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Outcomes of negotiated transfer prices affect profit for the managers involved. Prior research has investigated how negotiators' perceptions impacted outcomes. Compensation structure is a specific motivation variable that could potentially limit the framing effect.
Outcomes of negotiated transfer prices affect profit for the managers involved. Prior research has investigated how negotiators' perceptions impacted outcomes. Compensation structure is a specific motivation variable that could potentially limit the framing effect.
Outcomes of negotiated transfer prices affect profit for the managers involved. Prior research has investigated how negotiators' perceptions impacted outcomes. Compensation structure is a specific motivation variable that could potentially limit the framing effect.
The Effect of Framing and Compensation Structure on Seller's Negotiated Transfer Price Dipankar Ghosh Associate Professor of Accounting University of Oklahoma Margaret N. Boldt Associate Professor of Accounting Southern Illinois University Edwardsville The outcomes of negotiated trans- fer prices affect profit for the man- agers involved and can also impact company profit when quantity, as well as price, is an element of the negoti- ation. Thus, it is important for both companies and managers to under- stand the variables affecting negotia- tion outcomes. Prior research in ne- gotiation (see Bazerman et ai., 2000) has investigated how negotiators' per- ceptions of the negotiation situation impacted outcomes. Further, these perceptions seem to influence out- comes and enhance negotiator profit over and above the effect of other im- portant variables in negotiation, like risk preference and competitive be- havior (Thompson, 1998). Other re- cent research has shown that making the optimal payoff salient to negotia- tors increases negotiator effectiveness beyond that obtained through risk preference alone (Ghosh and Boldt, 2004). Prior accounting research (e.g., Lipe, 1993; Luft, 1994) has also found that the framing of problems affects managers' judgments and prefer- ences in other tasks and domains (e.g., variance investigation and con- tract choice). These studies have con- sistently shown that the presentation of monetarily equivalent options in semantically different ways (i.e., gains and losses, bonuses and penalties) af- fects how managers frame problems and make judgments. However, some research suggests the framing effect is not consistent and research find- ings may be limited by contextual and procedural variations (Levin et aL, 1998). While Lipe (1993) proposes that future framing studies examine the role of motivation in general, Ghosh and Boldt (2004) list compen- sation structure as a specific motiva- tion variable that could potentially limit the framing effect in negotia- tion. JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 (453) 454 GHOSH AND BOLDT To the extent that a manager is evaluated and compensated based on divisional profit, he or she would like to enhance divisional profit. Not sur- prisingly, prior research suggests that compensation structure is an impor- tant variable associated with transfer pricing (Grabski, 1985; Ghosh, 2000). Specifically, negotiators achieve higher profits when profit is a larger percentage of total compensation (Ghosh, 2000). These findings imply that negotiators see the making of profit from a transfer transaction as a more important goal when profit is a larger percentage of compensation. Still, how the profit goal is framed may affect the manager's likelihood of performing the actions necessary to achieve the goal. Our research uses an experiment to examine the effect of positive and negative goal framing on sellers' share of profit available from a ne- gotiated transfer for two different compensation structures. Partici- pants were given the role of a seller facing a negotiation for a potentially profitable transfer with another divi- sion in the same company. The posi- tive frame condition asked partici- pants to think about the profit to be made from the transaction while the negative frame condition asked par- ticipants to think about the profit they would forego to the other divi- sion. The amount of management compensation dependent upon divi- sional profit also varied. The low com- pensation condition told participants that their bonus compensation was only 3% of divisional profit while the high compensation condition told participants that