting. . . . Flexible work hours are possible for me.
Formal peace agreements that include female participants are far more likely than those that do not. Studies have confirmed this. UN institutions and its member nations “to ensure women’s participation in all peace and security processes, including conflict prevention/prevention, peacebuilding, post-conflict reconstruction, and humanitarian response”. Women are starting to have more say in an area that was previously dominated by men.
Itzhaki, an Israeli researcher, stated that women have unique skills and are better at negotiations than men. All the feminine attributes that were used to denigrate women in dog-eat -dog corporations are now essential and indispensable for employees’ happiness and high morale. Men in business see that including feminine strategies in negotiating styles can yield better results.
Effective negotiation skills can prove to be an invaluable tool for women. These include making their own healthcare and reproductive decisions, as well as negotiating with parents to send their children to school. Day & Gilliam said that by practicing negotiation every day, you can build both confidence and experience. The simplest tasks are the most important. For example, returning clothing after the 30-day return period. You don’t need to make a major change. It doesn’t have to be radical change. Studies have shown that even a small salary increase or bonus can cause a woman to lose hundreds of thousands of money over her career. Small victories and small steps are what make it possible to change your attitude and behavior. Gilliam put it simply: “If you do not ask, you won’t get.” . Jens Mazei’s team discovered that women had a narrower chance of achieving the same outcomes as men when they gained more negotiating experience. According to the results, women have a tendency to get better economic outcomes when they spend more time at negotiating tables.
A Woman’s Guide to Successful Negotiating: 50 of the most successful female Americans were interviewed. They identified three main mistakes women make when negotiating. It can be scary to speak up at work, but Michelle Obama, former First Lady, said it is a good practice for everyone.
Michele Weldon (Journalism professor) has another brilliant approach to the problem. It involves using appeals logos and ethos to the potential employers, while writing letters of recommendations for her female students. Here’s one excerpt: “I respectfully ask you that you offer her a salary comparable to a male candidate with the same qualifications. I am grateful that you have this gender-balanced policy in place at your company.
Global corporations are now vocally supporting pay parity. For instance, in an attempt to close the pay gap, PriceWaterhouseCoopers launched a training course on negotiation and gender and made it available online to all 15,000 of its female employees. Starbucks quickly made the shift to equal pay. They also extended it internationally. Nike committed to equal pay, and Google paid the same for equal work.
Everything in life can be negotiated. Women are more likely to be able to understand and use negotiation strategies effectively, leveraging their strengths, and being able manage complex company systems, improve top management presence, and identify personal obstacles that may hinder their professional influence. Although men are not invulnerable, or don’t have to make difficult demands, negotiation and leadership are more challenging for women than it is for men. A woman can learn to be confident, self-assured, and a good negotiator by understanding how to handle gender differences, while keeping true to her values. Bowles repeatedly discovered that anyone who attempts to negotiate can seem uneasy. It’s not women only who suffer the consequences. People report that they feel less inclined work with them whether they are subordinates, coworkers, or leaders.
While negotiation can be beneficial for both men and women, it is often more troublesome and risky for female colleagues than it is for male counterparts. But it’s worth noting that the gender wage gap is not caused by insufficient negotiation. Instead of condemning women for failing to negotiate a fair deal, we can work together to improve the entire situation.