Beyond Salary-Reframing Womes Negotiation Strategies for Power and Parity
Elements in the Typical Woman’s Approach to Power, Negotiation, and Risk-Taking
Gender equality in the job market enables women to compete for jobs with men. However, various elements in the typical woman’s approach to power, negotiation, and risk-taking may lead to women earning less than men for comparable jobs. One of the elements is women’s reluctance to take risks. For instance, in the video, Mind the Gap Episode 1: Risk-Taking, Michelle Meyer-Shipp states that she was reluctant to take the Chief Diversity Officer role because she would be taking a high risk in her career. According to Borgerson (2018), women have ambivalent or uncertain relationships with power when they get an opportunity to lead, making them struggle when they attain leadership positions (p. 6). Therefore, women may earn less than men in comparable jobs because their reluctance to take the jobs may create concerns about their performance. The fear of risks is tied to the second element, which is emotional control. According to Fessler et al. (2004), many decisions involving risks are influenced by active emotions (p. 108). Therefore, women may earn less than men for comparable jobs because their emotions affect their ability to negotiate for higher earnings.
Stereotypes also influence women’s approach to power, negotiation, and risk-taking. Bowles et al. (2019) argue that women lack assertiveness in negotiating for higher compensation because of social backlash, which is linked to gender norms that require them to put other people first before themselves (p. 3). Women also face a dilemma when looking for the right balance between male-prescribed behaviors in negotiations and their overall gender-role prescriptions (Manea et al., 2020, p. 340). Women’s negotiation styles also support a stereotype that women lack proficiency compared to their male counterparts (Swartz et al., 2016, p. 56). Therefore, women may choose to accept the offer they get when negotiating because they are unable to create a strong counteroffer and defend it.
Strategies Leaders Can Employ in Using Power, Negotiation, and Risk Management Effectively
One of the strategies that leaders, both women and men, can employ in using power, negotiation, and risk management effectively is seeking advice from people with more experience in negotiation, leadership, and risk management to get ideas on what to do. The second strategy is applying emotional intelligence when negotiating and making leadership and risk-taking decisions. Another strategy is trying different leadership, negotiation, and risk-management styles to determine which style is effective in specific situations.
References
Borgerson, J. (2018). Caring and power in female leadership: A philosophical approach. Cambridge Scholars Publishing.
Bowles, H. R., Thomason, B., & Bear, J. B. (2019). Reconceptualizing what and how women negotiate for career advancement. Academy of Management Journal, 62(6), 1645–1671. https://doi.org/10.5465/amj.2017.1497
Fessler, D. M. T., Pillsworth, E. G., & Flamson, T. J. (2004). Angry men and disgusted women: An evolutionary approach to the influence of emotions on risk-taking. Organizational Behavior and Human Decision Processes, 95(1), 108. https://doi.org/10.1016/j.obhdp.2004.06.006
KPMG. (2019, March 8). Mind the Gap episode 1: Risk-taking [Video]. YouTube. https://youtu.be/3BBMH-z5wFQ
Manea, C., Demoulin, S., & Yzerbyt, V. (2020). “Whatever you do, just don’t let him notice you’re a woman!” general beliefs on women’s gender ideology as a function of topic in mixed-gender negotiations. International Journal of Psychology, 56(3), 340. https://doi.org/10.1002/ijop.12714
Swartz, E., Amatucci, F. M., & Coleman, S. (2016). Using a multiple method and mixed mode approach to examine women entrepreneur negotiating styles. International Journal of Gender and Entrepreneurship, 8(1), 48–68. https://doi.org/10.1108/ijge-09-2013-0060
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Question 
Prompt: Read the module resources before taking part in this discussion. Discuss some of the elements in the typical woman’s approach to power, negotiation, and risk-taking that may lead to women earning less than men for comparable jobs.
Beyond Salary-Reframing Womes Negotiation Strategies for Power and Parity
What are some strategies that both women and men leaders can employ in using power, negotiation, and risk management effectively?