I’m Glad I Know That Now!

Mapping the Violence: Understanding how Space and Place Drive Gun Violence in Philadelphia, with Rev. David W. Brown and Dr. Quaiser Abdullah

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 13 Apr 2026 14:30:48 -0600

In this webinar recording, Deborah Cai talks with David Brown and Quaiser Abdullah about how the role of space, which is more temporary, and place, which is more permanent, influences urban violence. In 2025, compared to 2024, Philadelphia’s rate of gun violence dropped by 24.5%, yet efforts to reduce this violence still have a long way to go.

Deborah Cai begins by providing a broader perspective on space and its relation to conflict management by discussing the organizational literature on ways that space is managed can impact conflict in the workplace and the sociological literature that considers how space management can impact conflict in neighborhoods. Next, David Brown draws from his work as Executive Director of the Civic Coalition to Save Lives and as someone highly engaged in Philadelphia neighborhoods to discuss how space and place impact violence in Philadelphia. In the third segment, Quaiser Abdullah applies a conflict management lens—drawn from his work as a scholar-practitioner, imam, and civic engagement leader—to how space and place shape trust, legitimacy, and participation across Philadelphia neighborhoods. In the final segment of the webinar, David, an ordained minister, and Quaiser, an imam, talk together about their work with religious communities across the city and the role of religion and faith as they consider space and place in the city.

These episodes were originally conducted as a webinar sponsored by the Conflict Management Division of the Academy of Management as part of host Deborah Cai's work as a CM Division Scholar in Residence.

Biographies of the discussants:

Dr. Deborah Cai, Scholar in Residence at the Academy of Management’s Conflict Management division and Acting Dean and Professor in Klein College of Media and Communication at Temple University

Reverend David W. Brown, Assistant Dean for Community and Communication and Associate Professor of Instruction at the Klein College of Media and Communication at Temple University, Executive Director of the Civic Coalition to Save Lives

Dr. Quaiser Abdullah, Assistant Professor of Instruction in Klein College of Media and Communication at Temple University and past co-president of the Association for Conflict Resolution

Collaborative Conflict Culture, with Dr. Jessica Katz Jameson

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 20 Nov 2025 09:02:59 -0700

Have you ever wondered how to communicate well to manage conflict? We often think of conflict as inherently bad, but instead, if we think of it as normal and natural, could there be such a thing as collaborative conflict management? It turns out that although we often shy away from conflict, it can actually be useful when we know how to handle it well. In particular, when we approach interactions with a mindset of Listening, Engaging, Acknowledging, Rapport building and Nurturing—that is, using the LEARN framework—we not only build trusting relationships, we also contribute to a workplace culture of collaboration that makes it easier to have difficult conversations when conflicts arise. Listen to this episode for a fascinating and thought-provoking conversation with Dr. Jameson about her research over the past thirty years on workplace conflict, and how you can more effectively manage yourself and others in these situations.

Dr. Jessica Katz Jameson bio:

Jessica Katz Jameson is Professor and Head of the Department of Communication at North Carolina State University. She studies organizational communication and conflict management, with special attention to third party intervention, the roles of identity and emotion in conflict, and interdisciplinary collaboration. She is author of Communication for Constructive Workplace Conflict (Wiley), which received a 2023 Outstanding Textbook Award from the National Communication Association Organizational Communication Division. Her work appears in outlets including Journal of Applied Communication Research, Negotiation and Conflict Management Research, Negotiation Journal, and Western Journal of Communication. She is a community engaged faculty fellow and serves as a volunteer mediator for the State of North Carolina and NC State University. Jessica received a Ph.D. in Communication from Temple University in Philadelphia, Pennsylvania.

Works referenced in the episode:

Jameson, J. (2023). Communication for Constructive Workplace Conflict. New York: Wiley-Blackwell.

Part III: From Micro to Macro, How Initial Ideas Lead to Societal Implications with Dr. Ellen Giebels

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 29 Sep 2025 21:02:38 -0600

Euwema, M., & Giebels, E. (2024). Conflict management and mediation. Edward Elgar. https://doi.org/10.4337/9781035331536

Part II: From Micro to Macro, How Initial Ideas Lead to Societal Implications with Dr. Randall Peterson

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 29 Sep 2025 21:02:20 -0600

Peterson, R. S., & Brown, G. (2022). Disaster in the Boardroom: Six Dysfunctions Everyone Should Understand. Palgrave MacMillan.
Peterson, R. S., & Mannix, E. A. (Eds.) (2003). Leading and Managing People in the Dynamic Organization. Erlbaum.

Part I: From Micro to Macro, How Initial Ideas Lead to Societal Implications with Dr. Tricia Jones

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 29 Sep 2025 21:01:57 -0600

Jones, T. S., & Brinkert, R. (2008). Conflict coaching: Conflict management strategies and skills for the individual. Thousand Oaks, CA: Sage Publications.

“Conflict Coaching: Adding a Critical Forum to Help Fix the Fuss”

Tricia S. Jones, Prof. Temple University

Where It Began – the Micro

Communication Scholar; Focus on Interaction Analysis and Stochastic Modeling in Divorce and Child-Custody Mediation (1985, 1989)

Nascent ADR Field (Pound Conference 1977; burgeoning court mediation programs; fueled by need for responsive legal systems)
State Justice Institute Grant (1996); Under-Utilization of Mediation; Concerns About Mediation Efficacy
Building Conflict Management Systems and Processes to Empower Parties
WHAT WAS MISSING? A Theory-Informed One-on-One Third Party ADR Process

CONFLICT COACHING: PURPOSE, PROCESS, SYSTEMS APPLICATIONS

PURPOSE – CONFLICT ANALYSIS FOR STRATEGIC ACTION AND EMPOWERMENT

PROCESS – Theory Into Practice; CCM MODEL (Jones & Brinkert, 2008)

• Narrative Theory; Narrative Mediation

• Drivers of Conflict; Identity, Emotion and Power

• Visioning; Construction of Future Narrative

• Skills Development for Implementation

SYSTEMS CONTEXTS AND APPLICATION – Developing CC for Systems Fit and Support

Conflict Coaching Applications – The Macro Workplace

Federal Sector
ADRA 1996, mandated
Conflict Coaching included as Third Party Process under MD-110 and ADRA Inclusion in most Fed Agencies
Increasingly Used as Pre-Mediation Process
International Organizations
United Nations, Secretariat and UNHCR
World Bank, in Mediation Program Services
Private Sector Ombuds & ADR, HR

Community Mediation

New York, NYUCS/NYSDRA (similar statewide systems in Maryland (MACRO), Heartland Mediation Association, Georgia, etc.
62 County Community Mediation System; over 1,000 conflict coaches since 2013; infused in all areas of service (family, court, youth-based)

