Table of ContentsIntroductionResearch FindingsDiscussionConclusionThe study on women in negotiation shed light on cognitive and behavioral differences based on gender dissonance. Even though women have repeatedly proven their courage during negotiations, they still struggle with marginalization and find themselves in an even worse situation at the negotiating table. Why would men and women with the same education level and similar life experiences earn very different salaries? This thesis attempts to study both the internal (self-perception) and external (cultural and social) perceptual challenges faced by women during negotiations, while examining fundamental differences between the sexes and their approach to similar situations worldwide. This dissertation also explores social attitudes and perceptions (and stigmas) related to gender identity and roles, the assumptions that arise from it, and the inequalities it perpetuates – inequalities that are not only inherently wrong, but also ineffective and financially unhealthy. With the ever-complex interplay of a changing social, cultural, economic and geopolitical landscape, the ability to take a stand and negotiate is no longer a luxury but a necessity. The paper uses stories 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 it affects negotiators and how they can do it. learn to be better at it. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayIntroductionIt is imperative to understand that negotiation skills are the key to success in all fields of work and that women will need to assert their objectives and interests. while negotiating. In this article, we will examine the challenges women face in business negotiations based on stereotypical gender differences and how they redefine and challenge deep-rooted gender biases in society and emerge as as effective negotiators at the global level. This subject is particularly close to my heart because it directly affects me, a global management student, as well as my professional career and my economic well-being. Cross-cultural studies talk about the power of negotiation, its different styles and the need to include all members of society. This article attempts to delve deeper and explore the outcomes and solutions to this age-old gender discrimination, what fuels it, and how to combat it. maneuvering successfully will ultimately help me reach my full potential as a professional. “The American Association of University Women releases a new study that shows that when men and women attend the same type of college, choose the same major, and accept the same type of job, on average, the woman will still earn 82 cents for every dollar a man makes” (Coleman, 2012, para. 2). A study conducted several years ago by Babcock & Laschever (2003) highlighted similar results when Carnegie Mellon students were surveyed to understand negotiation and interactions between the sexes (as cited in Craver, 2018). The lack of negotiation has a direct impact on women's salaries, salary disparities and the lack of womenin leadership positions in organizations around the world reaffirm that the lack of negotiation and its impact on women has transgressed boundaries, sectors and time. Negligible government initiatives, inherent gender biases, and expectations prevent women from fighting for equal pay and senior management positions, even as several negotiation researchers have confirmed that companies perform better in turbulent times economic when they include women on their boards of directors. Public offices that have women in power tend to invest more in public goods, such as access to education and clean water. According to Hegewisch & Hartmann, experimental studies confirm 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 gloat, that men, even when unprepared, become combative, assertive, and take pride in taking risks without being judged as demanding or difficult). They are worried about the negative consequences they associate with competitive success, fearing that competitive success will alienate them from others. While men are fierce, relentless, and focused on individual victories, women, on the other hand, are gentle, accommodating, and more likely to seek a win-win outcome by seeking to preserve relationships. However, the most intriguing and rather shocking reason that has emerged is that women don't like to negotiate their salaries. Typically, they almost always accept what's on the table without asking questions or exploring possibilities for a better offer. The hesitation to exploit agreement comes from the innate need to be accepted and appreciated. As dismal as the situation is, women are acutely aware that employers are likely to view their demands, while valid and well-deserved, compared to the demands of their male counterparts, in an unfavorable light. (Corbett and Hill, 2012). Day (2016) explained that the typical Wharton MBA student negotiates a difficult deal, unlike female Wharton MBA students who either never negotiate or feel extremely apologetic, self-conscious, and almost guilty when they decide to negotiate. This contrast in negotiation approaches 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 very often. Research FindingsMen and women negotiate according to conventional societal roles and what is expected of each gender. Gender differences and related behaviors are embedded in the very DNA of culture and individuals. The subtle nuances of masculinity and femininity and coincident traits form the foundation of all interactions between the sexes. Men are expected to be more aggressive, selfish, assertive, with an individualistic winning mentality, while women are expected to be docile, caring, empathetic and ensure a win-win approach. Gender and its preconceived notions dictate negotiation strategies and how the gender of the opponent will play out in the overall market (Babcock and Laschever 2007). A common observation is that even when unprepared, men believe they can “get by” and come out successful. On the other hand, women, no matter how well prepared they are, tend to feel anxious andpoorly prepared. 