Abstract
Gender Difference in Negotiating
It is widely believed and expected that women tend to be more reserved than men when it comes to express their interests at the workplace. They tend to shy away from being vocal about their rights or their dues. In other words, it is almost certain that women don’t ask for much. Whatever they fear for may not be definite or defined, but they definitely have a problem when it comes to negotiating their compensation rates as compared to their male counterparts (Booth, 2009).
In exploring this aspect, Babcock and Laschever (2003) conducted a study about the female and male graduates who were working at the institution. They realized that while most male students were teaching courses of their own (thereby earning more), the female graduates took tasks as teaching assistants. By any rights, this did not sound fair. In an investigation of the matter, Babcock and Laschever (2003) found out that the institution offered equal opportunities for the students. However, it was upon the students themselves to approach the relevant authorities with the idea of what they wanted to do. The researchers found out that the male students were more vigilant in looking for the opportunities while their female counterparts did very little about it. No wonder the male students seemed to be more advantaged; simply because the women did not ask.
Propelled by this finding, the researchers launched a study to investigate the starting salaries of male and female graduates. The findings were that the male students had a starting salary approximately 4000 dollars higher than that of the female graduates. On investigating, it was further discovered that more male graduates negotiated for their first offer while most of the female did not. After receiving the job offer, a study was done to find out who was involved in on job negotiations for a salary hike. The findings were strikingly similar to those shown in the earlier paragraphs. While only 7% of the females had asked for a raise in salaries, a whooping 57 percent of the male graduates had already negotiated for a salary hike. This asserts the position stated earlier in this essay; on the basis of gender, men are more vocal and better at negotiating on their salaries as compared to the female workers (Babcock and Laschever, 2003).
Booth (2009) also asserts this view. However, he adds a new perspective to the argument. He notes that discrimination and prejudice during the hiring process can lead to a scenario as the one described above. Take for instance, an organization which has a higher ratio of male workers than female workers. The male tend to be dominant, and even during the hiring process, the female is put at a disadvantage. It is a hustle enough for the female to get hired. After overcoming this hurdle, it would then be difficult for the woman to negotiate for a better pay. This is because she is already excited of the fact that she has been offered the job. Therefore, she will be content and won’t be as vigilant as the male in asking for the hike 9Booth, 2009; Babcock and Laschever, 2003).
After identifying this disparity, it is worth investigating why women tend to fall victims of these circumstances. Miller E. and Miller J. (2002) bring a better understanding of this issue by highlighting ten major mistakes that women make that render them poor at negotiating for their salaries. Chief among these reasons is the notion that women don’t work for the money. This is misleading as the women end up being underpaid but they just take it. Furthermore, women tend to believe that negotiating for a salary is petty. This is another misgiving since the salary offered should be right for the job done. Why then should women shy away from asking for what is rightfully theirs? To compound the mistakes that women make when it comes to salary negotiation, Miller E. and Miller J. (2002) argue that most women tend to believe that they should first get the job offer, then they can prove themselves on the job and thereby get a better pay. This aspect is disapproved by the counter-argument that women go for this tactic due to their inability to negotiate. The right way should be for the woman to know what she is worth, and settle for nothing less.
In conclusion, after looking at the drawbacks facing women in negotiating for salaries, there is a solution for them. Miller E. and Miller J. (2002) have prepared some strategies to save the women from the muddle. They have strategies that can help the women to convince collaborate and create opportunities for themselves. This would help competitive women to stay afloat in the midst of aggressive men. It is only if the women speak out that they can turn the situation around.
References
Babcock, L. & Laschever, S. (2003). Women Don’t Ask: Negotiation and the Gender Divide. Princeton, NJ: Princeton University Press
Booth, L.A. (2009). Gender and Competition. Retrieved on 16th Jan 2012 from http://ftp.iza.org/dp4300.pdf
Miller, L.E., & Jessica M. (2002). A Woman's Guide to Successful Negotiating: How to Convince, Collaborate, & Create Your Way to Agreement. McGraw-Hill.