Special Education

CA SELPAs, CADRE (OSERs National TA Organization)
Special education conflict coaching throughout CA and CADRE national pilot project 2025-2027

Challenges/Opportunities and Catalysts
Challenges and Opportunities

Mediation-centric field (then more than now)
Maintaining frame of Conflict Coaching as ADR process rather than counseling/ “coaching”
Getting caught in “only one best model” dynamic
Understand and respect limits of the intervention

Catalysts, Tidbits and Inspirations

Meet Their Need (understand the system; honor the need)
Follow the Heat (engage the emergent energy)
Find and Nurture Champions of Innovation (Kings County – Brooklyn Criminal Courts)
Dedicate Yourself to Theory to Practice
Leverage Fertile Fields (don’t expend energy and resources in the desert)
Build Partnerships Outside the “Tower”; the “academy” may not be the best incubator
If “They” Build It “They” Will Come (and Learn to Let Go)

Part II: Fighting Gun Violence in Philadelphia, with Dr. Jennifer Midberry

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 07 Aug 2025 13:33:59 -0600

In this two-part episode, we first talk with David Brown about his work as Executive Director of the Civic Coalition to Save Lives and efforts to reduce gun violence across Philadelphia, which declined by 41% from 2023 through 2024, but still has a long way to go. Prevention, intervention, and enforcement (PIE) are three pillars of violence prevention; these pillars require collaboration with communities. So how do those working to prevent gun violence engage with the community with intentionality and with respect?

In part two, we talk with Dr. Jennifer Midberry, Associate Professor of Journalism in Klein College, about how she conducts research that addresses the ethics of journalistic coverage of gun violence. She will address her own research as well as talk about methods that rely on community members to understand issues of trauma and media coverage related to gun violence in a large urban setting.

These episodes were originally conducted as a webinar sponsored by the Conflict Management Division of the Academy of Management as part of host Deborah Cai's work as a CM Division Scholar in Residence.

Part I: Fighting Gun Violence in Philadelphia, with David Brown

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 07 Aug 2025 13:31:41 -0600

In part two, we talk with Dr. Jennifer Midberry, Associate Professor of Journalism in Klein College, about how she conducts research that addresses the ethics of journalistic coverage of gun violence. She will address her own research as well as talk about methods that rely on community members to understand issues of trauma and media coverage related to gun violence in a large urban setting.

Negotiating Disarmament Treaties, with Jenifer Mackby

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 06 Mar 2025 13:29:21 -0700

Jenifer Mackby is a Consultant at the National Academy of Scientists and the InterAcademy Partnership, where she is co-director of a project on a Biological Weapons Convention Scientific Advisory Body. She is also a Non-Resident Executive Fellow at the Geneva Centre for Security Policy, and a Senior Advisor at the Partnership for a Secure America. Previously, she was a Fellow at the Center for Strategic and International Studies, a Senior Fellow at the Federation of American Scientists, and a Senior Political Affairs Officer at the United Nations. She has led projects on U.S.-U.K. Nuclear Cooperation, Asian Trilateral Nuclear Dialogues, Debating 21st Century Nuclear Issues, and a Russian-European project on bioterrorism, among others. She served as Secretary of the negotiations on the Comprehensive Nuclear-Test-Ban Treaty (CTBT), the Working Group on Verification of the CTBT Organization Preparatory Commission, a Review Conference of the Biological Weapons Convention, a UN Conference on Outer Space, and the Environmental Modification Convention Review Conference.

Ms. Mackby was selected as Rapporteur for numerous international meetings, including the OSCE, European Commission Interparliamentary Conference, Wilton Park, and a study on Strengthening the IAEA. She has written extensively on international security and non-proliferation and co-authored or contributed to eight books, including: The Nuclear Tipping Point: Why States Reconsider their Nuclear Choice; Detect and Deter: Can Countries Verify the Nuclear Test Ban?; The Final Test; Global Biosecurity: Towards a New Governance Paradigm. She has written articles for theNew York Times, Newsweek, the Bulletin of the Atomic Scientists, The Nonproliferation Review, Arms Control Today, and other journals. She is fluent in French and Spanish, and has spoken on the above subjects at meetings in Austria, Canada, Chile, China, Japan, Jordan, the Netherlands, Qatar, South Korea, Switzerland, the U.K., and the U.S.

Crisis-Ready Teams: Data-Driven Lessons from Aviation, Nuclear Power, Emergency Medicine, and Mine Rescue

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sat, 16 Nov 2024 16:45:21 -0700

Mary (¨Mara¨) J. Waller (Ph.D., Univ. of Texas at Austin; MS, Univ. of Colorado - Denver; BBA, Univ. of Oklahoma - Norman) is Senior Research Scholar at the Department of Management, Colorado State University, past Senior Fellow at the U.S. Army Research Institute for Behavioral & Social Sciences, Professor Emerita at York University (Canada), and the 2024 INGRoup McGrath Award recipient for lifetime achievement in the study of groups. Her program of research centers on improving our understanding of team effectiveness during crises and critical situations.

"Crisis-Ready Teams: Data-Driven Lessons from Aviation, Nuclear Power, Emergency Medicine, and Mine Rescue” coauthored with Seth Kaplan. Published by Stanford Business Books (2024).

Power, with Dr. Huisi (Jessica) Li

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 17 Oct 2024 09:49:11 -0600

Have you ever wondered how feeling powerless can impact your behavior? It turns out that although we more often study those with high power—or those we think have high power, such as leaders—there’s a lot we do know about the effects of low power. In particular, a growing body of research suggests caution is warranted: powerlessness changes people’s behaviors in a variety of undesirable ways, such as telling self-promotional lies, competing covertly, justifying a flawed organizational system, and failing to leverage one’s BATNA in negotiations. However, relative power and status differences are ever-present, so it’s important that we learn how to manage and mitigate these downsides of low power. Listen to this episode for some fascinating and thought-provoking recent work on the realities we are likely to face in experiencing and being a part of situations that involve power differences between people, and how you can more effectively manage yourself in these situations.

Dr. Jessica Li bio:

Huisi (Jessica) Li is an Assistant Professor of Management and Organization at the University of Washington. Li’s research on the corruptive and undesirable effects of lacking power complements established findings on the corruptive nature of power itself. She also examines how power and status hierarchies impact team performance, especially within diverse and dynamic teams. Li employs diverse methodologies, including field surveys, experiments, archival data, and qualitative methods. Her work has been published in top journals, including Organization Science, Journal of Applied Psychology, Journal of Personality and Social Psychology, and Research in Organizational Behavior. She has collaborated with organizations like the U.S. Military Academy at West Point, Darden, etc. She serves on the editorial boards of Organization Science and Management and Organization Review and as a rep-at-large for the Conflict Management Division of the Academy of Management.

