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Empirical Findings on Gender: Differences in Negotiations

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Empirical Findings on Gender: Differences in Negotiations

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Male and Female Negotiators: Theoretical Perspectives

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Male and Female Negotiators: Theoretical Perspectives

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Introduction

-Distinguishing between the terms sex and
gender.

-Reviewing the theoretical perspectives on
why one might expect differences
-Examining empirical research evidence
about the underlying psychology of gender
in negotiation

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Sex

Male and Female

the property or quality by which organisms are classified
as female or male on the basis of their reproductive organs and functions

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Gender

cultural and psychological markers of the sexes –
the aspects of role or identity that differentiate men from
women in a given culture or society

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- Factors affect how women and men approach negotiations:

Relational view of others
• Embedded view of agency
• Beliefs about ability and worth
• Control through empowerment
• Problem solving through dialogue
• Perceptions and stereotypes

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Women: see negotiation as a behavior that occurs
within relationships without large divisions marking
when it begins and ends

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Men: tend to demarcate negotiating from other

behaviors that occur and signal the beginning and

end of the negotiations behaviorally.

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• Relational view of others
– Women: place greater emphasis on interaction goals
– Men: are driven more by task-specific goals

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- Embedded view of agency:

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Women: are more likely to see their worth determined by
what the employer will pay

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Men: expect to earn more than women over the course of
their career

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Perceptions and stereotypes
– Negative stereotypes about female bargainers shape
expectations and behaviors
– Men have an advantage as a “dominant cultural stereotype”

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Problem solving through dialog:

Women: seek to engage, listen and contribute

Men: convince the other party their position is the correct
one and support various tactics and ploys that are used to
win points during the discussion

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Control through empowerment:

Women: are more likely to seek empowerment, “interaction among all parties in the relationship”

Men: use power to achieve their own goals or to force the
other party to capitulate

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• Men and women conceive of negotiations
differently
– Relationship versus task orientation
– Competition versus collaboration
– Is the situation perceived as a negotiation
opportunity?
– Outcome expectations
• Men and women communicate differently
• Men and women are treated differently

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• Similar tactics have different effects when used by
men versus women
– Exchange tactics: studies suggest that not only do men and women receive different outcomes during salary
negotiations but that the same tactic may have opposite
effects on salary negotiation outcomes
– Aggressive tactics: male and female candidates were less
likely to be hired when they bargained aggressively.

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• Gender stereotypes affect negotiator performance:
– Stereotypes undermine the performance of female
negotiators
– The negative effect of stereotypes about gender
differences can be overcome
– The activated stereotype may matter more than the
actual gender of the negotiator

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Overcoming the Disadvantage of Gender Differences

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Overcoming the Disadvantage of Gender Differences

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• Motivational interventions
– Emphasize the mutual dependence of both parties in the
negotiation relationship

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• Situational interventions
– Alter the social roles that women assume in a negotiation to
reduce the extent to which women feel constrained to
conform to gender role

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• Cognitive interventions
– Focus on things that negotiators have in common that
transcend gender, such as common goals or identities