Negotiation And Dispute Resolution

By Author: Anthony W Bills
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Negotiation and Dispute Resolution

Introduction

Importantly, in negotiation process there has been stereotypes on gender where women are mostly discriminated upon. In this case, women are viewed as of the weaker sex and therefore are not given the same treatment like men in negotiation process. It should be noted that some people are better in negotiations than others and therefore the negotiating power is not equal in all individuals. As a result of these, some people who are poor negotiators receive less payment than those who are better in negotiations. According to Miles, E. (2009), there are gender differences as well as disparities in personalities and traits in terms of negotiations and resolutions. In order to perilously deal with the issue of gender in negotiations and resolutions, it is advisable to have a viable distinction of sex and gender (Miles, 2009).
As indicated by Miles, E. (2009), the term sex denotes the organic classifications of male and female or men and women. On the other hand, the term gender stands for the cultural and psychological connotations of sexes. In this case, gender ...
... denotes the concept of role identity where females are supposed to undertake certain roles different from those of males as prescribed by culture. On this basis, this study will look at the role identity of males and females in negotiation and resolution process and indicate why there are stereotypes and perceptions on gender concerning the process of negotiation. It should be noted that, sex differences should not be included in negotiation processes and interpreted as gender differences. According to studies conducted on this fields, some researchers indicate that there is no significant difference in negotiation process between men and women while other denote that there is a great difference in negotiation between the two sexes (Miles, 2009).

Gender Differences in Negotiation
As indicated by Miles, E. (2009), when analyzing the gender differences in negotiation and conflict resolution; women are always found to behave in a more accommodating manner as compared to men. On this basis, this analysis indicated that men are better positioned in negotiation than women and hence they usually negotiate better results than their counter parts. It is of importance to note that, in analyzing the factors that influence negotiation and conflict resolution; gender issues may emerge in some circumstances and fade in others (Harvard business school, 2010).
Harvard business school (2010) suggested that, negotiations are influenced by relationships as the instrumental values as they affect the way negotiations are recognized, enclosed, and carried out. It is of importance to note that, there are different aspects that bring about differences in negotiations. These differences include; rational view of others, embedded view of agency, beliefs concerning ability and worth, control through empowerment, and problem solving by use of a dialogue (Harvard business school, 2010).
a). Rational view of others
According to Harvard business school (2010), women are mostly aware of the people negotiating with and their relationships and hence recognize negotiation as part of the bigger perspective within which it takes place. On the other hand, men are more aware of the issues been negotiated for rather than the parties involved in negotiation. On this basis, women are known to emphasize more on the interrelation and interpersonal goals of the negotiation because of their knowledge of relationship in negotiations. On the other hand, men as they are more concerned with the issue being negotiated for; they are mostly driven by the task-specific objectives. In this case, it is of more importance to note that, men are more likely to negotiate for better outcomes than women as they place most of their emphasis on the task goals. On the other hand, women through relationships can negotiate good outcomes as their emphasis is placed more to the parties negotiating. Studies have indicated that, women may not be able to recognize the occurrence of negotiations as they are most interested in relationships (Emily & Michael, 2010).
b). Embedded view of Agency
As indicated in the theoretical perspective of gender differences in negotiations, women are more embedded to the relationships and hence do not draw a strict boundary mark between the negotiating parties and other aspects of relationships. On this basis, women if negotiating in a conflict resolution; they will be still attached to the outgoing issues and hence their negotiations will not yield better outcomes. It should be noted that, when two agencies are negotiating; women will be more attached to the relationships of the two agencies rather than the issues been negotiated upon. Contrary to this, men are known to put strict demarcations between the aspects of negotiation and other conducts that occur in a negotiation. In this relation, men are not attached to the relationship of the concept of negotiation with other behaviors but to the issue being negotiated. As a result of this, men are in a position to come up with feasible results than women in the same negotiation (Miles & LaSalle, 2008).