Articles referenced in the episode:

Zhong, Y & Li, H. (2023) Do Lower-Power Individuals Really Compete Less? An investigation of Covert Competition. Organization Science. https://doi.org/10.1287/orsc.2023.1684
Li, H., Wang, X., Williams, M, Chen., Y.-R., & Brockner, J. (2023) My Boss is Younger, Less Educated, and Shorter Tenured: When and Why Status (In)congruence Influences Promotion System Justification. Journal of Applied Psychology. https://doi.org/10.1037/apl0001086
Li, H., Chen, Y.-R., & Hildreth, J. A (2022). Powerlessness also Corrupts: Lower Power Increases Self-Promotional Lying. Organization Science. ttps://doi.org/10.1287/orsc.2022.1630

Trust, with Dr. Peter Kim

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 03 Mar 2024 19:09:51 -0700

Have you ever wondered how trust really works? Why do we trust others, and why do they trust us? It turns out that trust involves judgments of both competence and integrity, each of which matter a lot for how we’re trusted, and how—and if!—we’re forgiven if we break that trust. Dr. Kim offers four guiding lessons of wisdom for managing trust. In his words: first, start with the premise that most of us want to be good. Second, recognize the complexity of truth—take time to exchange stories and take the time to really listen. Third, recognize the upside of intent—it can be easier to maintain and repair trust when others believe our intentions are good. Fourth, building off a memorable case study from the book, recognize the need to walk through the doors: the time needs to be ripe for real reconciliation to happen. In this episode, Dr. Peter Kim from the Marshall School of Business at the University of Southern California teaches us all about trust, reviewing decades of his own and others’ work to help us see how we can reap the benefits of trust, even though it can take hard work and unlearning ingrained habits and assumptions. Dr. Kim provides research-based insights and helpful practical tips for how we can get the most out of trust—for ourselves and others—in our lives.

Dr. Peter Kim bio:

Dr. Peter Kim is a Professor of Management and Organization at the Marshall School of Business at the University of Southern California. Dr. Kim’s research focuses on the dynamics of social misperception and its implications for negotiations, work groups, and dispute resolution. His research has been published in numerous scholarly journals, received ten national and international awards, and been featured by the New York Times, Washington Post, and National Public Radio. He serves as a Senior Editor for Organization Science journal, as an Associate Editor for the Journal of Trust Research, and on the editorial boards of the Academy of Management Review and Negotiation and Conflict Management Research. He is a past Associate Editor for the Academy of Management Review and past Chair of the Academy of Management’s Conflict Management Division. He has also just completed his first mass-market book called, How Trust Works: The Science of How Relationships are Built, Broken, and Repaired. It is available from most bookstores.

Books referenced in the episode:

Kim, P. H. (2024). How Trust Works: The Science of How Relationships are Built, Broken, and Repaired. New York: MacMillan.

Leadership, with author and leader Paul Fayad

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 12 Nov 2023 14:41:15 -0700

What does a rowboat have to do with leadership? It turns out to be a powerful metaphor to understand both positive leadership and our own contributions—and potential areas for self-development—for the organization. In this episode, author, film producer, humanitarian, serial entrepreneur, former and current CEO, lifelong learner, and constant questioner Paul Fayad teaches us how to recognize the role of positive leadership and how to use it in organizations, to focus on the rowers and the work that they accomplish in order to increase productivity and lower turnover in organizations, and to understand that personalities are stable and that changing personalities that are not a good fit with our organizations is not where our focus should be. Instead, it should be on recognizing and rewarding positive behaviors in our rowers and on moving ourselves in most cases from sitters to rowers. Based on his real-world application over many decades of the science of leadership and behaviors to his own work in industry, Paul Fayad provides tested personal and professional insights and helpful practical tips for how we can recognize and use these principles in our daily lives.

Fayad, P., & Lam, C., F. (2023). Shaping a Winning Team: A Leader's Guide to Hiring, Assessing, and Developing the People You Need to Succeed. New York: Amplify Publishing Group.

Paul Fayad Bio

Paul has owned, operated, and run multiple companies throughout his 40 years in business. Paul has consulted with multiple organizations nationwide to establish leadership programs based on positive leadership skills. He has lectured at universities and college business schools in the United States, Canada, and Hong Kong. Paul has been invited as a national speaker and has written numerous articles in trade journals and e-books. Paul recently co-authored the book Shaping a Winning Team: A leader’s guide to Hiring, Assessing and Developing the People You Need to Succeed. Recently Paul produced the Documentary Helambu, How One School Changed Everything, which was a winner of the London Film Festival and finalist at the Banff and Vancouver Film Festivals.

He co-founded and is active with the East Side Youth Sports Foundation, dedicated to helping disadvantaged children in Detroit participate in sports and literacy programs. He is active with the Tsering’s Fund in Nepal, providing young girls and orphans who would otherwise face human trafficking the opportunity for education through scholarships. Paul is involved with Friends to Mankind and the Dhyan Vimal Institute based in Canada and Malaysia, providing coursework in leadership and self-development. Paul has worked with Habitat for Humanity locally and internationally.

Links to entities referenced in the episode:

https://positiveleader.com/

https://elmlearning.com/

https://esysf.com/

https://www.tseringsfund.org/

https://www.dhyanvimalinstitute.com/

Part II: Psychology of Hierarchy, with Dr. Nicholas Hays

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Fri, 06 Oct 2023 02:40:55 -0600

Dr. Nicholas Hays is a faculty member at the Broad College of Business at Michigan State University. This episode focused on his research on the psychology of hierarchy. He discussed how different hierarchies influence individuals' experiences and group processes.

Articles referenced in the episode:

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Hays, N. A., & Bendersky, C. (2015). Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility. Journal of Personality and Social Psychology, 108(6), 867-882. https://doi.org/10.1037/pspi0000017

Hays, N. A., Li, H., Yang, X., Oh, J. K., Yu, A., Chen, Y.-R., Hollenbeck, J. R., & Jamieson, B. B. (2021). A tale of two hierarchies: Interactive effects of power differentiation and status differentiation on team performance. Organization Science, 33(6), 2085-2105. https://doi.org/10.1287/orsc.2021.1540

Part I: Psychology of Hierarchy, with Dr. Nicholas Hays

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Fri, 06 Oct 2023 02:32:59 -0600

Articles referenced in the episode:

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Part II: Interventions for Gender Bias, with Dr. Corinne Bendersky

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 15 May 2023 19:13:40 -0600

Corinne Bendersky is a Professor and Area Chair of Management and Organizations at UCLA Anderson School of Management. She is an expert in workplace conflict, status, justice, and diversity and inclusion in teams and organizations.

