Inter-Team Negotiation Support, Coalition Formation, and Negotiation Outcomes

2010 ◽  
pp. 390-402
Author(s):  
Xiaojia Guo ◽  
John Lim ◽  
Fei Wang
Keyword(s):  
Content Analysis ◽  
Coalition Formation ◽  
Negotiation Support Systems ◽  
Negotiation Support ◽  
Team Members ◽  
Formation Dynamics ◽  
Business Negotiations ◽  
Dyadic Negotiations ◽  
Practical Implications

This chapter is an attempt to investigate the role of negotiation support systems (NSS) in supporting inter-team negotiations, which have become commonplace for today’s business negotiations. Inter-team negotiations differ from simple dyadic negotiations, and are associated with enormous complexity introduced by the negotiating team dynamics. When there are three or more members in a negotiating team, coalition formation by team members stands out as an intriguing phenomenon, of which cultural diversity is a primary antecedent. NSS through altering coalition formation dynamics have important impacts on various negotiation outcomes. An experiment was conducted to test the authors’ research model and hypotheses. A content analysis was undertaken to measure the extent of coalition formation. Besides the quantitative approach, a qualitative analysis was also conducted to further enhance our exploratory efforts in examining the phenomenon. The results provide initial evidence of the usefulness of NSS in supporting inter-team negotiations, and have both theoretical and practical implications.

The Effect of Level of Negotiation Support Systems and Cultural Diversity on Coalition Formation

2010 ◽  
pp. 1452-1465
Author(s):  
Xiaojia Guo ◽  
John Lim ◽  
Fei Wang
Keyword(s):  
Cultural Diversity ◽  
Coalition Formation ◽  
Support Systems ◽  
Negotiation Support Systems ◽  
Negotiation Support ◽  
Team Members ◽  
Business Negotiations ◽  
Dyadic Negotiations ◽  
Practical Implications

This article is an attempt to investigate the role of negotiation support systems (NSSs) in supporting inter-team negotiations, which have become commonplace for today’s business negotiations. Inter-team negotiations differ from simple dyadic negotiations, and are associated with enormous complexity introduced by the negotiating team dynamics. When there are three or more members in a negotiating team, coalition formation by team members stands out as an intriguing phenomenon, of which cultural diversity is a primary antecedent. NSSs through altering coalition formation dynamics have important impacts on various negotiation outcomes. An experiment was conducted to test our research model and hypotheses. A content analysis was undertaken to measure the extent of coalition formation. Besides the quantitative approach, a qualitative analysis was also conducted to further enhance our exploratory efforts in examining the phenomenon. The results provide initial evidence of the usefulness of NSSs in supporting inter-team negotiations and have both theoretical and practical implications.

A Study in the East Asian Context on Computer Support of Pre-Negotiation and Negotiation Stages

2010 ◽  
pp. 273-297
Author(s):  
John Lim
Keyword(s):  
Empirical Work ◽  
Computer Support ◽  
Negotiation Support Systems ◽  
Negotiation Support ◽  
Potential Benefits ◽  
Business Negotiations ◽  
Asian Context ◽  
The Impact

Two seemingly disparate phenomena, advancement in computing technologies and rise in complexity of business negotiations owing to globalization, have fostered and made appealing computer-supported negotiations. Whereas past studies of Negotiation Support Systems (NSS) have examined the potential benefits of supporting negotiations, computer support for pre-negotiation activities has been largely ignored in so far as empirical work is concerned. This chapter addresses this gap by categorizing negotiation activities into the pre-negotiation phase and the negotiation phase, and reports on an experimental study of the impact of NSS on the different phases of negotiation. Results show that both pre-negotiation and negotiation support improved gains in outcome with increased time in reaching agreement. Further, pre-negotiation support led to more equal outcomes for negotiating dyads. The findings show the usefulness of NSS in enhancing the quality of differing stages of negotiation. Notably, this chapter recognizes the important role of culture in the negotiation setting, and discusses its pertinence with respect to the context of the current study. The corresponding implications and conclusions are highlighted.

Leader dark personality and team agreeableness: a recipe for volatile team performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Uppal
Keyword(s):  
Team Performance ◽  
Dark Triad ◽  
Team Leaders ◽  
Content Type ◽  
Team Members ◽  
Sales Team ◽  
Performance Variability ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to examine the effects of the leaders’ dark triad (DT) personality traits, namely, Machiavellianism, Narcissism and Psychopathy, on the team performance variability. Furthermore, this work explores the role of team agreeableness in the above relationship. Design/methodology/approach The study is based on the longitudinal and archival data obtained from the sales team (team leaders: n = 190; team members: n = 832) of 19 firms dealing with fast-moving consumer goods in India. Findings From the finding of the study, it can be inferred that the presence of DT traits in the leaders causes high fluctuations in team performance. Besides, team agreeableness was found to moderate the relationship between the DT traits of the leaders and the team performance variability. Originality/value The theoretical and practical implications of the study are also discussed.

scholarly journals Cooperation Networks and Embeddedness—The Case of the Portuguese Footwear Sector

2020 ◽  
Vol 12 (22) ◽  
pp. 9612
Author(s):  
Rúben Rocha ◽  
Anderson Rei Galvão ◽  
Carla Susana Marques ◽  
Carla Mascarenhas ◽  
Vítor Braga
Keyword(s):  
Content Analysis ◽  
Empirical Evidence ◽  
Qualitative Methodology ◽  
The Other ◽  
Internationalization Process ◽  
Structured Interviews ◽  
Data Coding ◽  
Business Association ◽  
Practical Implications

