Being tough doesn’t always pay off: The culture of honor vs dignity in negotiation

Early work on cross-cultural negotiation has focused on East-West differences. In the current study we investigate the negotiation scripts employed by Middle Eastern negotiators, more specifically Iranian negotiators, in an intracultural interaction, compared to North American negotiators. We examine how the Iranian worldviews, beliefs, norms, and social behavior influence their goals and aspirations, negotiation tactics, and ultimately final outcome. We formulated our hypotheses based on the theory of honor-dignity cultures and illustrate how the importance of preserving and maintaining honor influences the Iranian negotiation strategies in business dealings. Our results illustrate that consistent with the culture of honor, Iranian negotiators are more likely to be competitive, express emotions, and employ distributive tactics compared to Canadian negotiators. Moreover, this competitive mindset leaves Iranian negotiators at a disadvantage as the overall joint gain is significantly lower than Canadian negotiators

2. Talking it through: communication sequences in negotiation

If negotiation is like a dance The moves in negotiations are acts of communication. Negotiators communicate using oral and written messages, conveyed with various postures, facial expressions, rates of speech, and tones of voice, among other concerns In what follows, we first outline how scholars study the communication sequences that comprise the negotiation process. Then we examine findings on negotiation strategy and tactics, the primary emphasis of negotiation research on communication sequences. Next we examine findings on nonverbal communication. Finally, we consider lines of research that are opening up new kinds of sequences to explore

Computer Mediated Communication in Negotiations: The Effect of Intragroup Faultlines on Intergroup Communication and Outcomes

This work examines the effect of faultlines in virtual computer mediated communications of two collocated negotiation teams. We expand upon prior diversity literature by considering the effect of both surface and deep-level faultlines on the intergroup computer mediated communications in virtual negotiations. Faultlines are hypothetical lines that divide teams into multiple subgroups based on diversity attributes. We confirm that the effect of team diversity on intergroup computer mediated communications can be better captured through faultlines. Our results suggest that faultlines mediate the effect of diversity on teams’ computer mediated intergroup communication and that deep-level faultlines significantly lower the frequency and quality of intergroup communication of virtual negotiations

Cultural mosaic beliefs as a new measure of the psychological climate for diversity: Individual distinctiveness and synergy in culturally diverse teams

Pylin Chuapetcharasopon, Lukas Neville, Wendi L Adair, Susan E Brodt, Terri R Lituchy, & Aimy A Racine. (2017). Cultural mosaic beliefs as a new measure of the psychological climate for diversity: Individual distinctiveness and synergy in culturally diverse teams. International Journal of Cross Cultural Management, 1470595817745898. © The Authors. Reprinted by permission of SAGE Publications. https://doi.org/10.1177/1470595817745898This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective multicultural work groups. Building on theories of group diversity and self-verification, and responding to calls to understand moderators that explain the impact of group diversity on performance outcomes, we conceptualize CMBs as a psychological climate that individual group members perceive to promote the recognition, acceptance and expression, and utilization of cultural diversity (values, traditions, and practices) in their work. We also propose that CMBs might attenuate conflict that can sometimes characterize culturally diverse work groups distinguishing groups that falter from those that flourish and benefit from the informational and other potential advantages associated with their diverse cultural composition. In a series of five studies (N = 1119), we develop a 17-item CMB scale comprised of three factors: perceived group diversity, cultural acceptance and expression, and culture utilization. We present evidence of convergent and discriminant validity, showing that the CMB scale is related to but distinct from other measures of diversity. We also demonstrate predictive validity, showing that the CMB scale is related to work group members’ identification with the group, commitment to the group, satisfaction with the group, and learning from the group. We conclude by proposing applications of our CMBs concept and measure to multicultural workplaces and offer future directions for research on cultural diversity, specifically the study of group CMBs as a moderator of cultural diversity’s effects on groups.Social Science and Humanities Research Council of Canada [SSHRC 400102

Stereotype and Perception Change in Intercultural Negotiation

Stereotypes are cognitive schemas that influence our perception, beliefs and behavior toward members of a social group [12]. While culture is a salient social group characteristic and an important contextual cue for schema activation [27], there is limited research on cultural stereotypes and perception change in international negotiations. Thus, we examined perception formation and perception change across stages of negotiation. North American observers viewed a negotiation (videos) between North American and Middle Eastern business men, with different stages and one of three negotiation outcomes: (a) negotiators did not reach agreement, or (b) reached an agreement by compromising, or (c) by employing an "expanding the pie" problem solving approach. After viewing the videos, participants rated negotiators on positive and negative attributes as a measure of perception. We found in-group bias across all observers, change in perceptions across different stages, and variation of initial stereotypes as a function of negotiation outcome

Hidden Influences in International Negotiations: The Interactive Role of Insecure Cultural Attachment, Risk Perception, and Risk Regulation for Sellers Versus Buyers

This research examines the previously unstudied role of cultural attachment in international negotiations. Specifically focusing on the fearful attachment style, this article reveals the intricate interaction of cultural attachment, risk perception, and risk regulation on negotiators\u27 ability to claim value in international negotiation. Supporting our theorizing based on cultural attachment and prospect theory, findings show that risk‐averse sellers with fearful attachment to their national culture perceive greater risk and in turn are more motivated to regulate risk through relationship‐building with their counterpart (Study 1). Moreover, these individuals achieve lower economic gains when they regulate relational risk by making fewer threats to walk away (Study 2). We discuss the implications and the importance of understanding one\u27s attachment to own national culture as its interplay with role and risk mechanisms impacts effectiveness in international negotiations

Negotiating Globally with Fearful Attachment: An Individual and Contextual Approach to Risk

The perception and regulation of risk have been much examined in negotiation theory but underexplored in the culture and negotiation literature, despite their important economic consequences for those negotiating globally. This research shifts the culture and negotiation literature to a new direction: We examine individual (fearful attachment) and contextual (negotiator role) predictors for global negotiators¡¯ risk perception and regulation strategies, and economic outcomes. Using social psychology¡¯s attachment to social groups construct, we show that sellers fearfully attached to their same-nationality social groups perceived greater risk and in turn were more motivated for relationship-building with the counterpart as a risk-regulating strategy (Study 1). Moreover, fearfully attached sellers, who used more risk-regulating, relationship-building strategies, e.g., fewer threats to walk away, claimed less value (Study 2). Our findings suggest that fearfully attached sellers regulate risk through motivational (relationship-building) and behavioral (avoiding threats) means that may impede their ability to claim value when negotiating globally

Mirar a Medusa. Una invitación a atravesar la petrificación, a deshacer y deshacernos de su maldición

Treball final de Diploma de postgrau "La pràctica de la relació", dins del Màster en Estudis de la Llibertat Femenina, Universitat de Barcelona. DUODA, Centre de recerca de dones, curs: 2011-2012, Tutora: Dra. Caroline WilsonMirar a Medusa es una invitación a atravesar la petrificación, a deshacer la maldición que sobre esa figura mitológica antigua, femenina, rica y paradójica recae y con ello ser libres para pensar lo no pensado, para decir lo no dicho: para ser. El presente trabajo pretende mostrar ese vislumbre de la luz que Medusa posee y ofrece, una luz que ilumina la sombra, con lo que nos hace más conscientes y, por ello, más libres. Mirar a Medusa es también una mediación: la posibilidad de acercarme a la verdad: a propia (incluyendo el negativo y su mágica fuerza) y a la del mundo, ya que Medusa nos invita a un verdadero encuentro con la alteridad y la riqueza que conlleva, incluyendo, también, lo que de ella nos altera