Deborah M Kolb
Biographic Data
| ID | 1173271 |
|---|---|
| NAME | Deborah M Kolb |
| GIVEN NAMES | Deborah M |
| FAMILY NAME | Kolb |
| SIGNATURE | KOLB D M |
| AFFILIATIONS | Simmons University |
| VERIFIED | No |
| TOTAL WORKS | 20 |
| TOTAL CITATIONS | 43 |
| WORKS AS AUTHOR | 20 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1983 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 5 |
The Negotiation of “No”
Making Connection as Critical Moves in Negotiation
Using transcripts from the Program on Negotiation’s Great Negotiator Award seminars, as well as teaching cases based on the work of the Great Negotiators, this article analyzes how several of these Great Negotiators worked to make connections and establish good working relationships with their negotiating counterparts. Connection requires taking on a stance of curiosity about one's counterparts, cultivating good relationships as a way to learn ab…
Taking Gender Into Account
We conceptualize leadership development as identity work and show how subtle forms of gender bias in the culture and in organizations interfere with the identity work of women leaders. Based on this insight, we revisit traditional approaches to standard leadership topics, such as negotiations and leading change, as well as currently popular developmental tools, such as 360-degree feedback and networking; reinterpret them through the lens of women…
Women entrepreneurs and venture capital
Purpose The purpose of this paper is to conceptually and empirically explore issues that explain why women entrepreneurs access only a small percentage of venture capital (VC) investment in the USA. Design/methodology/approach The focus is on the situations women entrepreneurs face, and the strategies they adopt, to successfully fund their high‐growth businesses with venture funding. Rather than looking for answers at the individual level (men v …
Moving out of the `Armchair
This article describes how a research team used feminist organization theory in its work with organizational change agents to further gender equity in their organizations. We describe the theoretical framing that initially informed this action-research project, what we learned in the early encounters inside the organization and the framework we ultimately developed to help bridge the gap between feminist theory and practice. The framework outline…
Waiting for outcomes
This article argues that strategies to promote gender equity in organizations need to focus on assumptions in the organizational culture that underpin work practices and behaviors. An analytic case is used to demonstrate the importance of bringing cultural assumptions to the surface during the organizational change process and examining their implications for both gender equity and organizational effectiveness. Initial efforts aimed at changing w…
She Said it all before, or What did We Miss about Ms Follett in the Library
Hidden Conflict in Organizations
Women in Management
Constructive for Whom? The Fate of Diversity Disputes in Organizations
Managers and dispute resolution professionals find themselves increasingly involved in the management of conflicts that have significant legal and performance implications for their organizations. In this context, constructive conflict management practices have gained considerable currency. There is, however, one kind of dispute that these practices leave unaddressed: disputes that arise out of, or are complicated by, social diversity. As new soc…
Hidden Conflict in Organizations
The multiple faces of conflict in organizations
Corporate Ombudsman and Organization Conflict Resolution
The position of corporate ombudsman is intended to serve as a voice-giving mechanism for employees. The broad guidelines of the ombudsman's job and the novelty of this function mean that ombudsmen have considerable latitude to structure the forms this dispute-processing mechanism takes. This article, based on interviews with ombudsmen in six organizations, using case-based data, describes some of the ways this role is enacted. The ombudsman's rol…
Mediation Theory
Where Policy Studies Go Wrong
Public policies are raw resources. They can be put to practical use in ways that offend those who initially created them. Policy research sometimes takes the perspective of the offended without giving due regard to the perspective of the offenders. The conceptual and practical limitations of such an approach are illustrated in this article. The contextual example concerns policy research on the so-called chilling and addiction problems of collect…
Social Conflicts and Third Parties
To Be a Mediator
Labor mediators lack formal authority to compel parties to settle. What authority mediators do have emanates from their person, their behavior and skill, and the parties' ongoing assessment of them during a case. These “expressive” dimensions of mediation are latent features of the process, which makes them difficult to isolate and study. In this study, a dramaturgical framework is applied to observational case data to identify a core of expressi…
The Mediators
New Ethnographies
Strategy and the Tactics of Mediation
Labor mediators see the achievement of a settlement as their objective. From this point of convergence, mediators will differ on the strategy to be used to achieve this end. Tactics refer to the specific actions mediators take in the service of these strategic ends. Based on a participant observation of 10 mediators on 16 cases, the strategies and tactics of mediators from a state agency are contrasted with those used by mediators from a federal …
Strategy and the Tactics of Mediation
Labor mediators see the achievement of a settlement as their objective. From this point of convergence, mediators will differ on the strategy to be used to achieve this end. Tactics refer to the specific actions mediators take in the service of these strategic ends. Based on a participant observation of 10 mediators on 16 cases, the strategies and tactics of mediators from a state agency are contrasted with those used by mediators from a federal …
The multiple faces of conflict in organizations
Corporate Ombudsman and Organization Conflict Resolution
The position of corporate ombudsman is intended to serve as a voice-giving mechanism for employees. The broad guidelines of the ombudsman's job and the novelty of this function mean that ombudsmen have considerable latitude to structure the forms this dispute-processing mechanism takes. This article, based on interviews with ombudsmen in six organizations, using case-based data, describes some of the ways this role is enacted. The ombudsman's rol…
To Be a Mediator
Labor mediators lack formal authority to compel parties to settle. What authority mediators do have emanates from their person, their behavior and skill, and the parties' ongoing assessment of them during a case. These “expressive” dimensions of mediation are latent features of the process, which makes them difficult to isolate and study. In this study, a dramaturgical framework is applied to observational case data to identify a core of expressi…