In recent projects, Dr. Bendersky has developed interventions to reduce the gender bias experienced by women who work in extremely male-dominated professions, such as the U.S. fire service. Her interventions have also been used to reduce the endorsement of sexist supervisors.

Articles referenced in the episode:

Danbold, F., & Bendersky, C. (2020). Balancing professional prototypes increases the valuation of women in male-dominated professions. Organization Science, 31(1), 119–140. https://doi.org/10.1287/orsc.2019.1288
Danbold, F., & Bendersky, C. (2023). Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors. Journal of Applied Psychology, 108(4), 676–685. https://doi.org/10.1037/apl0001038

Part I: Interventions for Gender Bias, with Dr. Corinne Bendersky

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 15 May 2023 18:56:28 -0600

Articles referenced in the episode:

Danbold, F., & Bendersky, C. (2020). Balancing professional prototypes increases the valuation of women in male-dominated professions. Organization Science, 31(1), 119–140. https://doi.org/10.1287/orsc.2019.1288
Danbold, F., & Bendersky, C. (2023). Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors. Journal of Applied Psychology, 108(4), 676–685. https://doi.org/10.1037/apl0001038

Part II: The Theory of Ethical Accounting, with Dr. Peter Kim

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Fri, 23 Dec 2022 14:11:23 -0700

Have you ever wondered if you’re being fair and consistent when you evaluate your own actions versus the actions of others from an ethical standpoint? It turns out that we’re often not, but this inconsistency isn’t necessarily because we’re trying to be self-serving. Instead, there are fundamental differences in our access to information related to ourselves versus others, such as the reasons underlying a certain behavior, or calculations of the behavior’s potential costs and benefits. These informational differences can create cognitive distortions in how we address four core questions – regarding the unethicality, liability, insolvency, and incompensability of behavior – and can help explain why we sometimes seem like ethical hypocrites. In this episode, Dr. Peter Kim from the Marshall School of Business at the University of Southern California teaches us how to recognize, understand, and respond most effectively to these four questions and how they influence our behaviors, our sense of morality, and our judgments of ourselves and others. Dr. Kim provides research-based insights and helpful practical tips for how we can recognize and use these important principles of ethical accounting in our daily lives.

Dr. Peter Kim bio:

Dr. Peter Kim is a Professor of Management and Organization at the Marshall School of Business at the University of Southern California. Dr. Kim’s research focuses on the dynamics of social misperception and its implications for negotiations, work groups, and dispute resolution. His research has been published in numerous scholarly journals, received ten national and international awards, and been featured by the New York Times, Washington Post, and National Public Radio. He serves as a Senior Editor for Organization Science journal, as an Associate Editor for the Journal of Trust Research, and on the editorial boards of the Academy of Management Review and Negotiation and Conflict Management Research. He is a past Associate Editor for the Academy of Management Review and past Chair of the Academy of Management’s Conflict Management Division. He has also just completed his first mass-market book that will be published by MacMillan on August 15, 2023 called, “How Trust Works: The Science of How Relationships are Built, Broken, and Repaired.” It is already available for pre-order from most bookstores.

Articles referenced in the episode:

Kim, P. H., Wiltermuth, S. S., & Newman, D. T. (2021). A theory of ethical accounting and its implications for hypocrisy in organizations. Academy of Management Review, 46(1), 172-191. https://doi.org/10.5465/amr.2018.0161
Kim, P. H., Ployhart, R. E., & Gibson, C. B. (2018). Editors’ comments: Is organizational behavior overtheorized?. Academy of Management Review, 43(4), 541-545. https://doi.org/10.5465/amr.2018.0233

Part I: The Theory of Ethical Accounting, with Dr. Peter Kim

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Fri, 23 Dec 2022 14:09:50 -0700

Dr. Peter Kim bio:

Dr. Peter Kim is a Professor of Management and Organization at the Marshall School of Business at the University of Southern California. Dr. Kim’s research focuses on the dynamics of social misperception and its implications for negotiations, work groups, and dispute resolution. His research has been published in numerous scholarly journals, received ten national and international awards, and been featured by the New York Times, Washington Post, and National Public Radio. He serves as a Senior Editor for Organization Science journal, as an Associate Editor for the Journal of Trust Research, and on the editorial boards of the Academy of Management Review and Negotiation and Conflict Management Research. He is a past Associate Editor for the Academy of Management Review and past Chair of the Academy of Management’s Conflict Management Division. He has also just completed his first mass-market book that will be published by MacMillan on August 15, 2023 called, “How Trust Works: The Science of How Relationships are Built, Broken, and Repaired.” It is already available for pre-order from most bookstores.

Articles referenced in the episode:

Kim, P. H., Wiltermuth, S. S., & Newman, D. T. (2021). A theory of ethical accounting and its implications for hypocrisy in organizations. Academy of Management Review, 46(1), 172-191. https://doi.org/10.5465/amr.2018.0161
Kim, P. H., Ployhart, R. E., & Gibson, C. B. (2018). Editors’ comments: Is organizational behavior overtheorized?. Academy of Management Review, 43(4), 541-545. https://doi.org/10.5465/amr.2018.0233

Part 2: Relational Conversations and Holistic Conflict Management for Indigenous Employees in Canada

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 31 Oct 2022 13:37:24 -0600

Wendi L. Adair (Ph.D., Northwestern University) is Professor of Industrial-Organizational Psychology and Director of the Culture at Work Lab at University of Waterloo, Ontario. Wendi is co-Principal Investigator of Indigenous Workways, a collaborative project among faculty and Indigenous Student Centres in Ontario to develop a sustainable solution to underemployment among Ontario’s Indigenous workforce by empowering Indigenous youth with career mentors and opportunities, and Ontario employers with relational, respectful, reciprocal, and relevant workplace communication and climate practices. Her other current research examines the impact of culture on communication, for example what is said and what is not said, and interdependent work outcomes, such as communication effectiveness, conflict resolution, trust, and team performance. Her work appears in outlets including Journal of Applied Psychology, Negotiation and Conflict Management Research, Journal of Cross-cultural Psychology, and Academy of Management Discoveries. Wendi has served as Associate Editor of Negotiation and Conflict Management Research and President of the International Association for Conflict Management.
Podcast Notes: More information about Indigenous Workways is available at the project website: https://indigenousworkways.org/indigenousworkways.org

Indigenous Workways is supported by funding from the Ontario Research Fund – Research Excellence and the Social Science and Humanities Research Council as well as educational, private, and non-profit sponsors. This podcast discusses research from Master’s theses by Chloe Addie and Jaydum Hunt at the University of Waterloo, Ontario, Canada. The work has been presented at the Annual Meetings of the Canadian Psychological Association, the International Association for Conflict Management, and the Council for the Advancement of Native Development Officers. We extend sincere thanks and appreciation for our Indigenous team members who provided guidance and support to assure this research was done in a good way and who assisted us with interpreting the data. Migwech.