The purpose of this paper is to explore the role of embeddedness and cooperation networks in the business internationalization process. To achieve the abovementioned purpose, a qualitative methodology was carefully chosen, through which semi-structured interviews were conducted with ten entrepreneurs of the footwear sector in Portugal, as well as with a head of the national footwear business association. In order to process the data obtained by conducting the interviews, content analysis and data coding through the NVivo software were performed. The results suggest that internationalization is essential for companies in the Portuguese footwear sector. In addition to internationalization helping companies to increase their turnover, it allows companies to grow in a more sustainable way. On the other hand, research also allows us to deduce that networks play an important role in the development of the organizations in question, as they facilitate access to various resources indispensable to this growth. Concerning embeddedness, this aspect presents itself as a facet to which special attention should be paid, considering the pre-eminence that respondents attribute to all variables that help to structure this dimension. The conclusions of this study have theoretical and practical implications, which provide empirical evidence of how the internationalization process can influence the activity of Portuguese companies in the footwear sector. In addition, the results contribute to the evolution of existing knowledge about how embeddedness and cooperation networks facilitate the internationalization process.

scholarly journals VARIATIONS IN SUSTAINING IMPLEMENTATION OF STAR-VA: THE ROLE OF KNOWLEDGE RESERVOIRS AND OTHER FACTORS

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S632-S632
Author(s):  
Jennifer L Sullivan ◽  
Kim Curyto ◽  
Omonyêlé l adjognon ◽  
Jacqueline Pendergast ◽  
Laura O Wray ◽  
...  
Keyword(s):  
Content Analysis ◽  
Information Sharing ◽  
Work Culture ◽  
Team Members ◽  
Directed Content Analysis ◽  
Successful Program ◽  
Community Living Centers ◽  
Facilitators And Barriers ◽  
Program Sustainment

Abstract Variation in STAR-VA sustainability across 20 trained VA Community Living Centers was explored using prospective qualitative methods utilizing the knowledge reservoirs framework including seven domains: People, Routines, Artifacts, Relationships, Information space, Culture, and Structure. We conducted directed content analysis of transcripts to identify facilitators and barriers of successful program sustainment. We found that people, usual routines, information sharing, and team relationships were the most often mentioned facilitators by CLC staff. Common reported barriers were people, team relationships, and work culture. Overlap was found in knowledge reservoirs acting as both facilitators and barriers at the same site, most often for people/teams, team relationships, and work culture. Results will be used to develop a sustainability intervention focused on addressing reported barriers. Most notably, a focus on having the appropriate team members, positive team relationships, usual routines, and a supportive work culture are critical for STAR-VA sustainability efforts.

Transformational leadership and employee efficiency: knowledge sharing as mediator

2020 ◽  
Vol 27 (4) ◽  
pp. 1571-1590
Author(s):  
Preeti Dwivedi ◽  
Vijit Chaturvedi ◽  
Jugal Kishore Vashist
Keyword(s):  
Factor Analysis ◽  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Design Methodology ◽  
Blue Collar ◽  
Content Type ◽  
Team Members ◽  
Confirmatory Factor ◽  
Practical Implications

PurposeThis research aims to examine the influence of transformational leadership on employee efficiency. The research also examines the role of knowledge sharing as a mediator between transformational leadership and employee efficiency.Design/methodology/approachThe research is based on the survey conducted among 200 employees of logistics firms. Exploratory Factor analysis (EFA) and Confirmatory Factor Analysis (CFA) approaches are used for the evaluation.FindingsThe study found that transformational leadership has positive and significant influence on employee efficiency. The research also demonstrates that after introducing knowledge sharing, it fully mediated the influence of transformational leadership on employee efficiency. The study suggests that, if leaders share their knowledge and expertise among the team, employees have a propensity to be highly effective and efficient than without knowledge sharing.Research limitations/implicationsBlue collar staff and unskilled labors of the firms are not included in the study. So, the study is limited to white collar staff only which can further be expanded by considering other ground staff. Also few or no such researches have been conducted in logistics firms, particularly in Indian logistics firms. So, the result of this study can be used as reference to explore the area. This study can be replicated in the logistics firms of other regions also.Practical implicationsThe finding of the study will help the top management of the organizations to formulate strategies to enhance its senior-subordinate relationship through knowledge sharing. The study also suggests that regular dissemination of knowledge among the team improves the efficiency of the team members and hence the performance of the organization.Originality/valueThis research examines the degree to which knowledge sharing acts as a mediator between transformational leadership and employee efficiency, which has not been found in previous studies.

Collective personality fit and diversity – how effective are they in predicting relationship conflict?

2019 ◽  
Vol 31 (2) ◽  
pp. 201-219
Author(s):  
Jee Young Seong ◽  
Doo-Seung Hong
Keyword(s):  
Work Teams ◽  
Interactive Effect ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the interactive effect of collective personality fit and its diversity on relationship conflict in a team context. Design/methodology/approach Data were collected from 1,265 employees and their leaders in 110 work teams in a Korean manufacturing company. Findings The results show that the two-way interaction between collective personality fit and its dispersion affects relationship conflict in teams. The effect of collective fit on relationship conflict was found to be weaker when the dispersion of collective fit is low than when it is high. This study reports that a high level of collective fit dispersion may help resolve relationship conflict in certain conditions, such as when the level of collective fit is high. Practical implications This paper implies that the diverse perception of fit does not always hamper intragroup consonance, and relationship conflict can be reduced as long as the overall level of collective fit is high. The diverse or heterogeneous personalities of team members contribute unique attributes of each member to the success of the team because some members of a heterogeneous team may play the role of filling the gap left by others. Originality/value This study argues that collective fit is a new construct, not a simple aggregation of individual fit traits, and the pattern of relationships at the individual level is not replicated at the group level, either conceptually or empirically.

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