This note reviews some of the relevant research and offers advice for managing and dealing with emotions in the negotiation context. In particular, negotiators should strive to understand their own emotions and feelings and be aware of the emotions the other party may be expressing. By learning to recognize and manage emotions, one is likely to improve many facets of the negotiation and obtain better outcomes for oneself and others.

Jess Westerly is the assistant product owner of CRM applications for computer and office supply wholesalers and retailers at Kauflauf, a fast-growing provider of subscription enterprise software headquartered in Heidelberg, Germany. Only months into her job, outsider Westerly tries and fails to implement a change in field consultants' sales call patterns. Westerly had introduced the changes to the sales organization via a memo that outlined her directive and explained the reasons behind it. Field consultants immediately complained about the infringement on their decisions about how to spend their time and the insensitivity to the relationship-oriented nature of developing business. Three months later, sales statistics show little difference in calling patterns. After explaining, defending, and reshaping her stalled initiative, Waverly presents her amended proposal to key senior executives and is given three weeks to produce an implementation plan. If the plan is deemed acceptable, she will be asked to implement it.

The case describes the evolution of an interpersonal mismatch between a previously successful manager, Jamie Turner, and his new boss, Pat Cardullo. Turner, a 32-year-old MBA graduate, has been recruited by Cardullo to be vice president of marketing and sales at Modern Lighting Industries, Inc. (MLI). MLI, a struggling regional distributor of industrial lighting systems and equipment based in Chicago, has recently been acquired by a division of the much larger San Diego-based Specialty Support Services (Triple S). Cardullo, the president of MLI, is the chief proponent of the Triple S acquisition, and he has told Turner to revive MLI, implying that if Turner succeeds he will soon advance to company president. It becomes apparent, however, that Cardullo and Turner have very different assumptions and expectations about turning MLI around. The case portrays Turner's developing problems and his unsuccessful attempts to resolve them, and also Cardullo's passage through several managerial challenges.

Jim Rogers, CEO of the energy company Cinergy, has led the company from the brink of bankruptcy to one of the premier energy companies through selecting a focused strategy, aligning the organization to support it, and mobilizing all the employees to implementation. The case also discusses the strategies used by Rogers to communicate the strategy, which included innovative image maps.

Alan Kendricks struggles to address many challenges facing him as a recently promoted medical director for Cardiology Associates at Southeastern Pennsylvania University Hospital. He must balance his time taking care of patients, running a practice, managing up, down, and laterally, managing stars with little formal authority, allocating resources fairly, developing his people, providing strategy and direction, building an organization, and spending time with his family. Offers insights into the dilemmas of a "producing manager," a person who is simultaneously responsible for producing and managing.

Provides a follow-up to the (A) and (B) (Condensed) case. Brings events up to date from 1985-1991. Bob Koski, Sun's CEO, has now taken on a new #2 heir apparent in Clyde Nixon. The company has a proliferation of new products and new directions. Has Sun's horizontal management been so successful within the company that serious problems will now arise in terms of interfaces with the environment?

Involves the design and creation of a company with no formally-defined hierarchy. Describes the steps the founder takes to avoid the organizational politics he perceives as crushing the human contributions they were designed to harness. Fifteen years later, the company has achieved widespread recognition in the industry for its innovative designs, its quality products, and its highly ethical standards for business dealings. Describes the organization, the plant, and current concerns.

Ostensibly a case about employee turnover in a small construction component company, Wood Structures, Inc. is actually a snapshot of the whole company. In particular it addresses issues of leadership, morale, and teamwork (or the lack thereof) in a company dependent on a highly seasonal and cyclical industry. Operating in "final fighting mode" owner/founder Bill Alcorn has difficulty setting a long-term course. He also feels ambivalent about delegating authority to a management group he fears may not have the same commitment to the company that he has. The case can serve as a good vehicle for diagnosis and action planning around several sets of tensions: plant to plant and shift to shift rivalries; management-labor, management-union versus rank and file; and management in a difficult industry.

Involves the design and creation of a company with no formally-defined hierarchy. Describes the steps the founder takes to avoid the organizational politics he perceives as crushing the human contributions they were designed to harness.

Fifteen years later, the company has achieved widespread recognition in the industry for its innovative designs, its quality products, and its highly ethical standards for business dealings. This case describes the organization, the plant, and current concerns.