Women entrepreneurs and venture capital
Purpose The purpose of this paper is to conceptually and empirically explore issues that explain why women entrepreneurs access only a small percentage of venture capital (VC) investment in the USA. Design/methodology/approach The focus is on the situations women entrepreneurs face, and the strategies they adopt, to successfully fund their high‐growth businesses with venture funding. Rather than looking for answers at the individual level (men v …
Where Policy Studies Go Wrong
Public policies are raw resources. They can be put to practical use in ways that offend those who initially created them. Policy research sometimes takes the perspective of the offended without giving due regard to the perspective of the offenders. The conceptual and practical limitations of such an approach are illustrated in this article. The contextual example concerns policy research on the so-called chilling and addiction problems of collect…
Constructive for Whom? The Fate of Diversity Disputes in Organizations
Managers and dispute resolution professionals find themselves increasingly involved in the management of conflicts that have significant legal and performance implications for their organizations. In this context, constructive conflict management practices have gained considerable currency. There is, however, one kind of dispute that these practices leave unaddressed: disputes that arise out of, or are complicated by, social diversity. As new soc…
New Ethnographies
Strategy and the Tactics of Mediation
Labor mediators see the achievement of a settlement as their objective. From this point of convergence, mediators will differ on the strategy to be used to achieve this end. Tactics refer to the specific actions mediators take in the service of these strategic ends. Based on a participant observation of 10 mediators on 16 cases, the strategies and tactics of mediators from a state agency are contrasted with those used by mediators from a federal …
The Mediators
Where Policy Studies Go Wrong
Public policies are raw resources. They can be put to practical use in ways that offend those who initially created them. Policy research sometimes takes the perspective of the offended without giving due regard to the perspective of the offenders. The conceptual and practical limitations of such an approach are illustrated in this article. The contextual example concerns policy research on the so-called chilling and addiction problems of collect…
Social Conflicts and Third Parties
To Be a Mediator
Labor mediators lack formal authority to compel parties to settle. What authority mediators do have emanates from their person, their behavior and skill, and the parties' ongoing assessment of them during a case. These “expressive” dimensions of mediation are latent features of the process, which makes them difficult to isolate and study. In this study, a dramaturgical framework is applied to observational case data to identify a core of expressi…
Mediation Theory
Corporate Ombudsman and Organization Conflict Resolution
The position of corporate ombudsman is intended to serve as a voice-giving mechanism for employees. The broad guidelines of the ombudsman's job and the novelty of this function mean that ombudsmen have considerable latitude to structure the forms this dispute-processing mechanism takes. This article, based on interviews with ombudsmen in six organizations, using case-based data, describes some of the ways this role is enacted. The ombudsman's rol…
The multiple faces of conflict in organizations
Hidden Conflict in Organizations
Hidden Conflict in Organizations
Women in Management
Constructive for Whom? The Fate of Diversity Disputes in Organizations
Managers and dispute resolution professionals find themselves increasingly involved in the management of conflicts that have significant legal and performance implications for their organizations. In this context, constructive conflict management practices have gained considerable currency. There is, however, one kind of dispute that these practices leave unaddressed: disputes that arise out of, or are complicated by, social diversity. As new soc…
She Said it all before, or What did We Miss about Ms Follett in the Library
Waiting for outcomes
This article argues that strategies to promote gender equity in organizations need to focus on assumptions in the organizational culture that underpin work practices and behaviors. An analytic case is used to demonstrate the importance of bringing cultural assumptions to the surface during the organizational change process and examining their implications for both gender equity and organizational effectiveness. Initial efforts aimed at changing w…
Moving out of the `Armchair
This article describes how a research team used feminist organization theory in its work with organizational change agents to further gender equity in their organizations. We describe the theoretical framing that initially informed this action-research project, what we learned in the early encounters inside the organization and the framework we ultimately developed to help bridge the gap between feminist theory and practice. The framework outline…
Women entrepreneurs and venture capital
Purpose The purpose of this paper is to conceptually and empirically explore issues that explain why women entrepreneurs access only a small percentage of venture capital (VC) investment in the USA. Design/methodology/approach The focus is on the situations women entrepreneurs face, and the strategies they adopt, to successfully fund their high‐growth businesses with venture funding. Rather than looking for answers at the individual level (men v …
Taking Gender Into Account
We conceptualize leadership development as identity work and show how subtle forms of gender bias in the culture and in organizations interfere with the identity work of women leaders. Based on this insight, we revisit traditional approaches to standard leadership topics, such as negotiations and leading change, as well as currently popular developmental tools, such as 360-degree feedback and networking; reinterpret them through the lens of women…
Making Connection as Critical Moves in Negotiation
Using transcripts from the Program on Negotiation’s Great Negotiator Award seminars, as well as teaching cases based on the work of the Great Negotiators, this article analyzes how several of these Great Negotiators worked to make connections and establish good working relationships with their negotiating counterparts. Connection requires taking on a stance of curiosity about one's counterparts, cultivating good relationships as a way to learn ab…
The Negotiation of “No”
Sociology (16 works) · Political science (15 works) · Psychology (11 works) · Computer Science (10 works) · Conflict Management and Negotiation (8 works) · Law (8 works) · Public relations (8 works) · Gender Diversity and Inequality (7 works) · Law (7 works) · Social Psychology (7 works)