their bonus was 30% of divisional profit. The remainder of this article is or- ganized as follows. The next section develops the research hypotheses. The following section discusses the research method. Then, the results of the data analyses are discussed. The last section summarizes the results and provides some conclusions. THEORY AND HYPOTHESES Framing Research evidence indicates the framing effect has an impact on choices and behaviors of negotiators (Bazerman et al, 1985: Bottom and Studt, 1993). Negotiators compare, code and evaluate negotiation out- comes relative to a reference point (Neale and Bazerman, 1991). Evi- dence from the decision-making lit- erature suggests the adopted refer- ence point impacts how the outcome situation is framed. Eurther, decision- maker choices and behaviors depend on the reference point used in eval- uating outcomes (Tversky and Kah- neman, 1981; Kuhberger, 1998). Recent accounting research has found similar effects in contract choice. Luft (1994) found that em- ployees prefer bonus contracts to penalty contracts. Ghosh and Boldt (2004) found that making the poten- tial profit outcome salient enhanced negotiator effectiveness. These find- ings provide additional evidence that the frame affects negotiation out- comes. In the context of the current study, managers of selling divisions enter negotiations for the transfer sale of a good with the goal of increasing their divisional profits. They essentially face a situation of obtaining more profit or gain (i.e., a positive frame) for their division from the transfer or forego some of the profit or gain (i.e., a negative frame) from the transfer to the other division. Therefore, posi- JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 THE EFFECT OF FRAMING AND COMPENSATION STRUCTURE 455 tive or negative framing of the profit goal from transfer pricing is expected to culminate in sellers claiming dif- ferent shares of the profit available from the transaction. Thus, the first hypothesis is: HI: Seller's share of the profit will be higher when the profit goal is expressed in terms of profit foregone (i.e., a negative frame) compared to when the goal is ex- pressed in terms of profit made (i.e., a pos- itive frame). Compensation Structure Managing the transfer pricing problem can be difficult because the transfer price affects divisional profit which, in turn, is typically the basis for evaluating and compensating the manager (Eccles, 1985). Also, a firm's compensation plan significantly in- fluences the motivation of organiza- tional members (Schwab, 1973) and stimulates behavior between negoti- ating divisions by influencing the bar- gainers' aspiration level (Pruitt and Lewis, 1975). Research in transfer pricing indicates that compensation structure (e.g., basis of the compen- sation) is a pervasive issue in transfer pricing (Eccles, 1985; Grabski, 1985; Vancil, 1978) and has a significant im- pact on outcomes of negotiated trans- fer pricing (Chalos and Haka, 1990; Ghosh, 2000). In the current study, sellers with a compensation structure that is more dependent upon divisional profit may perceive the earning of profit from the transfer as a more important goal than sellers whose compensation structure was less dependent upon di- visional profit. Based on the above, sellers' shares of the profit available from the transfer are expected to be larger when the bonus percentage based on divisional profit is larger. The second hypothesis is stated as: H2: Seller's share of the profit will be higher when bonus compensation based on divisional profit is a larger percentage (i.e., high compensation) compared to when bo- nus compensation based on divisional profit is a smaller percentage (i.e., low com- pensation). Flexibility Conflict, in general, is inevitable in organizations with divergence of pref- erence among its members (Eccles, 1985). Not surprisingly, negotiation research shows that conflict is a nat- ural phenomenon when both the trading divisions are trying to en- hance their division performance (Eccles, 1985; Grabski, 1985; Ghosh, 2000). Negative goal framing is expected to intensify the conflict problem. Some flexibility on the issue being ne- gotiated reduces the level of conflict inherent in negotiation (Lax and Se- benius, 1986; Thompson, 1998). Flex- ibility via concession on the price (i.e., lower price for the seller and higher price for the buyer) would mean adversely affecting divisional profits. However, when the goal is framed negatively (i.e., profit fore- gone), flexibility will be perceived as giving up even more profit. Thus, neg- ative framing is expected to manifest itself in reduced flexibility for sellers. Thus, the third hypothesis is: H3: Sellers will be less flexible via conces- sion on price when the profit goal is ex- pressed in terms of profit foregone (i.e., a negative frame) compared to when the goal is expressed in terms of profit made (i.e., a positive frame). Similarly, compensation structure is also expected to have an effect on flexibility. As stated above, the seller may perceive the goal of earning di- visional profit as a more important goal when divisional profit is a larger JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 456 GHOSH AND BOLDT percentage of total compensation than when divisional profit is a smaller percentage of total compen- sation. Thus, it is expected that sellers will be less likely to give up a portion of their divisional profits via conces- sion on price. H4: Sellers will be less flexible via conces- sion on price when bonus compensation based on divisional profit is a larger per- centage (i.e., high compensation) com- pared to when bonus compensation based on divisional profit is a smaller percentage (i.e., low compensation). METHOD Design and Participants Participants were 48 managers of a Fortune 500 covcvpdiny. Inter-unit trans- fers are quite common in this organ- ization and the prices of these trans- fers are nearly always negotiated between managers of the trading units. The participants had, on aver- age, 14.5 years of experience. All of the participants have had direct and frequent involvement with determin- ing transfer prices: 29 (61%) vvnithin the past year, 17 (35%) within the past 2-4 years and two (4%) more than five years ago. In our experiment, we manipu- lated goal framing by asking one group to think about the profit made from a transfer (positive frame) and the other group to think about the profit foregone (negative frame) to the other division from a transfer. There were two levels of compensa- tion structure obtained by varying the extent to which compensation de- pends on division profit (low and high). The 2X2 research framework from the configuration of the inde- pendent variables of framing and compensation structure resulted in four cells. They are: profit earned-low compensation (#1), profit earned- high compensation (#2), profit fore- gone-low compensation (#3) and profit foregone-high compensation (#4). Task and Procedure Due to the difficulty in obtaining qualified participants (i.e., managers with inter-unit transfer pricing expe- rience), only seller judgments were measured and every manager per- formed two tasks: one for each of any two of the four cells described above (i.e., cell #1 and #2, or cell #1 and #3, etc.). The experimental materials, along with the instructions, were sent to the organization's Director of Training, who then distributed them to managers with inter-unit pricing experience. To avoid ordering ef- fects, the combination and sequence of the tasks was randornly assigned to participants (see Kirk, 1995). For each task, the managers read the task and decided the quantity and price they would agree to in a negotiated settlement. The participants also pro- vided the minimum price they would be willing to sell at for the same quan- tity selected in the first part of the task. Next, they completed a debrief- ing questionnaire to collect informa- tion on their experience and check the experimental manipulations. Research Variables Goal Framing. Both framing manip- ulations stressed the same goal of at- taining profit from negotiated trans- fer pricing. For the positive frame manipulation, the participant was told to think about how much profit could be made from the transfer. The task posed the following question: JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 THE EFFEGT OF FRAMING AND COMPENSATION STRUCTURE 457 1. You are trying to decide the quantity and the transfer price of the motors you will sell to the Fans Division and the profit your divi- sion will earn from that decision. A. For you to agree to sell your motors to the Fans Division for the year 2005, what should be the quantity and the transfer price per motor? Quantity: motors Transfer price (per motor): $ B. Based on the transfer price and quantity you agreed to in (A) above, how much profit will your division make in 2005 from internal sales: $ For the negative frame manipulation, the task posed