1-student, you said, “Gender differences also play a role in influencing a negotiation. “

Explain the above comment.

Thank you.

2-In a job setting, there is often different types of conflict that are inevitable. Being that everyone has to work together, there will commonly be some different perspectives that cause disagreements. These three conflicts are known as task conflict, relationship conflict, and process conflict. These three types of conflict reflect a possible situation that could have been between teams or groups, within groups or teams, or between two different individuals. These occurrences are called loci of conflict. Being a manager or owner, it can be helpful having knowledge of these situations to prevent them or know what to do when they happen.

Task conflict can be a disagreement or a misconception about the goals of the job assigned to that person, group, or team. In this case, a group, team, or person might receive a task that they have a different perception on steps of it getting done. To solve this type of conflict, opinions must be put to the side to figure out a fitting solution. Relationship conflict relates to members of the group being compatible with one another. Some members of the group might not like each other for emotional reasons or in job drama but being involved in a project emotion must be pushed aside for the company. Lastly, process conflict is having friction between members or groups about the way a task is suggested on being done. A group member might want to have different responsibilities in a project, in which he or she will take up with the leader (Sidorenkov et al., 2018)

When conflicts happen there are different settings on when, where, and relating to who in which it can happen. This is the loci of conflict. There are three types when it comes loci of conflict, starting intergroup conflict. This is conflict that is between groups or teams that might have the similar goals just different ways of reaching them. Intragroup conflict is conflict within the group or team, it can be between members that may disagree on what the goals should be. Thirdly, dyadic conflict is conflict between two people. This can be over anything, most of the time it stems from a conflicted relationship.

When being involved in conflicts and negotiations there are individual differences that can have an immense influence. Starting with the different personalities that are in groups. This can be a huge factor on if the people in a team or group will mesh well. Which leads to the emotions each person has for one another. Another individual difference that effects negotiations is cultural background. If someone is familiar with another person’s culture, they may know how to address them better comparing to someone that doesn’t. Lastly, gender plays a role as well. Men and women tend to have different perspectives when it comes to negotiating. Some woman may tend to be easier to understand what the group is trying to do rather than some men sticking to what they know. Even though it all depends on the person. However, when there is a third party involved, they should act as a mediator. Not taking sides but doing everything they can to find an equal solution (Nibler et al., 2003)

References:

Sidorenkov, A. V., Borokhovski, E. F., & Kovalenko, V. A. (2018). Group size and composition of work groups as precursors of intragroup conflicts. Psychology Research and Behavior Management, 11, 511-523. doi:http://dx.doi.org/10.2147/PRBM.S178761

Nibler, R., & Harris, K. L. (2003). The effects of culture and cohesiveness on intragroup conflict and effectiveness. The Journal of Social Psychology, 143(5), 613-631. Retrieved from https://search.proquest.com/docview/71362525?accountid=35796

*this is pertains to organization behavior*

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3-Good day student

Thank you for your contribution to this week’s discussion post. As globalization has progressed to influence every aspect of our daily lives, it is apparent how said influences have also seeped into the current market. The ever-changing economies have become infiltrated by corruption and forms of bribery which have ultimately resulted in disparities within the overall international business format. Although the OECD has looked to implement many principles geared towards combating white collar crime, mediums such as the internet have proven to hinder the same. However, due to globalization, economies have become heavily reliant on the Internet as it possesses innovative governance strategies in convening diverse groups of stakeholders to forge consensus-based policies (Crook, 2011).In order for the OECD to meet their primary objective, it is important that they restructure their efforts to combat white collar crime in a format that keeps the trends of the ever-fluctuating market present.

References:

Crook, J. R. (2011). United states endorses OECD principles on internet policy making. The American Journal of International Law, 105(4), 797-799. Retrieved from https://search.proquest.com/docview/906018933?acco…

Hill, C. W., & Hult, G. M. (2017). International Business: Competing in the Global Marketplace (11e ed.). New York, NY: McGraw-Hill Education.

4-Challenges affecting OECD Policy Implementation

The Organization for Economic Co-operation and Development’s primary mission is to advocate for rules and regulations to enhance people’s economic and social well-being across the globe. The organization gives a platform in which governments can join hands in seeking solutions and share experiences with everyday problems. Currently, the group has about 34 members and an equal role of developing and recommending policies that act as basis international practices and standards (Panagiotis et al., 2020). The organization’s critical matters include corruption, bribery, insider trading involving foreign and public officials, and crimes under their policies and laws. These systems have been active and have also been used to analyze, monitor trends, and predict economic developments among its member countries (Sabiha & Naik, 2019). However, several factors have posed a challenge in successfully implementing and sustaining such policies.

One of the main challenges affecting the implementation of OECD policies is predicting people’s future behavior. Therefore, an accurate forecast of people’s behavior is mostly in short supply. Implementation of such policies requires the prediction that is more accurate to be successful. The complexity of forecasting the behavior is contributed by a vast amount of necessary economic information that should be analyzed. The second challenge in implementing these policies is their changing nature (Sabiha & Naik, 2019). These policies have a high tendency to change to adapt to changing human behavior and economic performance. In this case, most countries may oppose the change since they may not favor their economy. Another reason that may hinder the implementation of policies is the varying economic situation of member countries. Concerning these variations, it implies that they will need specific policies that can best fit (Panagiotis et al., 2020). Therefore, it is a challenge for the OECD to develop and implement a standard policy supported by all member countries.

References

Sabiha, F. & Asha, N. (2019). Development and Internationalization of Women’s Enterprises: Benchmarking Indian Policies with OECD Policies. 10.1007/978-981-10-6298-8_14.

Panagiotis, P., & Dionysis, V., & Kyriaki, K. (2020). Targets, Instruments, and Policy Implementation. 10.1007/978-3-030-43181-5_6.

*this is pertaining to international business