DISCUSSION 7-1
During the course of your employment you may have experienced working for both a male and female supervisor. Discuss from your personal point of view the advantages/disadvantages and like/dislike of working for each gender. Use real life experiences if applicable.
Requirements (please read)
For each discussion, you are required to write an initial post (300 words) and one secondary post (200 words).  The discussion forums will be worth 40 points apiece”25 points for the initial post and 15 points for the secondary post
REPLY
by FNU Praveen Doddappa Yadav – Tuesday, November 19, 2019, 10:23 PM
A gender gap between male and female leadership in working environment leads to one of the controversial topics garnering lot of attention from across industries.
Some people still hold onto a traditional viewpoint that men are born to be leaders and women suppose to behave like subordinates who merely support their effective functioning and they in instance should take over mens authority. Male and female do share the same starting point towards pursuing a career.(Stott, Rob. 2013)
For example in my work environment men bosses are not always better than women, and the gender gaps shouldnt be the predetermining factor to value someones worth,  efficiency and contribution at work.
There is many other performance indicators the gender divide that predominantly continues t persist even in these technologically advanced times.
For example: Women are commonly skilled at multitasking and managing the household fronts to include children. A female boss can prioritize issues and manage situations at work with the same dedication as at home and looks into many other things.
In my current work environment if we look into male and female supervisor situations, I will prefer male who works more than the women and puts logic into most of the situations where male are good listeners and effective communicators to help resolve employees personal concerns with understanding and empathy. They notice smart workers and reward them accordingly, contribute more effectively to their organizations (Eagly & Carli, 2007).
Women supervisor also do the same but the making skills and attitudes towards colleagues and subordinates at work, however women tend to some hormonal problems to reflect their mood and behavior at work. Actually both men and women have equally hormonal challenges that sometimes impact their decision making skills.
Women face great hurdles to climb up the career ladders and they may pull other competitive women down to retain the top most secured position in a job.
References:
1.      Eagly, Alice H and Carli, Linda A. 2007. Retrieved from Women and the Labyrinth of Leadership. https://www.helioshr.com/2015/06/a-review-of-gender-leadership-styles-common-traits-in-men-vs-women/
2.      Stott, Rob. 2013 Retrieved from   Studies Show How Male and Female Leaders Differ. https://www.helioshr.com/2015/06/a-review-o
DISCUSSION 7-2
What types of differences exist between men and women in negotiation?
Requirements (please read)
For each discussion, you are required to write an initial post (300 words) and one secondary post (200 words).  The discussion forums will be worth 40 points apiece”25 points for the initial post and 15 points for the secondary post. 
REPLY
by FNU Praveen Doddappa Yadav – Tuesday, November 19, 2019, 10:24 PM
At the negotiation the question has important implications are especially negotiated over a large examines the idea of gender within the previous to research to explain why and when gender matters in negotiation. Seemingly every few months a major media search to illustrate ways gender is likely to have a strong impact on the negotiation outcomes and evidence has accumulated to illustrate the ways gender impacts negotiations (Kray, 2007 , Galinsky,& Thompson, 2002).
Negotiations research typically gathers data by sex and even two decades this was most frequently tested individually difference in negotiation research, as a result of this focus on generated explanations, research suggest the term gender that can be used in negotiation( Kray & Babcock, 2006).
One particular important empirical advance in recognition of the both gender and context must show some individual papers in bargaining the significant gender differences. In negotiations these negative effects are most often reflected in womens poorer economic outcomes.
For example a recent study of lawyers suggests women negotiation are viewed similarly to their male counterparts it may be that at least when lawyers participate in negotiations, the role of  gender roles that this effect may not generalize  from specific negotiations to more general aspects of being a female lawyer.
More often which in less carefully controlled environments, includes the negotiation performance of the carefully controlled environments including the real world, whereas the situation in the contrast whom did the worst and path of the identifier of the multiple traits and it is the possible traits for the negotiation performance of the multiple traits which considers the most valued of the of Course negotiators do not act actually the counterparts traits for the negotiation in which negative response to behaving women research penalize them(Bowles & Gelfand, 2010).
There are also clear normative behaviors expected of these women based on their occupational role. There are also clear and normative response for the high concern and efforts. They anticipate the lower assertiveness of the competing tactics.
References:
1.      Kray, L. J., Galinsky, A. D., & Thompson, L. (2002). Reversing the gender gap in negotiations: An exploration of stereotype regeneration. Organizational Behavior and Human Decision Processes,https://ink.library.smu.edu.sg/cgi/viewcontent.cgi?article=4175&context=lkcsb.
2.      Kray, L. J., & Babcock, L. (2006). Gender in negotiations: A motivated social cognitive analysis. In L. Thompson (Ed.), Negotiation theory and research (p. 203-224). New York: Psychology Press. https://ink.library.smu.edu.sg/cgi/viewcontent.cgi?article=4175&context=lkcsb_research.
3.      Bowles, H., & Gelfand, M. (2010). Status and the Evaluation of Workplace Deviance. Psychological

Grading for discussions.

All discussions must be      completed on-time and must include in-text citations and references in APA      style formatting. If you do not use in-text citations or they are not in      APA format you will lose 3 points.  If you do not have references or      if they are not in APA format, you will lose 5 points. (You do not need      citations and references for secondary posts).

You will lose 10% based      on word count if your posts are too short.  For example, your initial      post is 300 words, if you have 250 words you will lose 5 points.  50      words short times 10% (50 x .10 = 5).

.