c). Beliefs about aptitude and value
Miles, E. (2009) indicated that, a person’s expectations in terms of ability to produce the best after the negotiation and his/her self-worth influences his/her approach to the negotiations. On this basis, men are mostly expected to produce more viable results or outcomes from a negotiation than women as they are considered to have more ability in the issue of negotiation than women. In this relation, they are in a position to do their best and as a result yield the better outcomes as compared to women. As indicated by Miles, E. and Clenney, E. (2010), in cases of salary negotiations women’s worth is determined by what is paid to them by the employer. It should be noted that, when negotiating for pay increase in an organization; men are expected to perform better than women and hence their negotiations will yield attractive outcomes. Studies have indicated that, women are usually less contented in a group negotiation and hence their self confidence would be undermined by the fact they are in a position to yield good outcomes. As a result of this, women are viewed as less worthy and able in any negotiation and hence they are weak in negotiations. It is of importance to note that, these differences in negotiations as far as gender issues are concerned are stereotypes as women as well as men can be good in negotiation concerning their capabilities and professionalism. It should be noted that, these stereotypes affect the performance of women in organizations as they feel that they are supposed to be inferior to men (Miles & Clenney, 2010).
d). Control through empowerment
As indicated by Emily, A. and Michael, M. (2010), men are characterized by the aspect of using power and authority in achieving their goals. On the other hand, women are known to seek empowerment in cases of relations with many parties in a relationship in building associations and improving every person’s power in a negotiation. It is of importance to note that, when women have power in a negotiation; their influence will be profound and hence they will have attractive outcomes (Emily & Michael, 2010).
e). problem solving through dialogue
A point worth noting is that, women as are more attached to relationships are known to engage the other parties in a dialogue more than men. Emily, A. and Michael, M. (2010) suggested that, women listen and contribute in a dialogue in the effort of trying to come up with a conclusion. In this case, women are viewed as they do not have all the ideas required in a negotiation and hence they use a dialogue in learning from others. On the other hand, men use dialogue to convince others on the correctness of their position. As stated by Olekalns, M., & Brett, J. (2008), men do not contribute in a dialogue but use it to defend their stands in a negotiation. On this case therefore, men will be more convincing at a negotiation table and hence they will come up with good results. A point worth noting is that, in a negotiation table where men are negotiating for a pay increase; they are likely to convince the employers that their performance is worth the increase and hence their salaries will be increased. On the contrary, women will listen to the employers and air their views which may result in their request in pay increase being decline. This is because they will be convinced that the company is having some problems and hence would not be in a position to increase their salaries at the time. It should be noted that, women just like men have the negotiation power concerning pay increase as can be seen from their performance and professionalism. In most cases, these gender differences in negotiations are stereotypes as just like men women are able to convince the employers about their productivity in an organization and as a result their salaries will be increased (Olekalns & Brett, 2008).
f). perceptions and stereotypes
Edward W. Miles, Margaret M. LaSalle, (2008) indicated that, the perceptions and stereotypes on gender differences in negotiations affect the way men and women perform in a negotiation. On this basis, women are perceived as inferior than men and therefore when negotiating for a pay increase with men; they are likely to yield less attractive outcomes. On the other hand, men are perceived to be very convincing in a negotiation and hence they will have self-confidence when approaching the negotiation table. The self confidence in them will assist them to achieve better results (Miles & LaSalle, 2008).
Conclusion
In winding up, despite the execution of impartiality programs women are still earning lower income in organizations and companies as a result of their low level in negotiating for higher pay. On this basis, the perceptions and stereotypes on gender in matters of negotiation are still paramount in rendering women inferior in job market. It should be noted that, all there stereotypes are not supposed to influence the way women negotiate as just like men; they have capabilities and right for their salaries to be increased. A point worth noting is that, women through their experience and professionalism are supposed to be treated like men and hence they should be confident in negotiating for their salaries.

Reference list
Edward W. Miles, Margaret M. LaSalle, (2008). Asymmetrical Contextual Ambiguity,
Negotiation Self-efficacy, and Negotiation Performance. International Journal of Conflict Management, Vol. 19 Iss: 1, pp.36 – 56
Emily, A. and Michael, M. (2010). Negotiating Gender Roles: Gender Differences in
Assertive Negotiating are Mediated by Women’s fear to Blacklash and Attenuated when Negotiating on Behave of Others. Journal of Personality and Social Psychology, vol 98 (2), Feb 2010, pp 256-267.
Harvard business school (2010). Sharpening your skills: Successful Negotiation.
Working knowledge. Retrieved on Oct 30, 2010 from: http://hbswk.hbs.edu/item/6394.html
Miles, E. (2009). Gender and Creation in Mixed-Motive Negotiation. International
journal of Conflict Management. Vol. 20 (2). Pp 269-286
Miles, E. and Clenney, E. (2010). Gender Differences in Negotiation: A Status
Characteristic Theory View. Journal of negotiation and Conflict Management
Research. Vol. 3 (2), pp 130-144
Olekalns, M., & Brett, J. (2008). Beyond the Deal: Next generation Negotiation Skills,
Negotiation and Conflict Management Research, Vol. 1 (1): 309-314.

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