1. JOURNAL TOPIC: SOCIAL INCENTIVES FOR GENDER DIFFERENCES IN THE PROPENSITY TO INITIATE NEGOTIATION: SOMETIMES IT DOES HURT TO ASK

2. GROUP 6 NAMEMATRIC NO. FAWWAZ FRIYA PRATAMA (L)222717 NURUL ASMIRA BINTI HAMZAH219945 NUR SYAHIRAH BINTI RAMLEE220105 NURUL SYAFIQAH BINTI AZMAN220377 NUR AWANIS BINTI HASAN221253

3. INTRODUCTION ■Negotiation is a strategic discussion that resolves an issue in a way that both parties find acceptable, ■The parties that involved should have a negotiation skills in both men and women, ■To study about the less participation among the women employees in initiate the negotiation in different gender.

4. SUMMARY ■ State that those women who are initiate negotiations in the workplace are more likely to be penalized than their male colleagues because different gender will face different opportunities and challenges when negotiation involves. ■ Women must to be more assertive in demanding compensation and promotion. ■ Designed four experiments to test whether the social costs of wage negotiations is different for men and women. ■ Experiment 1, 2 and 4, the methodology used is primary method while in experiment 3 is secondary method

5. ■ As findings, women might be more reluctant to negotiate in the workplace because will bear the cost of higher social ■ Evaluators are significantly less willing to hire both men and women who begin negotiations ■ As conclusion, this study actually shows that the way to encourage women to speak up more cannot solve the problem of the initiating of negotiations in differences gender. ■ Understanding of the situation that motivates gender differences in the propensity to start negotiations are required to address and overcome this issue

6. OBJECTIVE ■The objective for the articles is to show the differences of the gender in the propensity to initiate negotiations that be explained by differential treatment of men and women when they attempt to negotiate

7. REVIEW JOURNAL Lauterbach and Weiner(1996) Woman are not really interested to use negotiation to influence people Babcock et al…, (2006) Woman are more worry than men in negotiation and does not really look the situation as a negotiable Rudman and Glick (1999) Good listener, helpful, kind, likeable, sensitive to the needs of others, supportive, and warm

8. Short, Williams, and Christie in 1976 and Walther and Park in 2002 Suggest to form video evaluation as a communication tool to look for nonverbal action of the actors. Rousseau in 2005 Both male and female should make a negotiation within the organization because it is a fundamental form of social interaction.

9. SAMPLE STUDY ■For the experiment 1 - 119 North American university students (66 men, 53 women) recruited from various points on a university campus ■Experiment 2 - the authors used the participants were 299 college-educated adults which is 152 person men and 147 person women.

10. ■Experiment 3- the authors used the participants were 285 adults which are 107 men, 178 women ■Experiment 4 - the participants were 367 adults which are 184 men and 183 women recruited from the website of a university- based experimental research laboratory.

11. Research Methodology By studies researcher found that women is reluctant as compared to men when initiating negotiation, this creates the asymmetric distribution such as compensation within organization Woman identified stronger in all feminine items but only 41% of man that is stronger than woman in masculine item (Spencer and Buckner, 200).

12. Data Gathering Conduct 4 different interview with 4 different approach See how female and male participants react during the interview

13. Hypothesis ■Social cost of initiating negotiation for compensation will be greater for women than for men ■Women relative reluctant to initiate negotiation will be grater when the evaluator is a man

14. Experiment Experiment 1, conduct preliminary interview for hypothesis. The interview notes indicated whether the candidate was male or female and whether (or not) the candidate had attempted to negotiate for extra compensation and job benefits Experiment 2, We ran two versions of the ask manipulation in order to explore whether the manner in which the candidate initiated negotiations would moderate the predicted interaction effect of Gender of Candidate x Ask on the willingness to work with the candidate

15. Experiment Experiment 3, The scenario was identical to the one used in Experiment 2, except that the participants evaluated candidates based on their behavior in a videotaped interview. Experiment 4, In order to test for effects by gender of evaluator, researcher manipulated whether the participants (as candidate) wanted to work for a man or a woman

16. Important findings ■women are more reluctant to initiate negotiation for compensation based on differential that researcher did before ■The male evaluator was penalized the women compare to men when attempting compensation negotiation on first three experiment ■Those experiment shown that men are having more freedom to negotiate for more resources such as compensation ■this is the reason why there is gender gap between male and female employee and also could explain glass ceiling where the chance of women get equal position or salary with men in their career

17. CONCLUSION ■Negotiation is an important business skill for both men and women needed in a variety of circumstances. ■Gender can affect the success of a negotiation because of the different ways in which men and women approach the issues. ■Negotiation is a skill which can be learned, and although gender may influence the approach, both men and women can use of the same strategies to improve their negotiations.