Index IntroductionResults of the researchDiscussionConclusionThe study on women in negotiation has brought to light the cognitive and behavioral differences based on gender dissonance. Even though women have repeatedly demonstrated their courage in bargaining, they continue to struggle with marginalization and are left worse off at the bargaining table. Why should equally educated men and women with similar life experiences take home very different salaries? This thesis attempts to investigate both the internal (self-perception) and external (cultural and social) challenges faced by women during negotiations, examining the fundamental differences between genders and their approach towards similar situations globally. This thesis also explores social attitudes and perceptions (and stigmas) related to gender identity and roles, the resulting assumptions, and the inequalities it perpetuates – inequalities that are not only inherently wrong but also ineffective and fiscally unsound. With the ever-complex interplay of changing social, cultural, economic and geopolitical landscapes, the ability to take a stand and negotiate is no longer a luxury but a necessity. The article uses narratives and findings from various experts in the field of negotiation and gender dissonance to explore the dramatic difference between men and women in their desire, approach and propensity to negotiate for what they want and how this affects women negotiators and how they can do it. learn to be better. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay IntroductionIt is critical to understand that negotiation skills are the key to success in any field of work, and women will need to be assertive about their goals and interests when negotiating. In this article, we will examine the challenges faced by women in negotiations in the corporate world based on stereotypical gender differences and how they are redefining and challenging deeply rooted gender biases in society and emerging as successful negotiators globally. This topic is particularly close to my heart because it directly concerns me, a Global Management student, my professional path and my economic well-being. Cross-cultural studies speak to the power of negotiation, its different styles and the need for inclusion of all members of society and this article attempts to delve deeper and explore findings and solutions to this age-old gender discrimination, what fuels it and how to address it. successfully navigating it will help me ultimately reach my full potential as a professional. "The American Association of University Women is releasing a new study that shows when men and women attend the same type of college, choose the same major, and take the same type of job, on average, the woman will still earn 82 cents for every dollar she earns. by a man” (Coleman, 2012, para. 2). A study conducted several years by Babcock & Laschever (2003) highlighted similar results when Carnegie Mellon students were interviewed to understand gender negotiation and interactions (as cited in Craver, 2018). Lack of negotiation has a direct impact on the compensation package that women command and pay disparities, and the lack of women in leadership roles in organizations around the world reaffirms that lack of negotiation and its impacts on women have crossed borders, industries and time. Negligible government initiatives, inherent gender biases and expectations hinder women whoseek to fight for equal pay and position in senior management, even when several negotiation researchers have confirmed that companies perform better during economically turbulent times when they have women on their boards while, public offices that have Women in power tend to have greater investments in public goods, such as access to education and clean water. According to Hegewisch & Hartmann, experimental evidence confirms that people in general continue to discriminate against women in the workplace, especially if they venture into traditionally male-dominated fields of work. Stereotypical assumptions dictate, and almost enjoy, the fact that men, even when unprepared, become combative, assertive, and take pride in taking risks without being judged as challenging or difficult.) They are anxious about the negative consequences they associate with competitive outcomes, fearing that competitive success will distance them from others. While men are fierce, relentless and focused on individual success, women, on the other hand, are gentle, accommodating and more likely to seek a win-win outcome by trying to preserve relationships. However, the most intriguing and rather shocking reason that has emerged is that women don't like to negotiate their salaries. As a rule, they almost always accept what's on the table without asking questions or exploring the possibility of a better offer. The hesitation to take advantage of the deal arises from the innate need to be accepted and appreciated. As sad as the situation is, women are acutely aware that employers will likely view their requests, while valid and deserved, compared to those of their male colleagues, in an unfavorable light. (Corbett and Hill, 2012). Day (2016) shared that the typical male Wharton MBA student negotiates a difficult deal unlike female Wharton MBA students who never negotiate or feel extremely regretful, self-conscious, and almost guilty when they decide to negotiate. This contrast in approaches to negotiation is based on the fact that women do not negotiate very often, and therefore it becomes “a big deal”, unlike men, for whom it seems “normal” because they do it so often. Research FindingsMen and women negotiate according to conventional social roles and what is expected of each gender. Gender differences and the behaviors connected to them are linked to the very DNA of culture and individuals. The subtle nuances of masculinity and femininity and coinciding traits lay the foundation for all gender interaction. Men are expected to be more aggressive, selfish, assertive, with an individualistic winner mentality, while women are expected to be docile, caring, empathetic and ensure a win-win approach. Gender and its preconceived notions determine negotiation strategies and how the opponent's gender will play out in the entire agreement (Babcock and Laschever 2007). A common observation shows that, even with minimal preparation, men believe they can “fly” and do it successfully. On the other hand, women, no matter how well prepared, tend to feel anxious and unprepared. Competitive differences can be attributed to the gender-based cultural differences that everyone goes through. The formative years and our definitions of right and wrong, acceptable and unacceptable, what it means to be a man and how to be ladylike. Parents are likely to be more careful and stricter with their daughters than their sons. There have been countless incidents where women have been