Jean Becker

Jean Becker is Inuk and a member of the Nunatsiavut Territory of Labrador. A grandmother, Jean has lived in Ontario for forty years and has been involved in grassroots urban Indigenous community building throughout that time in Wellington and Waterloo regions. Jean is currently a member of the Mayor’s Diversity, Equity and Inclusion Taskforce in Kitchener and a member of the Wellbeing Waterloo Region First Nations, Metis and Inuit Advisory and Advocacy Circle. She is the Associate Vice President, Indigenous Initiatives at the University of Waterloo. Actively involved in Indigenous ceremonies and advocacy work for Indigenous people outside of the academy locally and nationally, Jean is passionate about her work to implement decolonization in the academy.

Lori Campbell

Lori Campbell is a 2-Spirit nēhiyaw āpihtākosisān iskwew from Treaty 6 territory in kīwētinohk kisiskāciwan. Lori is an intergenerational survivor of the Indian Residential School system and a child from the Sixties Scoop generation. She is proud to say that over the last 25 years she has managed to locate and contact not only her birth mom, but all 6 of her living siblings – scattered across three provinces in what is currently known as Canada. Her life experiences have contributed not only to her understanding of Indigenous issues, but also to her passion for education. Lori holds two undergraduate degrees (Indigenous Studies and Psychology), a master’s degree in Adult Education and is currently working toward a PhD in Social Justice Education through the University of Toronto. At the time of data collection, Lori helds the position of Director, Shatitsirótha’ Waterloo Indigenous Student Centre and looked after the Indigenous Studies academic programming at St. Paul's University College. Today Lori is Associate Vice President, Indigenous Engagement, at University of Regina.

Melissa Ireland

Melissa Ireland is a member of Curve Lake First Nation. At the time of data collection, Melissa was the Director of Indigenous Initiatives at Wilfrid Laurier University. Melissa currently oversees Indigenous student services and program at Laurier’s Waterloo and Brantford campuses. Melissa is also a proud Laurier and University of Waterloo alumna in the field of social work. After working many years integrating Indigenous ways of seeing, being, doing and knowing within university systems, Melissa moved to Qualia Counselling where she is engaged in Indigenous Relations and Outreach.

Kimberly Mitchell

Kimberly Mitchell is from Corner Brook, Newfoundland and is a member of the Qalipu Mi’kmaq First Nation. Kimberly holds degrees in Mechanical Engineering from Memorial University of Newfoundland & Labrador and the University of Waterloo. Indigenous culture and experience has been an interest for Kim since she was very young. Kim has a particular interest in ensuring employment equity for all Indigenous people. Kim currently resides in Southwestern Ontario.

Part 1: Relational Conversations and Holistic Conflict Management for Indigenous Employees in Canada

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 31 Oct 2022 13:23:39 -0600

Podcast Notes: More information about Indigenous Workways is available at the project website: https://indigenousworkways.org/indigenousworkways.org

Jean Becker

Lori Campbell

Melissa Ireland

Kimberly Mitchell

Emotional dynamics, with Dr. Stéphane Côté

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 02 Jun 2022 09:19:34 -0600

Have you ever thought about whether emotions really matter in negotiation, or if we can simply ignore them? It turns out the answer is a resounding yes, they matter, and no, we cannot ignore them! There’s a lot we know about how emotions influence negotiation processes and outcomes, and a lot more we’re trying to find out. In this episode, Dr. Stéphane Côté from the Rotman School of Management at the University of Toronto teaches us important ways that emotions influence us, our counterparts, the negotiation process, and its outcomes. Dr. Côté also explains why it’s important to think carefully about which emotions you show, but not to fake your emotions, because the research shows that people will be able to tell and faking emotions will backfire. Dr. Côté provides research-based insights based on his meta-analyses of the growing body of emotions research, and some practical tips for how we can understand and leverage our own and others’ emotions more effectively in negotiation.

Dr. Stéphane Côté bio:

Stéphane Côté is Geoffrey Conway Chair in Business Ethics, Professor of Organizational Behaviour, and Director of the Clarkson Centre for Business Ethics at Rotman. His research focuses on how emotional intelligence relates to well-being and performance, and how social class and inequality relate to prosocial and ethical behavior in social and organizational settings. He is an Associate Editor at Administrative Science Quarterly and a Fellow of the Association for Psychological Science, International Association of Applied Psychology and Society for Personality and Social Psychology. He teaches courses on emotional intelligence in the MBA and Commerce programs.

Articles referenced in the episode:

Van Kleef, G. A., & Côté, S. (2018). Emotional dynamics in conflict and negotiation: Individual, dyadic, and group processes. Annual Review of Organizational Psychology and Organizational Behavior, 5, 437-464. https://doi.org/10.1146/annurev-orgpsych-032117-104714

Searching for Trust in the Global Economy

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Fri, 13 May 2022 19:13:29 -0600

Jeanne Brett is the DeWitt W. Buchanan, Jr. Professor Emerita of Dispute Resolution and Organizations at Northwestern University.

She initiated Kellogg’s course on negotiations in 1981. She is a founder and was the director of Kellogg’s Dispute Resolution Research Center. She is now the President of Negotiation and Team Resources, a not for profit supporting research and teaching in the field of negotiation. Her 2022 book with Tyree Mitchell is Searching for Trust in the Global Economy.

Tyree Mitchell completed his predoctoral fellowship at the Kellogg School of Management at Northwestern University and received his PhD in Industrial and Organizational Psychology from DePaul University. His research primarily focuses on three topics, including organizational leadership, work teams, and negotiations. His research has been funded by major funding agencies, such as the National Science Foundation (NSF), and his research has been published in high-impact peer-reviewed (e.g., Journal of Applied Psychology) and popular press outlets (e.g., Forbes, Harvard Business Review). His new book with University of Toronto Press, Searching for Trust in the Global Economy, provides insight into the cultural differences that emerge when working with global businesses and forging trusting partnerships. Dr. Mitchell has also worked on research and consulting projects for several major agencies, such as the National Aeronautics and Space Administration (NASA), Department of Homeland Security (DHS), and Federal Aviation Administration (FAA).

