I’m Glad I Know That Now!: Recent Episodes
M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai
“I’m Glad I Know That Now!” features interviews with top scholars on a particular research topic that they’ve studied and is more general in content and focus.
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.
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.
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
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).
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.
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.
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.
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.
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.
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.
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
Part 4 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: Will Restorative Justice Become a Core Competency for Organizations?
Part 3 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: 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.
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: What is Restorative Justice?
Part 1 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.
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
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.
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).
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.
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.
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.
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.