Jeanne M. Brett – författare

In today''s global environment, negotiators who understand cultural differences and negotiation fundamentals have a decided advantage at the bargaining table. This thoroughly revised and updated edition of Negotiating Globally explains how culture affects negotiators'' assumptions about when and how to negotiate, their interests and priorities, and their strategies. It explains how confrontation, motivation, influence, and information strategies shift due to culture. It provides strategic advice for negotiators whose deals, disputes, and decisions cross cultural boundaries, and shows how to anticipate cultural differences and then manage them when they appear at the negotiating table. It challenges negotiators to expand their repertoire of strategies, so that they are prepared to negotiate deals, resolve disputes, and make decisions regardless of the culture in which they find themselves.

Negotiating Globally is ideal for those relatively new to negotiation, particularly in the global arena, and offers an overview of the various contexts and tactics of negotiation strategy. Written by an award-winning negotiation expert, this book provides an ideal framework for any and all global negotiations.

In today''s global environment, negotiators who understand cultural differences and negotiation fundamentals have a decided advantage at the bargaining table. This thoroughly revised and updated edition of Negotiating Globally explains how culture affects negotiators'' assumptions about when and how to negotiate, their interests and priorities, and their strategies. It explains how confrontation, motivation, influence, and information strategies shift due to culture. It provides strategic advice for negotiators whose deals, disputes, and decisions cross cultural boundaries, and shows how to anticipate cultural differences and then manage them when they appear at the negotiating table. It challenges negotiators to expand their repertoire of strategies, so that they are prepared to negotiate deals, resolve disputes, and make decisions regardless of the culture in which they find themselves.

Negotiating Globally is ideal for those relatively new to negotiation, particularly in the global arena, and offers an overview of the various contexts and tactics of negotiation strategy. Written by an award-winning negotiation expert, this book provides an ideal framework for any and all global negotiations.

This edited volume is derived from a conference held in honor of Charles Hulin''s contribution to the psychology of work. His research has carefully developed and tested theory related to job satisfaction, withdrawal from work, and sexual harassment. Edited by Hulin''s students, The Psychology of Work discusses research in job satisfaction. This research shows that job satisfaction plays an essential role in theories of organizational behavior. Formal models are used, such as item response theory, structural equation modeling, and computational models. Three general and consistent themes in Hulin''s research are represented in this book''s chapters. The first theme is a focus on broad, general constructs, such as job satisfaction. The virtue of this approach is that a wide range of behavior can be explained by a small number of variables. The second theme involves the examination of the antecedents and consequences of job satisfaction. This theme is increasingly important because it ties research on job attitudes and job behaviors where links are consistently found to social attitudes and behaviors where links are rarely found. The third theme consists of Hulin''s interest in the use of formal models to characterize and understand behavior. This volume will be of interest to scholars and students in industrial/organizational psychology, human resources, organizational behavior, and management.

This edited volume is derived from a conference held in honor of Charles Hulin''s contribution to the psychology of work. His research has carefully developed and tested theory related to job satisfaction, withdrawal from work, and sexual harassment. Edited by Hulin''s students, The Psychology of Work discusses research in job satisfaction. This research shows that job satisfaction plays an essential role in theories of organizational behavior. Formal models are used, such as item response theory, structural equation modeling, and computational models. Three general and consistent themes in Hulin''s research are represented in this book''s chapters. The first theme is a focus on broad, general constructs, such as job satisfaction. The virtue of this approach is that a wide range of behavior can be explained by a small number of variables. The second theme involves the examination of the antecedents and consequences of job satisfaction. This theme is increasingly important because it ties research on job attitudes and job behaviors where links are consistently found to social attitudes and behaviors where links are rarely found. The third theme consists of Hulin''s interest in the use of formal models to characterize and understand behavior. This volume will be of interest to scholars and students in industrial/organizational psychology, human resources, organizational behavior, and management.

Trust is the foundation for strong working relationships, but the way people from different cultures search for and decide to trust varies. Searching for Trust in the Global Economy describes these cultural differences from the perspective of 82 managers from 33 different countries in four regions of the world. It addresses the current global business climate with insights from managers describing how the COVID-19 pandemic disrupted the process of searching for and deciding to trust new business partners.

Jeanne M. Brett and Tyree D. Mitchell propose a simple framework that explains the cultural differences in deciding to trust new business partners. They suggest that the key to understanding cultural differences in the process lies in the interplay between cultural levels of trust and "tightness-looseness," or the degree to which a culture strongly enforces its norms. They explain how searching for and deciding to trust is different in the high-trust, loose cultures of the West, the high-trust, tight cultures in East Asia, the low-trust, tight cultures in the Middle East/South Asia, and the low-trust, loose cultures in Latin America.

Searching for Trust in the Global Economy is based on managers’ experiences building new business relationships around the world, but its practical advice for searching for and deciding to trust is useful not only for business leaders but also for government, not-for-profit, and other leaders who are responsible for building new relationships in the global economy.

Trust is the foundation for strong working relationships, but the way people from different cultures search for and decide to trust varies. Searching for Trust in the Global Economy describes these cultural differences from the perspective of 82 managers from 33 different countries in four regions of the world. It addresses the current global business climate with insights from managers describing how the COVID-19 pandemic disrupted the process of searching for and deciding to trust new business partners.

Jeanne M. Brett and Tyree D. Mitchell propose a simple framework that explains the cultural differences in deciding to trust new business partners. They suggest that the key to understanding cultural differences in the process lies in the interplay between cultural levels of trust and "tightness-looseness," or the degree to which a culture strongly enforces its norms. They explain how searching for and deciding to trust is different in the high-trust, loose cultures of the West, the high-trust, tight cultures in East Asia, the low-trust, tight cultures in the Middle East/South Asia, and the low-trust, loose cultures in Latin America.

Searching for Trust in the Global Economy is based on managers’ experiences building new business relationships around the world, but its practical advice for searching for and deciding to trust is useful not only for business leaders but also for government, not-for-profit, and other leaders who are responsible for building new relationships in the global economy.