the following: 1. You are trying to decide the quantity and the transfer price of the motors you will sell to the Fans Division and the profit your divi- sion will forego to the Fans Division from that decision. A. For you to agree to sell your motors to the Fans Division for the year 2005, what should be the quantity and the transfer price per motor? Quantity: motors Transfer price (per motor): $_ B. Based on the transfer price and quantity you agreed to in (A) above, how much profit will your division forego to the Fans Division in 2005 from internal sales: $ Compensation Structure. The com- pensation structure manipulation varied the bonus percentages from division profit. For the low compen- sation group, each manager was to as- sume that the bonus percentage was three percent (3%) of their divisional profit. For the high compensation condition, the bonus percentage was thirty percent (30%) of divisional profit. (The Appendix includes the instructions for the profit made-low compensation condition (i.e., cell#l) only.) Share of Profit To make the task somewhat realistic and consistent with the judgments made by the par- ticipants in their daily work, partici- pants were asked to initially specify the quantity of units to be transferred as well as the price. They made these judgments based on the information presented in Table 1. Based on this information, divi- sional profit does not strictly increase as the quantity transferred and trans- fer price increases. Rather, the amount of divisional profit varies, de- pending on both the quantity of units to be transferred and the price agreed to for that particular quantity. Hypotheses 1 and 2 both relate to the seller's share of the profit availa- ble. Typically, division managers will agree to the quantity that should be transferred so that both divisions will profit from the exchange and then negotiate a price to divide the profit available from the transaction (see Zimmerman, 2006). In this study, the dependent variable, the seller's share of the profit available from the trans- action, was operationalized as the proportion of profit made from the transfer to total profit possible for the quantity selected by the participant, or the profit ratio. For example, sup- pose a participant selected 45,000 units as the quantity to be transferred and $9.10 as the selling price. For the quantity selected, 45,000 units, the seller claims profits of $36,500 [($9.10 X 45,000) - ($3.90 X 45,000) - $197,500]. However, for the 45,000 quantity, there is $482,000 in profit available to be shared among the two trading divisions [($19 X 45,000) - ($3.90 X 45,000) - $197,500]. In this example, the seller's expected share of the profit available is .076 or 7.6% [$36,500/ $482,000]. A higher profit ratio indi- cates that the seller is claiming a greater share of the available profit from the transfer. Flexibility. For determining flexibil- ity during negotiation, the following JOURNAL OF MANAGERL^L ISSUES Vol. XVIII Number 4 Winter 2006 458 GHOSH AND BOLDT Table 1 Decision Aid Data Provided to Participants RELEVANT INFORMATION TO HELP YOU IN YOUR DECISION Quantity required by Fans Division: Selling price of Fans Division: Average costpermotor: Your division's average profit from external sales (fixed): 15.000 - 60,000 motors per year, $19,00 per exhaust fan Up to 25,000 motors ($4,00 per motor + $100,000 fixed costs): $8,00 25.001 - 40,000 motors ($3,95 per motor + $148,000 fixed costs): $7,65 40,001 - 50,000 motors ($3,90 per motor + $197,500 fixed costs): $7,85 Above 50,001 motors ($3,85 per motor + $255,000 fixed costs): $8,10 (Note: These costs are for intemal transfer only. Additional marketing costs, such as collection expenses, advertisements, sales personnel, etc, are not included,) $352,000 question was posed to participants af- ter they answered question (1) above: 2, At the quantity level stated by you in (1) above, what would be the absolute minimum price at which you will agree to a transfer? Minimum price for transfer (per motor): $ The dependent variable, flexibility, was operationalized as the proportion of flexible proflt amount [i,e,, proflt made (as per question lA) less proflt made from the minimum transfer price (as per question 2)] to proflt made from the transfer at the price and quantity specifled in Question lA, This ratio, which we refer to as the flexibility ratio, measures the per- centage of proflt that the negotiator is willing to give up during negotia- tions, A higher flexibility