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 a woman. Parents are likely to be more careful and stricter with their daughters than with their sons. There have been countless incidents where women have been named and shamed for acting in exactly the same way as their male peers, thus highlighting the justified fear that women tend to feel when they violate societal norms of “wise, communal feminine behavior – and are punished for it.” » (Bowles, Babcock and Lei 2006). Most boys are exposed to competitive situations from a young age and learn "the thrill of victory and the agony of defeat" during their formative years, while girls are exposed to vicarious competition where one person's success does not necessarily mean another's failure. Therefore, when these genders interact, men are automatically expected to be dominant, bossy, and talk for longer periods of time, while women are expected to be passive, apologetic, and submissive while employing plenty of warning. However, women, due to their high emotional sense and sensitivity, can read more subtle tones and the atmosphere of the debate. They are perceptive and very adept at reading non-verbal cues that are often missed by their male counterparts. As a result, they are more likely to agree with the implicit messages conveyed by opponents during negotiations. Men are traditionally emotionally restrained and use distributive negotiation techniques that usually involve a single issue that one person wins 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 negotiation, usually occurs where agreement can be found to work best for congruent interests, better for both parties, i.e. is a win/win strategy” (Kinicki & Fugate, 2015) and focuses on building long-term relationships based on sincerity and integrity. The principled negotiation technique used by women focuses on their natural strengths like 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. This is where we arrive at a position, a resolution, that works for both parties. Women are uniquely suited to achieve the most beneficial and lasting results in negotiations and are naturally inclined to find balance, seek common ground, and recognize and honor differences. As difficult as it may be, negotiating in the globalized business world is essential to everyone's success. career development. Day said women should constantly and deliberately push themselves to negotiate harder and feel comfortable asking for more without any guilt or fear of being judged. Hollywood, since the leak of the Sony emails in 2014, has sparked much discussion about the quality or poor quality of negotiations between the women. In her essay written for the online publication Lenny, Lawrence recalls feeling angry with herself for not negotiating a higher package, even after discovering thesalaries of her male co-stars. “I failed as a negotiator because I gave up early,” she writes. An Academy Award-winning actress, she thought about the effect it would have on her image and how she would be seen as greedy and selfish by her studio and industry, and would forgo the salary she rightfully deserved despite the 'access, power and platform to do it. do it. “It drives me crazy when I hear someone like a female Wharton MBA say they're not good at negotiating…. Well, you don't have to be really good; just do it. » – Beth Ann DayDiscussionElizabeth Taylor was a great actress but an even better negotiator. Pioneering businesswoman in the entertainment industry: with her role in Cleopatra in 1963, she became the first woman to earn a million-dollar salary. Another good example of negotiating and getting what was asked for is that of former First Lady of the United States, Michelle Obama, who negotiated her work hours, salary and hours with her future boss: “ Here's what I have: two young children. My husband is running for U.S. Senate. I will not work part-time. I need flexibility. I need a good salary. I need to be able to afford babysitting. . . . 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. UN agencies and its Member States “guarantee 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 to New Zealand to the United States, women are starting to have more space in what was once a strictly male-dominated field. An Israeli researcher, Itzhaki explained that women have unique skills to offer and are much better at negotiations than women. their male counterparts. All the feminine traits that were, until recently, used against women in the dog-eat-dog corporate world are now recognized as critical and indispensable qualities for generating employee satisfaction and high morale. Men in business are beginning to discover how integrating feminine strategies into negotiation styles will yield better results than not having any room for negotiations. Learning to negotiate effectively can be a crucial tool for women – whether making their own health and reproductive choices or negotiating with them. their parents to go to school to negotiate business deals and paychecks. (Day and Gilliam) said that practicing negotiation in small ways, in everyday life, builds both experience and confidence. The smallest, simplest tasks such as returning clothes after the 30-day return period or getting a better hotel room while traveling or an upgrade to higher class on an airline. It doesn't have to be a radical change. It just has to be there – a window to haggle, negotiate when the opportunity presents itself. Studies show that even a small bonus or salary increase can translate into a loss of hundreds of thousands of dollars over the course of a woman's career. It's the small steps and small victories that pave the way for changes in behavior and attitude. As Gilliam simply said: "If you don't ask..