SelectedWorks @ Melbourne Business School (The University of Melbourne)
Not a member yet
713 research outputs found
Sort by
Winning Counterterrorism\u27s Version of Pascal\u27s Wager, but Struggling To Open the Purse
No full text
Reclaiming Eroticism in Academia
No full textIn this article we address the question ‘what are we to do with ourselves?’ by arguing for the reclamation of the erotic in higher education. By defining the erotic in a way which encompasses the pursuit of pleasure and love, we seek to re-differentiate the collapsed categories of sex and eros. Universities have always been environments where a love of learning and pleasure in pedagogy is possible. Yet a range of cultural and societal factors have rendered academic life on the one hand disembodied, and on the other, commodified and sexualized, especially for women. Our suggestion is that these effects strip out the opportunities to love and enjoy academic life. We therefore pursue the possibility of reclaiming eroticism and the erotic in ways which refuse commodified sexualized norms. Drawing on the work of feminist theorists, we make three proposals for reclaiming eros in the academy: by exploring the relationship between bodies and knowledge; recognizing love in learning and wisdom; and cultivating the pleasure and nurturance that arise in collegial and pedagogic relations. Our view is that exploring broader notions of eros and eroticism in the university will invite a more meaningful understanding of academic work as embodied practice, involving pleasure and love
Sweet Little Lies: Social Context and the Use of Deception in Negotiation
No full textSocial context shapes negotiators’ actions, including their willingness to act unethically. In this research, we test how three dimensions of social context – dyadic gender composition, negotiation strategy, and trust – interact to influence one micro-ethical decision, the use of deception, in a simulated negotiation. To create an opportunity for deception, we incorporated an indifference issue – an issue that had no value for one of the two parties – into the negotiation. Deception about this issue was least likely to be affected by trust or negotiation strategy in all-male dyads, suggesting that dyads with at least one female negotiator were more sensitive to social context than all-male dyads. In mixed-sex and all-female dyads, trust and negotiation strategy interacted to affect the use of deception. A consistent picture emerged in mixed-sex dyads, which increased their use of deception when three forms of trust (affective, benevolent, deterrent) were low and negotiators used an accommodating strategy. However, a more complex pattern emerged in all-female dyads. When negotiators in all-female dyads competed, low benevolence-based trust increased whereas low deterrence-based decreased deception. When negotiators in all-female dyads accommodated, high affect-based trust increased deception. Jointly, these findings suggest that in all-female dyads, negotiators use multiple and shifting reference points in deciding when to deceive the other party
Does consistency pay? The effects of information sequence and content on women’s negotiation outcomes
No full textWomen are usually perceived as warm or competent, but rarely both. This research investigates how the sequence and content of warmth-relevant relational information and competence-relevant performance information affects female negotiators’ social (perceptions of their warmth and competence) and economic outcomes. Female employers (but not male employers) rated a negotiating female employee as high warmth when they received relational information first and were able to discount the employee’s competence with a team-based relational attribution (E1) or when they received performance information first and were convinced the employee’s warm behavior was genuine (E2). The sequence and content of warmth-relevant and competence-relevant information interacted with employers’ first impressions to affect the employee’s negotiation outcomes. When performance information was presented first, the female employee’s distributive outcomes benefited from high-competence impressions with female employers but from low-competence impressions with male employers (E1); her distributive outcomes were harmed by authentic warmth in negotiations with male employers (E2). When relational information was presented first, the female employee’s distributive outcomes suffered as a result of converging information about high-competence (E1); integrative outcomes benefitted when relational information was offset by impressions of low, instrumental warmth (E2). The results suggest that pre-negotiation information can help women to preserve their social outcomes (perceptions of warmth) in a negotiation context
Bilateral Bargaining with Externalities
No full textThis paper provides an analysis of a non-cooperative pairwise bargaining game between agents in a network. We establish that there exists an equilibrium that generates a coalitional bargaining division of the reduced surplus that arises as a result of externalities between agents. That is, we provide a non-cooperative justification for a cooperative division of a non-cooperative surplus. The resulting division is akin to the Myerson-Shapley value with properties that are particularly useful and tractable in applications. We demonstrate this by examining buyer-seller networks and vertical foreclosure
A Contingency Theory of Collective Action in Market Formation
No full textWe develop a novel analytical framework to study the role of collective action in the formation of new markets. Using supply and demand uncertainty as two central dimensions underlying all market formation efforts, we theorize under what conditions collective action is necessary for the successful formation of a market and examine the role and form of coordination. To do this, we identify tactics utilized by actors seeking to form a new market and three important contingency factors that impact formation success: returns to contributions, substitutability of contributions, and interest heterogeneity. Our findings have implications for organization theory, economic sociology, and entrepreneurship