called out and shamed for behaving exactly as they dotheir male peers did, bringing to the surface the justified fear that women tend to feel when they violate social norms of “demure, communal female behavior – and are punished for it.” (Bowles, Babcock and Lei 2006). Most boys are exposed to competitive situations at an early age and taught “the thrill of victory and the agony of defeat” during their formative years, while girls are exposed to indirect competition where a person's success it does not necessarily mean the failure of another. Therefore, when these genders interact, men are automatically expected to be dominant, authoritative, and speak for longer periods of time, while women are expected to be passive, apologetic, and submissive while employing many disclaimers. Women, however, due to high emotional acumen and sensitivity, can read more subtle tones and atmosphere of the discussion. They are perceptive and quite adept at reading nonverbal cues that often escape their male counterparts. As a result, they are more likely to agree with the implicit messages conveyed by adversaries during negotiations. Men are traditionally emotionally moderate and use distributive bargaining skills that usually involve a single issue that one person gains at the expense of another, that is, a win/lose strategy based on opposing interests and short-term outcomes, while women tend to be emotionally expressive and prone to integrative bargaining, usually occurring where it is possible to find an agreement that works best for congruent interests best for both parties, which is a win-win strategy” (Kinicki & Fugate, 2015) and yes focuses on forming long-term relationships based on sincerity and integrity. The principled negotiation technique used by women focuses on their natural strengths such as the ability to listen and collaborate. “Listening is really important because sometimes you think you know what the other party wants, but when you listen, you really hear what they want. That's where you arrive at a position, a resolution, that works for both parties. Women are well positioned to obtain the most advantageous and lasting results in negotiations and are naturally inclined to find balance, to seek common ground, to recognize and honor differences. As challenging as it may be, negotiating in the global business world is critical to your business. career development. Day said women should consistently and deliberately push themselves to negotiate harder and feel comfortable asking for more without any guilt or fear of being judged. Hollywood, since the Sony email leak in 2014, has generated numerous discussions about how women negotiate well or poorly. In her essay written for the online publication Lenny, Lawrence recalled feeling angry at herself for not negotiating for a higher package even after finding out her male co-stars' salaries. “I failed as a negotiator because I gave up early,” he wrote. An Academy Award winning actress, she reflected on the effect this will have on her image and how she will be perceived as greedy and selfish by her studio and the industry alike and will give up the salary she rightfully deserved despite having access, power and the platform to do it. foul. “It drives me crazy when I hear someone like a female Wharton MBA say she's not good at negotiating….Well, you don't really have to be that good; you just have to do it.” – Beth Ann Day Discussion Elizabeth Taylor was a great actress but also a better negotiator. A pioneering businesswomanin the entertainment industry: with her role in Cleopatra in 1963 she became the first woman to receive a salary of one million dollars. Another great example of negotiating and getting what is asked for is when former US First Lady Michelle Obama negotiated her working hours, salary and schedule with her future boss: “This is what I have: two small children. My husband is running for US Senate. I won't work part time. I need flexibility. I need a good salary. I have to be able to afford to babysit. . . . I can work hard with a flexible schedule.” Experience shows – and studies confirm – that formal peace agreements that include women are much more likely to last. The institutions of the United Nations and its Member States “to ensure the full and meaningful participation of women in all peace processes, including conflict prevention, peace negotiations, peacebuilding, peacekeeping, humanitarian response and post-conflict reconstruction”. From Syria to Afghanistan, from New Zealand to the United States, women are starting to gain more space in what was once a strictly male-dominated area. An Israeli researcher, Itzhaki, explained that women have unique skills to offer and that they are much more skilled in negotiations than their male counterparts. All the feminine traits that until recently were used against women in the dog-eat-dog corporate world are being recognized as critical and indispensable qualities for generating employee satisfaction and high morale. Men in business are starting to discover how incorporating women's strategies into negotiation styles will bring better results than no room for contract negotiations. Learning to negotiate effectively can be a crucial tool for women — from making their own health and reproductive choices to negotiating with their parents to going to school to negotiate business deals and paychecks. (Day & Gilliam) stated that practicing negotiation in small ways, in everyday life, builds experience and confidence. The smallest, simplest tasks, like returning clothing after the 30-day return period has passed or getting a better hotel room while traveling or an upgrade to the next class on an airline. It doesn't have to be a radical change. It simply has to be there: a window to bargain, to bargain when the opportunity presents itself. Studies show that even a small bonus or pay raise can translate into a loss of hundreds of thousands of dollars over the course of a woman's career. It is the small steps and small victories that pave the way for behavioral and attitude changes. As Gilliam simply said “If you don't ask, you don't get”. . Across the studies reviewed, Jens Mazei and his team found that the achievement gap between men and women narrowed as they gained negotiation experience. The findings suggest that women tend to experience more favorable economic outcomes the more time they spend at the negotiating table. In A Woman's Guide to Successful Negotiating, 50 of the most successful American women were interviewed and found that not seeing situations as negotiation opportunities, not negotiating for themselves as they would for someone else, and not being willing to say no are were the three main mistakes made by women. Speaking up in the workplace can be intimidating, but it's a practice that former First Lady Michelle Obama said everyone should adopt. Another approach so beautifully captured by the:.