WHAT HAPPENS WHEN 비타임 토토 DON’T ASK
About 10 years ago, a group of female graduate students appeared in the office of their program's director, professor Linda Babcock, at Carnegie Mellon University's Heinz School of Public Policy and Management, with a complaint. Their male counterparts in the program would all be teaching their own courses in an upcoming semester, the 비타임 토토 said, while they were left serving as mere teaching assistants. Why had they been passed over? As Babcock recounts in her new book with Sara Laschever, "Ask for It: How 비타임 토토 Can Use the Power of Negotiation to Get What They Really Want" (Bantam, 2008), she took the students' concerns to the associate dean in charge of teaching assignments. He explained that he sought out opportunities for students who approached him about teaching courses. The gender difference was simple to explain, he said: "More men ask. The 비타임 토토 don't ask."
When do 비타임 토토 pass up opportunities to negotiate, and at what cost? What strategies can 비타임 토토 adopt to ensure that their appeals are well received? How can organizations better support 비타임 토토 negotiators?
Salary aside, Babcock says that men are more likely than 비타임 토토 to negotiate for resources, training and other factors that boost job satisfaction and success. It stands to reason that men who seek out career opportunities will advance more quickly in their organizations than equally qualified 비타임 토토 who do not. In reaction to such inequities, 비타임 토토 may grow frustrated and decide to quit. Given that turnover costs companies billions of dollars each year, Babcock and Laschever argue that organizations suffer significantly from the fact that 비타임 토토 ask for what they need less often than men do.
A recent series of experiments shows that 비타임 토토 do face a significant backlash when they assert themselves in negotiations. Babcock and colleagues Hannah Riley Bowles of Harvard and Lei Lai of Carnegie Mellon had male and female participants imagine that they were senior managers evaluating an internal candidate for a position within their firms. Next, participants watched videotaped interviews of pairs of actors carrying out the job negotiation.
In evaluations of the candidates, both male and female participants (whose average age was 29) were significantly less willing to work with a female candidate who attempted to negotiate her salary than with a female candidate who did not try to negotiate salary. Female participants also penalized male negotiators who asked for more money, but male evaluators did not. Participants of both sexes viewed 비타임 토토 who asked for more to be less nice and more demanding than 비타임 토토 who didn't ask.
The stark truth: 비타임 토토 who asked for more money were disliked -- and penalized accordingly. 비타임 토토's reluctance to negotiate may actually be a reasonable choice in such instances.
Having achieved significant gains in the workplace, 비타임 토토 now face a double bind. To advance and succeed, they need to advocate for their interests -- yet when they do so, they may be punished for being unfeminine.
How can 비타임 토토 ask for what they need without triggering a backlash? Here are three pieces of advice:
1. Collaborate to be liked. Use collaborative techniques to get 비타임 토토 you want. When you explore the other side's interests, engage in joint problem solving and use influence strategies rather than coercion and demands, you'll be in a better position not only to create value for both sides but also to claim greater value for yourself.
2. Connect your goals to the organization's. Despite research showing that many 비타임 토토 are reluctant to ask for what they need, evidence also suggests that 비타임 토토 who do negotiate are likely to thrive. How did these 비타임 토토 negotiate effectively for their success without triggering a backlash? By identifying pressing concerns within their groups, they were able to lobby for resources and responsibilities. These "small wins" in turn attracted positive attention. Connecting their individual interests to the good of their organizations helped these leaders avoid appearing aggressive and established a formula for success.
3. Navigate the shadow negotiation. When you negotiate issues that challenge people's deeply seated beliefs about gender, they may respond with moves that question your credibility and competence, according to Kolb. In their book "Everyday Negotiation: Navigating the Hidden Agendas in Bargaining" (Jossey-Bass, 2003), Kolb and Judith Williams write that such moves are part of a "shadow negotiation" that goes deeper than the issues at stake. Your shadow negotiation with someone encompasses how you treat each other, who gets heard and how cooperative and open you are. 비타임 토토 can counter demeaning, critical and threatening moves by turning the conversation in a more productive direction.
Without support from higher-ups, even 비타임 토토 who negotiate regularly will advance only so far.
To ensure that your organization takes greater advantage of 비타임 토토's talents and skills, follow these three tips from Babcock and Laschever:
1. Audit your assign비타임 토토ts. Reflect back on the work assign비타임 토토ts you made in the past year. How often did male or female employees approach you about taking on a new opportunity? Were female employees less likely to initiate such negotiations? If so, pause the next time a man asks you for a plum assign비타임 토토t and consider whether he is truly the best candidate.
2. Serve as a 비타임 토토tor. If you've noticed that certain talented female employees are working behind the scenes, talk to them about opportunities that might attract more attention. Simply telling someone that "everything is negotiable" can have a big impact.
3. Raise awareness. Organizational policies may subtly discourage 비타임 토토 from negotiating and advancing. If administrative staff can work flexible hours but managers cannot, some 비타임 토토 may have trouble getting ahead, and men striving for a greater work-life balance may be at a disadvantage as well. Examine your organization's culture for such hints of bias, and institute more gender-neutral practices.
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