Part 3: On The Origins of Teaching Negotiation and Our Discipline in Business Schools

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 04 Apr 2022 14:01:43 -0600

Jeanne Brett is the DeWitt W. Buchanan, Jr. Professor Emerita of Dispute Resolution and Organizations at Northwestern University.

Roy Lewicki is the Irving Abramowitz Professor Emeritus of Management and Human Resources at The Ohio State University. He has been teaching courses on conflict management and negotiation since 1971. He was a founder of the Conflict Management and Negotiation division of the Academy of Management, and recipient of the Lifetime Achievement Award from the International Association of Conflict Management. He is the lead author of eight editions of the textbook Negotiation, as well as accompanying volumes of experiential teaching materials, and the co-editor of seven volumes of Research on Negotiation in Organizations.

Article
Brett, J., L. Greenhalgh, D. Kolb, R.J. Lewicki and B.H. Sheppard. The Manager as Negotiator and Dispute Resolver. Washington, D.C.: National Institute for Dispute Resolution, 1985.

Part 2: On The Origins of Teaching Negotiation and Our Discipline in Business Schools

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 04 Apr 2022 14:00:11 -0600

Jeanne Brett is the DeWitt W. Buchanan, Jr. Professor Emerita of Dispute Resolution and Organizations at Northwestern University.

Article
Brett, J., L. Greenhalgh, D. Kolb, R.J. Lewicki and B.H. Sheppard. The Manager as Negotiator and Dispute Resolver. Washington, D.C.: National Institute for Dispute Resolution, 1985.

Part 1: On The Origins of Teaching Negotiation and Our Discipline in Business Schools

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Mon, 04 Apr 2022 13:58:37 -0600

Jeanne Brett is the DeWitt W. Buchanan, Jr. Professor Emerita of Dispute Resolution and Organizations at Northwestern University.

Article
Brett, J., L. Greenhalgh, D. Kolb, R.J. Lewicki and B.H. Sheppard. The Manager as Negotiator and Dispute Resolver. Washington, D.C.: National Institute for Dispute Resolution, 1985.

Restorative Justice: Final Thoughts on Restorative Justice

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sat, 12 Feb 2022 23:58:58 -0700

Restorative Justice: Final Thoughts on Restorative Justice

Part 5 of 5, recorded at the 2021 Annual Meeting of the Academy of Management.

Speaking at the Panel Symposium:

Meena Andiappan, (University of Toronto) has two main axes of research: emotions, and ethics. Dr. Andiappan's research focuses on individual-level and organizational-level responses to wrongdoing, and the role of emotion in workplace relationships. Her work has been published at Academy of Management Review, Journal of Applied Psychology, Human Relations, Journal of Business Ethics and Journal of Business Research amongst other outlets. Dr. Andiappan's current projects include theoretical studies on compassion and self-sacrifice; quantitative work on jealousy, envy, and ostracism; qualitative work on misconduct evolution; the role of ethical leadership and CSR initiatives on attracting job seekers; and stakeholder reactions to corporate wrongdoing. She is a phenomenon-driven researcher.

Estelle Archibold, (Case Western Reserve University) is a PhD Candidate in Organizational Behavior at the Weatherhead School of Management at Case Western. Estelle’s research agenda includes research in conflict and cooperation. Estelle applies embodiment theory to her study of these phenomena, and uses qualitative as well as mixed methods in her research. Having had a thriving professional career in conflict management and reconciliation practices in the U.S. and abroad, Estelle draws insight from her experiences to study the role of race and intergenerational dynamics in conflict and cooperation.

Deborah Kidder, (Columbus State University) is the dean of the D. Abbott Turner College of Business. At the time of this podcast Dr. Kidder was at the University of Hartford (Connecticut) Barney School of Business. Her areas of interest include leadership and management, negotiation and conflict resolution, human resource management, organizational behavior, and business analytics - among many others. Dr. Kidder has more than 20 scholarly publications and 50 conference presentations to her credit.

Tyler G. Okimoto, (University of Queensland)is a Professor in Management and Deputy Head of the Business School at the University of Queensland. He received his Ph.D. in Social and Organisational Psychology from New York University in 2005. Tyler’s research expertise focuses on how to build collaboration and consensus between diverse points of view, particularly in the aftermath of conflict and injustice. His work is published in the top journals in social and organisational psychology, but has also been featured in numerous policy reports and influential media outlets, including the New York Times, the Washington Post, Good Morning America, PBS News, Explained on Netflix, the Hidden Brain podcast, and U.S. National Public Radio. He currently serves as President of the International Society for Justice Research.

Gregory Paul, (Kansas State University) is the Department Head and Professor of Communication. Dr. Paul’s research focuses generally on the construction of communities both at work and at home. He specifically explores issues related to restorative justice, conflict management in the workplace, forgiveness and revenge, dialogue and deliberation. He has conducted research that explores how facilitators of victim-offender dialogue understand justice and their roles in helping participants to accomplish justice. His dissertation explored how employees in four different organizations practiced forgiveness following hurtful events. He is also conducting research on motivations to forgive following hurtful events as well as motivation to participate in deliberative programming. Dr. Paul’s research has been published in journals such as Conflict Resolution Quarterly and Communication Quarterly. He has also presented at a number of conferences, including for the National Communication Association and the International Association of Conflict Management.

Restorative Justice: Contextualizing or Problematizing Restorative Justice for Practicing Managers in the Future

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sat, 12 Feb 2022 23:54:54 -0700

Restorative Justice: Contextualizing or Problematizing Restorative Justice for Practicing Managers in the Future

Part 4 of 5, recorded at the 2021 Annual Meeting of the Academy of Management.

Restorative Justice: Will Restorative Justice Become a Core Competency for Organizations?

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 30 Jan 2022 14:34:05 -0700

Restorative Justice: Will Restorative Justice Become a Core Competency for Organizations?

Part 3 of 5, recorded at the 2021 Annual Meeting of the Academy of Management.

Restorative Justice: The Untapped Potential of Restorative Justice to Significantly Improve our Workplaces

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 23 Jan 2022 18:12:00 -0700

Restorative Justice: The Untapped Potential of Restorative Justice to Significantly Improve our Workplaces

Part 2 of 5, recorded at the 2021 Annual Meeting of the Academy of Management.

Restorative Justice: What is Restorative Justice?

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 12 Dec 2021 21:26:22 -0700

Restorative Justice: What is Restorative Justice?

Part 1 of 5, recorded at the 2021 Annual Meeting of the Academy of Management.

