249 Posts found for Source: Stanford University

Conventional wisdom about showing anger in negotiations is sometimes contradictory: You should hide your true feelings behind a poker face, some say. Others recommend acting angry even if you’re not, as lawyers often do. New findings from negotiation researchers, however, reveal that both bits of advice are too simplistic, and they suggest a more effective tactic for tough negotiations would be making overt, well-timed threats. … [ Read more ]

Content: Article | Author: Margaret Neale | Source: Stanford University | Subject: Negotiation

When we think of a typical leader, most of us picture a person who’s sociable and upbeat. But new research puts a wrinkle in that stereotype, revealing an unexpected sign of leadership potential: the tendency to feel guilty. “Guilt-prone people tend to carry a strong sense of responsibility to others, and that responsibility makes other people see them as leaders,” says Becky Schaumberg, a doctoral … [ Read more ]

Content: Article | Source: Stanford University | Subjects: Leadership, Organizational Behavior

Body language is critical to your effectiveness in working with other people, says social psychology researcher Deborah Gruenfeld.

Content: Article | Author: Deborah H. Gruenfeld | Source: Stanford University | Subjects: Leadership, Organizational Behavior, Personal Development

Most of us use information we have about another party to reach agreement when negotiating. But recent Stanford Graduate School of Business research warns that knowing our negotiation partners too well or having the wrong kind of information about them can actually produce less successful negotiating results than having no information.

Content: Article | Source: Stanford University | Subject: Negotiation

Thuuz Co-Founder and CEO Warren Packard appreciates how uncertainty is a constant force in the lives of entrepreneurs. Sharing stories from his career as an entrepreneur and venture capitalist, Packard captures how life is a series of decisions made without complete information. He also addresses how his current venture approaches issues of funding and strategic partnerships.

Content: Multimedia Content | Author: Warren Packard | Source: Stanford University | Subject: Entrepreneurship

JD Schramm helps develop the art and science of tight story-telling for social impact.

Content: Article | Author: JD Schramm | Source: Stanford University | Subject: Personal Development

Nice guys may not finish first, according to research coauthored by Nir Halevy of the Stanford Graduate School of Business. In fact, taking care of others in your group and even taking care of outsiders may reduce a nice guy’s chance of becoming a leader.

Content: Article | Source: Stanford University | Subjects: Leadership, Organizational Behavior

Individuals in roles that possess power but lack status have a tendency to engage in activities that demean others, according to new research from Stanford Graduate School of Business, USC, and the Kellogg School.

Content: Article | Source: Stanford University | Subject: Organizational Behavior

Experts say stock options are lousy incentive mechanisms for motivating rank-and-file employees to work hard. Why then do large companies continue to use stock options as incentives when they have no direct incentive effects? Paul Oyer, an assistant professor of economics who has studied stock options extensively and specializes in a growing area of HR management known as personnel economics, has tackled this question in … [ Read more ]

Content: Article | Author: Paul Oyer | Source: Stanford University | Subjects: Human Resources, Organizational Behavior

Everyone takes a free green grocery bag, but how do you lure stressed-out consumers and businesses to walk the green walk more consistently? Marketing students look for levers of change.

Content: Article | Source: Stanford University | Subjects: Marketing / Sales, Social Responsibility (ESG)

The vision of one-to-one marketing, a concept that has gained new vigor in the interactive age of online marketing, has captured the imagination of managers, students, and educators. The idea is that a firm learns the preferences of each customer, thereby creating an insurmountable barrier to competition. Theoretically, a firm can predict what customers will want before the consumers are even aware of their own … [ Read more ]

Content: Article | Author: Itamar Simonson | Source: Stanford University | Subject: Marketing / Sales

Forget Suze Orman. Time, Not Money, Is Your Most Precious Resource. Spend It Wisely.

Content: Article | Author: Jennifer Aaker | Source: Stanford University | Subjects: Organizational Behavior, Personal Development

Social Scientist John Jost studies the beliefs and ideologies that justify our status in the world, whether it be high or low. In recent research, Jost has merged two longstanding but contradictory theories about how disadvantaged minorities view themselves. A concept Jost calls “attitudinal ambivalence” explains why members of low-status groups, such as African Americans or women, can be both proud and ashamed of who … [ Read more ]

Content: Article | Author: John Jost | Source: Stanford University | Subject: Organizational Behavior

Run by Stanford University, Ecorner offers more than 2,000 free videos and podcasts, many with a Silicon Valley vibe. The videos range from practical topics such as “What to Avoid in Term Sheets,” by Altirah Capital’s David Frankel to more esoteric ones, like “The Five Whys,” in which lean startup guru Eric Ries offers tips on discerning the reasons for technology glitches.

Content: Multimedia Content | Source: Stanford University | Subject: Entrepreneurship

New consumer research shows that when people are told in advance that they will be asked to respond to a survey, they look for problems more actively. The researchers found that people who expect to evaluate are decidedly more negative. They also discovered that merely asking people to state their expectations before they receive a service made people more negative—even though their predispositions may have … [ Read more ]

Content: Article | Authors: Chezy Ofir, Itamar Simonson | Source: Stanford University | Subject: Customer Related

Everyone knows that on average women earn less than men for the same work. Social psychological research conducted in the 1970s and 1980s suggested that women even pay themselves less than men pay themselves. But that was then, right? John Jost decided to see if women’s attitudes about their worth had changed since the advent of feminism. His research, which measures the “depressed-entitlement effect” among … [ Read more ]

Content: Article | Author: John Jost | Source: Stanford University | Subject: Women in Business

There is mounting evidence that giving people more responsibility for making decisions in their jobs generates greater productivity, morale, and commitment. Yet, in spite of the substantial economic returns to decentralization and delegation, many American managers resist such practices in favor of traditional command-and-control approaches to managing people.

Content: Article | Author: Jeffrey Pfeffer | Source: Stanford University | Subjects: Management, Organizational Behavior

A study by Stanford law and business faculty members casts strong doubt upon the value and validity of the ratings of governance advisory firms that compile indexes to evaluate the effectiveness of a publicly held company’s governance practices.

Content: Article | Author: David Larcker | Source: Stanford University | Subject: Corporate Governance

Observers of Silicon Valley have always assumed that the most successful companies get their competitive edge by paying their star employees more than the competition to fuel innovation. Now research, co-authored by Professor Kathryn Shaw, and using the academic field of insider econometrics, has been able to prove that this assumption is indeed true.

Content: Article | Author: Kathryn Shaw | Source: Stanford University | Subjects: Human Resources, Organizational Behavior

Deborah Gruenfeld of the Stanford Graduate School of Business had some sobering news to share with a group of high-level women executives and entrepreneurs. “When it comes to leadership,” Gruenfeld told the group, “there are very few differences in what men and women actually do and how they behave. But there are major differences in perception. Men and women doing the same things … [ Read more ]

Content: Article | Authors: Deborah H. Gruenfeld, Marianne Cooper | Source: Stanford University | Subject: Women in Business