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Purpose – Negotiations can be stressful, yet are unavoidable in many organizations. Members of organizational workgroups for instance need to negotiate about issues such as task division and different ideas on how to complete a project. Until recently little research effort has been directed to understanding negotiators' stress responses. Similarly, little is known about the consequences that these stress responses may have on negotiation outcomes. In this chapter we argue that group members' physiological stress responses are a key determinant of the outcomes of intragroup negotiations.

Design/Methodology/Approach – We focus on two distinct physiological responses (i.e., threat and challenge) and argue that relative to threat responses, challenge responses will be related to superior information sharing, information processing, and decision-making quality. Moving beyond a uniform relationship between physiological reactions and negotiators' behaviors and outcomes, we also focus on two moderating characteristics: the relative power of group members, and whether the negotiation is purely task related, or co-occurs with relationship issues. We discuss effects on both the individual and the group level, extend our ideas to other forms of negotiations, and end with practical and theoretical implications.

Originality/Value – A better understanding of psychophysiological processes during intragroup negotiations may help to explain when intragroup disagreements help or hinder group outcomes and, therefore, may help to solve the paradox of intragroup conflict.

Whereas most societal commentators continue to review the historical patterns of men’s leadership in search of models for 21st-century success, few have begun to recognize, let alone appreciate, the equivalent patterns of women’s leadership and the future contributions that women could potentially make as leaders. What could and are women bringing to society as global leaders? Why at this moment in history is there such a marked increase in the number of women leaders? Are we entering an era in which both male and female leaders will shape history, both symbolically and in reality? And if so, will we discover that women, on average, lead in different ways than men, or will we learn that role (global leader) explains more than gender? This chapter reveals the accelerating trends of women joining men in senior leadership positions, establishes the relationship of women leaders to our overall understanding of global leadership, and sets forth an agenda to accomplish much needed research and understanding.

Despite the general presumption in favor of trade liberalization, the question of how to implement it in a way to ensure equitable income distribution and sustainable poverty alleviation in developing countries is at the core of the current trade debate. We build a macroeconomic framework that integrates both market and non-market activities, while distinguishing male and female workers throughout, in order to evaluate impacts of tariffs elimination on men and women in South Africa. Our study reveals a strong gender bias against women with a decrease in their labor market participation, while men participate more in the market economy. This strong result is due to the fact that female workers are concentrated in contracting sectors that were initially among the protected sectors and that benefit little from the fall in input prices. In contrast, male workers are more concentrated in the expanding export-intensive sectors. Female labor market participation drops particularly for Black African women, as they are more concentrated in contracting sectors. As male labor market participation and real wages increase more than for their female counterparts, their income share increases within the household. Women continue to suffer nonetheless from a heavy time use burden given their increased domestic work with trade liberalization.