Full episode: Trust, with Dr. Dejun (Tony) Kong

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 12 Dec 2021 20:27:29 -0700

Have you ever thought about what trust in negotiation really means? It turns out there are many different definitions and facets to trust, and a lot more we don’t yet know—but we’re trying to find out—about trust in negotiation. In this episode, Dr. Dejun (Tony) Kong from the University of South Florida Muma College of Business shared with us insights about the meaning and importance of trust in negotiation. Trust is a dynamic, interactive process that is rich in nuance and complex in practice. Dr. Kong’s research has found some surprising findings on the benefits, and possible downfalls, of both trust and how we currently study it. Dr. Kong provides research-based insights based on his empirical research and meta-analyses of the growing body of trust research in negotiation settings, and some practical tips for how we can understand and leverage trust better in negotiations, both as trustor and as trustee.

Dr. Dejun (Tony) Kong bio:

Dejun “Tony” Kong (Ph.D., Washington University in St. Louis) is an Associate Professor in Management and the Faculty Director of the Bishop Center for Ethical Leadership at the University of South Florida’s Muma College of Business. His research interests include trust, negotiation, leadership, ethics, positive psychology (e.g., humor, gratitude), culture, and diversity/equity/inclusion (DEI). His research (over 50 published articles) has appeared in numerous top journals in Management and Psychology. In 2016, he published his co-edited book “Leading through Conflict: Into the Fray.” He has received numerous research, teaching, and service awards. For example, in 2021, he received the Most Influential Article (runner-up) Award (for publications in 2013-2016) from the Academy of Management’s Conflict Management Division. In 2020, he received the University of South Florida’s Women and Leadership Initiative research award. In 2019, he was selected by Poets&Quants as a 40-under-40 best business professor in the world. He was also named an Ascendant Scholar by the Western Academy of Management, a Rutgers Research Fellow, and a University of Louisville’s Rechter Fellow. He was a Representative-at-Large of the International Association for Conflict Management (IACM). In 2021, he organized an Academy of Management workshop on Inclusive Collaborations and Classrooms, facilitating conversations on DEI.

Articles referenced in the episode:

Campagna, R. L., Mislin, A. A., Kong, D. T., & Bottom, W. P. (2016). Strategic consequences of emotional misrepresentation in negotiation: The blowback effect. Journal of Applied Psychology, 101(5), 605. http://dx.doi.org/10.1037/apl0000072
Kong, D. T. (2018). Trust toward a group of strangers as a function of stereotype-based social identification. Personality and Individual Differences, 120, 265-270. https://doi.org/10.1016/j.paid.2017.03.031
Kong, D. T. (2015). Narcissists’ negative perception of their counterpart’s competence and benevolence and their own reduced trust in a negotiation context. Personality and Individual Differences, 74, 196-201. https://doi.org/10.1016/j.paid.2014.10.015
Kong, D. T., Dirks, K. T., & Ferrin, D. L. (2014). Interpersonal trust within negotiations: Meta-analytic evidence, critical contingencies, and directions for future research. Academy of Management Journal, 57(5), 1235-1255. https://doi.org/10.5465/amj.2012.0461
Kong, D. T., Lount, R. B., Jr., Olekalns, M., & Ferrin, D. L. (2017). Advancing the scientific understanding of trust in the contexts of negotiations and repeated bargaining: Introduction to the special issue. Journal of Trust Research, 7, 15-21. https://doi.org/10.1080/21515581.2017.1289100
Kong, D. T., & Yao, J. (2019). Advancing the scientific understanding of trust and culture in negotiations. Negotiation and Conflict Management Research, 12, 117-130. https://doi.org/10.1111/ncmr.12147
Kong, D. T., & Yao, J. (2021). Words beyond the Partial Deed: Prosocial Framing of a Partial-Trust Act Promotes Reciprocation between Strangers. Social Psychology Quarterly, 84(3), 267-280. https://doi.org/10.1177/01902725211027190
Lu, S. C., Kong, D. T., Ferrin, D. L., & Dirks, K. T. (2017). What are the determinants of interpersonal trust in dyadic negotiations? Meta-analytic evidence and implications for future research. Journal of Trust Research, 7, 22-50. https://doi.org/10.1080/21515581.2017.1285241

Trailer: Trust, with Dr. Dejun (Tony) Kong

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Sun, 12 Dec 2021 20:25:31 -0700

Full episode: Subjective value, with Dr. Jared Curhan

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 08 Jul 2021 00:26:26 -0600

Is negotiation all about objective outcomes like money and how good a deal we got? It turns out that’s not the full story. In this episode, Dr. Jared Curhan from the MIT Sloan School of Management teaches us about the meaning and importance of subjective value in negotiation. Dr. Curhan’s findings show we can actually build subjective value – that is, how we feel at the end of a negotiation (and how our counterpart feels) – in our negotiations without sacrificing our objective outcomes. Moreover, Dr. Curhan’s research shows that our subjective value influences our future negotiation performance in important ways. Dr. Curhan provides research-based advice and practical tips for how we can leverage the concept of subjective value to help our negotiations, and offers some sneak-peek insights on other exciting questions for future research on subjective value.

Dr. Jared Curhan bio:

Jared R. Curhan is the Gordon Kaufman Professor and an Associate Professor of Work and Organization Studies at the MIT Sloan School of Management, as well as Faculty Director of MIT’s Behavioral Research Lab. Curhan specializes in the psychology of negotiation and conflict resolution. A recipient of support from the National Science Foundation, he has pioneered a social psychological approach to the study of “Subjective Value” in negotiation. He also studies creative problem-solving and micro-processes in negotiation. Curhan is Vice Chair for Research and a member of the Executive Committee of the Program on Negotiation (PON) at Harvard Law School, a world-renowned inter-university consortium dedicated to developing the theory and practice of negotiation and dispute resolution. He is also Director of the PON Research Lab and Director of MIT's Negotiation for Executives Program. Deeply committed to education at all levels, Curhan has received MIT's Institute-wide teaching award, MIT’s Teaching with Technology Award, and MIT Sloan's Jamieson Prize for excellence in teaching. He offers a 10-week, open-enrollment online course with live negotiations, Mastering Negotiation and Influence. Curhan holds an AB in psychology from Harvard University and an MS and a PhD in psychology from Stanford University.