ratio indi- cates more flexibility during negotia- tion. For example, suppose the same participant that provided 45,000 units and a transfer price of $9,10 (see ex- ample above) provided a minimum transfer price of $8,50 in Question 2, The transfer price of $8,50 would provide $9,500 of proflt to the seller [($8,50 X 45,000) - ($3,90 X 45,000) - $197,500], The flexibility ratio would be ,7397 [($36,500 - $9,500)/$36,500] and indicate a will- ingness on the seller's part to give up 73,97% of the proflt claimed by the flrst price provided in Question lA, RESULTS Observations from 96 tasks (i,e,, 48 participants who completed two tasks each) were available with 24 obsei-va- tions in each cell. As might be ex- pected from participants with consid- erable experience in the decision setting, all observations gathered were useable. That is, there was no need to drop an observation due to incorrect calculations or clear evi- dence that a participant misunder- stood the instructions, etc. Descriptive statistics are provided in Table 2, An examination of the means for proflt made, proflt ratio, flexibility amount and flexibility ratio provides initial support for the re- search hypotheses. That is, the means JOURNAL OF MANAGERIAL ISSUES Vol, XVIII Number 4 Winter 2006 THE EFFECT OF FRAMING AND COMPENSATION STRUCTURE 459 Table 2 Descriptive Statistics - Means (Standard Deviations) for Dependent Variables Number of Observations Profit Made Profit Forgone POSITIVE Profit from Minimum FRAME Transfer Price Flexibility Amount = Profit Made - Minimum Profit Profit Ratio = Profit Made (Made + Forgone) Flexibility Ratio = Flex. Amount Profit Made Number of Observations Profit Made Profit Forgone NEGATIVE Profit from Minimum FRAME Transfer Price COMPENSATION STRUCTURE 3% Variable 24 $136,593.75 ($118,497) $384,78 l.(X) ($149,429) $33,625.00 ($82,266) $102,968.75 ($80,166.59) 0.265 (0.229) 0.846 (0.259) 24 $212,864.33 ($81,350) $241,934.79 ($108,956) $116,347.71 ($85,398) 30% Variable 24 $232,510.67 ($67,461) $198,916.88 ($87,512) $160,458.54 ($65,160) $72,052.13 ($37,390) 0.568 (0.148) 0.320 (0.143) 24 $343,033.71 ($156,816) $128,489.33 ($77,018) $261,408.17 ($158,424) Flexibility Amount = $96,516.63 Profit Made - Minimum Profit ($50,424) Profit Ratio = 0.469 Profit Made (Made + Forgone) (0.132) Flexibility Ratio = 0.499 Flex. Amount Profit Made (0.231) $81,625.54 ($88,991) 0.718 (0.160) 0.240 (0.252) JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 460 GHOSH AND BOLDT of the profit measures indicate more profit as well as a larger share of profit available in the negative frame con- dition than in the positive frame con- dition. In addition, the means of the flexibility measures suggest less flexi- bility in the negative frame condition than in the positive frame condition. Share of Profit Hypothesis 1 predicts that sellers' shares of profit available will be higher when the profit goal is ex- pressed in terms of profit foregone (i.e., a negative frame) compared to when the goal is expressed in terms of profit made (i.e., a positive frame). Hypothesis 2 predicts that sellers will expect a larger share of profit availa- ble when the bonus percentage based on divisional profit is larger. To test these hypotheses, a two-way ANOVA analysis was done with framing (two levels: positive and negative frame) and compensation structure (two lev- els: low [i.e., 3%] and higb [i.e., 30%]) as categorical independent variables and profit ratio as the de- pendent variable. The results (Table 3, Part A) indicate that the overall ANOVA model was significant (F = 29.46, p = 0.0001). Further, the in- dependent variables, compensation structure (F = 25.69, p = 0.0001) and framing (F = 62.09, p = 0.0001), were both significant explanatory variables of profit ratio. The interaction of the two independent variables was not significant. Panel B shows the overall mean of the profit ratio scores sepa- rately for the two independent varia- bles. The profit ratio is significandy higher for the high compensation structure and negative framing com- pared to the low compensation struc- ture and positive framing. An examination of eta squares and partial eta squares (Table 3, Panel C) was done next to gain some insight into the practical significance of framing and compensation structure in explaining the profit ratio scores. Using eta squared as the measure of effect size, compensation accounts for 14% of the variability in tbe profit ratio scores while framing accounts for 34% of