Business Negotiation Dynamics

The negotiations class was an insightful experience. It helped me attain a better understanding of my strengths and weaknesses both personally and professionally. It helped put into perspective a lot of my theoretical analysis conducted on group dynamics and, most importantly, has helped me become a more effective negotiator. My goal with this paper is to communicate the evolution of my negotiation skills during the progression of the course.

Negotiation occurs on a regular basis in a daily life and individuals negotiate in business occasions or outside of the workplace. Having superior negotiation skills is conductive to the success in personal life and career development. This essay will indicate that my natural preferences for different influencing tactics, comparisons between theory and practice, and a personal action plan to improve negotiation skills based on the role-play activity in my class.

What drove me to Madden’s writing was the new perspective she had on females and their leadership styles relating to the way they speak up in group environments. The article claimed “one stereotypic dimension women have is that the individual cannot be both competent and friendly” (Madden). The more competent female would be the more comfortable and confident with her argument, therefore willing to speak up in a discussion environment, whereas the friendlier female would be more likely to keep to herself or amongst her friends and peers that

Negotiations are something that everyone experiences and does at some level. Even if informal, people negotiate and barter using what they have to offer to get what they want all of the time. However, there are times in life where the negotiations are much more serious and the stakes a lot higher. Whether official or unofficial, there are negotiation tactics and conditions that should be watched out for because they are a sign of potential problems.

It is the process of negotiating salaries with employers. To many this would seem like the easiest way to go about solving the issue at hand, and one may ask why it hasn’t been done more, however, the authors Hanna Bowels and Linda Babcock claim that, “women are penalized socially more than men when negotiating for higher pay” (Bowels and Babcock). This means that by one woman trying to solve the problem maturely and merely having a conversation of negotiations with said employer, it will ultimately make the problem worse by elevating it from tangibly making less money to being socially looked down upon for wanting equal treatment as well as potentially still making less money. Bowels and Babcock took this a step further and performed multiple studies on negotiations to find the most efficient and less consequential outcomes possible. The results showed, “although adherence to the feminine stereotype is insufficient, using these ‘‘relational accounts’’ can improve women’s social and negotiation outcomes at the same time” (Bowels and Babcock). When women are negotiating for higher pay the results are more positive when exhibiting “womanly” qualities to the

Linda Babcock and Sara Laschever write in their article “Low Goals and Safe Targets” about the effect of setting goals that are higher than most. They claim that people who go into negotiations with more ambitious goals tend to get more of what they want than people who go in with more moderate goals. Furthermore, they present the idea that women set less aggressive goals than men, make more modest offers, and concede more rapidly. Also, women tend to be less comfortable negotiating, so they only ask for things that are easy to get. To support their view, Babcock and Laschever recite situations experienced by both men and women. The main situation involves a man, John, and a women, Delia, who were both hired at the same medical school right

First, being a woman and embracing my femininity has both positive and negative impacts on my ability to lead. Because I am a woman I have to work harder to glean access to similar caliber opportunities as men. Even though the gender gap is not as large as it was in decades past, it still exists with in my society and is a huge obstacle to my

Negotiation is one important part of both the professional and personal life in our everyday situations. It is critical for people to resolve disputes, distribute limited resources, and/or create something new that neither party could achieve on his or her own. Negotiations can range from coordinating project timelines with clients to asking for a raise to discussing holiday plans with family members.

In chess you know the pieces but you can’t see into the other person’s mind. In negotiation you don’t necessarily know the ‘pieces’. You have to discover and develop your own pieces and find ways of uncovering your counterparts’.” The Essentials of Job Negotiations, (2011)

Women are thankful creatures and loyal. Fiercely loyal but when it comes to salary negotiation they are reticent than men. This typically cost majority of women more than 1million dollars in earnings in the course of their respective careers. This is according to Sara Lashever and Linda Babcock, the authors of the book “Women Don’t Ask” The authors conducted multiple studies and found out that women fail to negotiate salary, promotions and other advancements that men aggressively and commonly pursue.

In the article, Why Women Don’t Ask For More Money it discusses the issue that comes up with womens wages and whether or not they negotiate for higher wages or even mention it at all. Amanatullah had issues with negotiating for herself and wanted to figure where these issues were discerning from so she set up a research experiment with men and women. They were to negotiate for a starting salary and the men ended up doing better. but, what they did find was that women tended to negotiate for higher amounts when it was for someone else rather then themselves. At the end of the article the advice given for women is to remember that you are always negotiating for more than just yourself, as you may have a family. It is best to think of it as a type of problem solving technique to ease the perspective of others opinion of you. When negotiating you should not be rude, but be stern and ease your way into benefits and a higher salary.

The social cost of pay negotiation and a lack of perceived opportunities deter women form asking for higher salaries. Many women are reluctant to advocate for themselves because they feel the social cost of their actions will be higher than the monetary gains from a potential raise. There is a social stigma that females should be compassionate and nurturing and therefore should not want more money for themselves. Females worry that the act of negotiating one’s salary can easily be misconstrued as being selfish and competitive, two adjectives often considered “un-womanly”. The expectation of social and workplace backlash keeps many women from

The topic for my real world negotiation is to come to an agreement with my supervisor for a promotion as well as an increased salary. I currently work as a student assistant at the student services Planning, Enrollment Management, and Student Affairs (PEMSA) department. My goal is to increase my hourly pay from $10.15 to $12.70, a 25% increase. Having worked in this department for three years, I have taken on tasks not part of my job description such as processing return mail, data entry, and supervision.

Does gender influence how we negotiate, and how well we do? Does being a male or female affect our performance in a negotiation? Common logic tells us the answer is yes. Research concurs. Men and women differ in the way they view negotiations, the way they conduct negotiations, and even the outcome of negotiations. Being one gender puts us at an advantage to negotiate over being another gender. With the current style of negotiation, in the real world, men fare better in negotiations, such as in divorce settlements and salary negotiations than women. In the former women receive inferior settlements and in the later men receive higher raises. Why does this phenomenon exist? In a society, where gender roles are socialized into two district categories; male and female with distinctive characteristics assigned to each role; males assertive, confident, self-promoting, and demanding and females emotional, instinctive, cooperative and relational, we see these characteristics come to life in a negotiation situation. Additionally, one does not have to believe in the accuracy of these traits in order to be effected, one simply needs to be aware that these socialization exits. For the remainder of this paper I will call these role distinctions stereotyping of gender roles. Research shows that mere awareness of stereotypical categorization of male and female characteristics effect the way we negotiate. They effect both how you are perceived and how you response.

Each person has to face the fact that the business is called communication. How to write an official letter or invitation to take a partner and negotiate with them, resolve issues and develop mutually beneficial cooperation? All of these issues in many countries pay very much attention. Of particular importance is business communication for people involved in business. To a large extent on how they know the science and art of communication, the success of their activities. In the West there are relevant courses in almost every university and college, published many scientific and popular literature.