EXPLORING DIVERSITY

Cultural diversity encompasses the cultural differences that exist between people. The lecture made about this topic by classmates was a great experience. The activity was very interesting, it showed different points of view, even though the ideal negotiation team is made by different people with different skills and qualities that obviously make that group an integral and complete working group, the purpose was to defend who we were and show other people why our position within a society made us the best negotiation group, for example, my team was made of entrepreneur women and our main purpose was to convince the rest of the group why we were the best group, which qualities we have that make us different from the rest and underline the best of each of the members because even though we all were entrepreneur women we were all different and with some key characteristics that made us the best work team.

¿How are women seen in the negotiation or business environment?

“Women and men negotiate differently for pay raises, promotions and salaries”. The author mentioned that even some women do not negotiate at all (which I think is not true). Women are thankful for just having a job offer, but men are more powerful knowing that in certain way, they deserve better. Not negotiating may “costs women a lot of money and status during their careers”.

“The differences in the ways women and men negotiate are often attributed to childhood socialization and genetics, but newer research suggests that women's actions may make sense in today's world”.

I think that I have to respect the perception the author have, but, I think completely different, women nowadays are more powerful than ever before, with the same or better skills than men, new generations are changing the perception of this kind of authors showing that women work force is increasing each day and the performance within any company is equally valuable among men and women.

Women and Negotiation
Elizabeth Agnvall. HRMagazine. Alexandria: Dec 2007. Vol. 52, Iss. 12; pg. 69, 5 pgs