Articles referenced in the episode:

Becker, W. J., & Curhan, J. R. (2018). The dark side of subjective value in sequential negotiations: The mediating role of pride and anger. Journal of Applied Psychology, 103(1), 74–87. https://doi.org/10.1037/apl0000253
Curhan, J. R., Elfenbein, H. A., & Eisenkraft, N. (2010). The objective value of subjective value: A multi-round negotiation study. Journal of Applied Social Psychology, 40(3), 690–709. https://doi.org/10.1111/j.1559-1816.2010.00593.x
Curhan, J. R., Elfenbein, H. A., & Kilduff, G. J. (2009). Getting off on the right foot: Subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations. Journal of Applied Psychology, 94(2), 524–534. https://doi.org/10.1037/a0013746
Curhan, J. R., Elfenbein, H. A., & Xu, H. (2006). What do people value when they negotiate? Mapping the domain of subjective value in negotiation. Journal of Personality and Social Psychology, 91(3), 493–512. https://doi.org/10.1037/0022-3514.91.3.493
Curhan, J. R., Overbeck, J. R., Cho, Y., Zhang, T., & Yang, Y. (2021). Silence is golden: Extended silence, deliberative mindset, and value creation in negotiation. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0000877
Curhan, J. R., & Pentland, A. (2007). Thin slices of negotiation: Predicting outcomes from conversational dynamics within the first 5 minutes. Journal of Applied Psychology, 92, 802-811. https://doi.org/10.1037/0021-9010.92.3.802
Li, R., Curhan, J. R., Hoque, M. E. (2018) Understanding social interpersonal interaction via synchronization templates of facial events. The Thirty-Second AAAI Conference on Artificial Intelligence (AAAI-18).

Trailer: Subjective value, with Dr. Jared Curhan

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 08 Jul 2021 00:24:41 -0600

Jared R. Curhan is the Gordon Kaufman Professor and an Associate Professor of Work and Organization Studies at the MIT Sloan School of Management, as well as Faculty Director of MIT’s Behavioral Research Lab. Curhan specializes in the psychology of negotiation and conflict resolution. A recipient of support from the National Science Foundation, he has pioneered a social psychological approach to the study of “Subjective Value” in negotiation. He also studies creative problem-solving and micro-processes in negotiation. Curhan is Vice Chair for Research and a member of the Executive Committee of the Program on Negotiation (PON) at Harvard Law School, a world-renowned inter-university consortium dedicated to developing the theory and practice of negotiation and dispute resolution. He is also Director of the PON Research Lab and Director of MIT's Negotiation for Executives Program. Deeply committed to education at all levels, Curhan has received MIT's Institute-wide teaching award, MIT’s Teaching with Technology Award, and MIT Sloan's Jamieson Prize for excellence in teaching. He offers a 10-week, open-enrollment online course with live negotiations, Mastering Negotiation and Influence. Curhan holds an AB in psychology from Harvard University and an MS and a PhD in psychology from Stanford University.

Part II: Individual differences, with Dr. Hillary Anger Elfenbein

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 08 Jul 2021 00:17:43 -0600

Some people feel that they were born as good negotiators, but others – perhaps most of us – don’t feel that way. Should we just give up and accept our fates as bad negotiators? The answer is a resounding no! In this two-part episode, Dr. Hillary Anger Elfenbein from the Washington University in St. Louis Olin School of Business teaches us about how our personality and other traits – our individual differences – influence how we negotiate. In fact, these tendencies are deeply reinforced and may even be partly genetic. However, luckily for us there is no “right answer,” and every personality type has its plusses and minuses in the negotiation space. Dr. Elfenbein provides research-based advice and practical tips for how we can leverage our own personality characteristics to help our negotiations, and offers some sneak-peek insights on other exciting questions for future research on individual differences in negotiation.

Dr. Hillary Anger Elfenbein bio:

In her day job, Hillary Anger Elfenbein is the John and Ellen Wallace Distinguished Professor at the Olin School of Business at Washington University in St. Louis. Her research focuses on emotion in the workplace, including emotional intelligence, interpersonal relationships, and subjective feelings about negotiation. Her work has appeared in leading academic journals, and she has served as an Associate Editor at Management Science. She holds a Ph.D. in Organizational Behavior, a Master’s degree in Statistics, and undergraduate degrees in Physics and Sanskrit, all from Harvard University. In a Forrest Gump moment, her research was discussed on the floor of the U.S. House of Representatives due to its implications for the armed services, and she testified before Congress as an expert witness on federal funding in the social sciences. She has held grants from the National Science Foundation and an early career award from the National Institute of Mental Health. Dr. Elfenbein was raised in Brooklyn, and attended Stuyvesant High School in New York City. Her husband Dan is a Professor at the Olin School in the Strategy group. They have two sons, both of whom are avid hockey players. As a stand-up comedian, she was voted one of the top 20 in St. Louis’ Funniest Person competition.

Articles referenced in the episode:

Elfenbein, H. A., Eisenkraft, N., Curhan, J. R., & DiLalla, L. F. (2018). On the relative importance of individual-level characteristics and dyadic interaction effects in negotiations: Variance partitioning evidence from a twins study. Journal of Applied Psychology, 103(1), 88–96. https://doi.org/10.1037/apl0000255
Elfenbein, H. A., Curhan, J. R., Eisenkraft, N., Shirako, A., & Baccaro, L. (2008). Are some negotiators better than others? Individual differences in bargaining outcomes. Journal of Research in Personality, 42, 1463–1475. https://doi.org/10.1016/j.jrp.2008.06.010
Elfenbein, H. A. (2015). Individual differences in negotiation: A nearly abandoned pursuit revived. Current Directions in Psychological Science, 24, 131-136. https://doi.org/10.1177/0963721414558114
Elfenbein, H. A. (2013). Individual differences in negotiation. In M. Olekalns & W. L. Adair (Eds.), Handbook of Research in Negotiation (pp. 25-45). London: Edward Elgar.

Part I: Individual differences, with Dr. Hillary Anger Elfenbein

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 08 Jul 2021 00:17:27 -0600

Dr. Hillary Anger Elfenbein bio:

Articles referenced in the episode:

Elfenbein, H. A., Eisenkraft, N., Curhan, J. R., & DiLalla, L. F. (2018). On the relative importance of individual-level characteristics and dyadic interaction effects in negotiations: Variance partitioning evidence from a twins study. Journal of Applied Psychology, 103(1), 88–96. https://doi.org/10.1037/apl0000255
Elfenbein, H. A., Curhan, J. R., Eisenkraft, N., Shirako, A., & Baccaro, L. (2008). Are some negotiators better than others? Individual differences in bargaining outcomes. Journal of Research in Personality, 42, 1463–1475. https://doi.org/10.1016/j.jrp.2008.06.010
Elfenbein, H. A. (2015). Individual differences in negotiation: A nearly abandoned pursuit revived. Current Directions in Psychological Science, 24, 131-136. https://doi.org/10.1177/0963721414558114
Elfenbein, H. A. (2013). Individual differences in negotiation. In M. Olekalns & W. L. Adair (Eds.), Handbook of Research in Negotiation (pp. 25-45). London: Edward Elgar.

Trailer: Individual differences, with Dr. Hillary Anger Elfenbein

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai — Thu, 08 Jul 2021 00:16:46 -0600