the variability. Using eta partial squared as the measure of as- sociation, compensation accounts for 22% of the variability while framing accounts for 40%. In conclusion, the results support the first two hypothe- ses that negative goal framing and a compensation structure with a larger bonus percentage-based divisional profit results in sellers claiming a larger sbare of the pro0t available. Flexibility Hypothesis 3 predicts that when the profit goal is expressed in terms of profit foregone from the transfer (i.e., a negative frame), sellers will be less flexible about the price compared to when the goal is expressed in terms of profit to be made from that price (i.e., a positive frame). Hypothesis 4 pre- dicts that sellers will be less flexible about the price when the bonus based on divisional profit is a larger percent- age. These hypotheses were first tested using a two-way ANOVA analysis with framing (two levels: positive and neg- ative frame) and compensation struc- ture (two levels: low [i.e., 3%] and high [i.e., 30%]) as categorical inde- pendent variables and flexibility ratio as the dependent variable. The results (Table 4, Part A) sbow the overall ANOVA model to be sig- nificant (F = 34.06, p = 0.0001). However, while both compensation structure (F = 21.37, p ^ 0.0001) and JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 THE EFFECT OF FRAMING AND COMPENSATION STRUCTURE Table 3 Framing and Profit 461 Part A: Source Two-way ANOVA with PROFIT RATIO as Dependent Variable Sum of DF : Model 3 Error 92 Corrected Total 95 Source DF Compensation Structure 1 Framing 1 Structure x Framing 1 PartB: PartC: Least Squares Means Compensation Structure Low (or 3 percent) High (or 30 percent) Framing Positive Negative Mean Squares 2.59 2.70 5.30 Type mss 0.75 1.82 0.02 Eta Squared and Partial Eta Squared Effect Compensation Structure Framing Structure X Framing Square 0.86 0.03 Mean Square 0.75 1.82 0.02 ratio LSMEAN 0.42 0.59 ratio LSMEAN 0.37 0.64 Eta Squared 0.142 0.343 0.003 F Value Pr > F .46 <.O0Ol F Value 25.69 62.09 0.61 HO:LSMeanl t Value 5.07 HO:LSMeanl t Value 7.88 Partial Eta Squared 0.217 0.403 0.007 R-Square 0.49 Pr > F <.OOO1 <.OOO1 0.4382 = LSMean2 Pr>ltl <.OOO1 = LSMean2 Pr>ltl <.OOO1 J OURNAL OF MANAGERIAL ISSUES Vol. XVIII Nu mber 4 W inter 2006 462 GHOSH AND BOLDT framing (F = 72,44, p = 0,0001) were significant explanatory variables of the flexibility ratio, the interaction of the two independent variables was also significant (F = 8.35, p = 0,0048), The means of the flexibility ratio in part B of Table 4 explains this interaction. For the low compensa- tion condition, the difference in the mean flexibility ratios is 0,347 (0,846 in the positive frame condition and 0,499 in the negative frame condi- tion). In contrast, the difference in the mean flexibility ratios in the high compensation condition is 0.08 (0.32 in the positive frame condition and 0,24 in the negative frame condi- tion) , That is, while negative framing reduces flexibility, it does so more in the high compensation condition. Another examination of eta squares and pardal eta squares (Table 4, Panel C) was done to assess the ex- tent of association between framing and compensation structure and the flexibility ratio scores. If eta squared is used as the measure of effect size, then compensation accounts for about 21% of the variability in the flexibility rado scores while framing accounts for almost 70% of the vari- ability. Using eta pardal squared as the measure of association, compen- sation accounts for about 29% of the variability while framing accounts for approximately 58%, In conclusion, the results support the hypothesis that negative goal framing would re- duce flexibility of sellers entering into a transfer price negotiation more than positive goal framing. However, this reduction is somewhat moder- ated by the compensadon structure. DISCUSSION AND CONCLUSIONS In their review of negotiation lit- erature, Bazerman et al. (2000) con- clude that motivation of negodation behavior occurs via the negotiator's mind because negodator behavior and outcome is determined by how the negodator perceives and con- structs the game situadon. The find- ings in this article are consistent with other research showing how individ- ually-held perceptions of the situa- tion affect processes and outcomes of negotiations (Larrick and Blount, 1997). This article shows that framing the potendal profit outcome in terms of profit foregone (i.e., a negadve frame) enhances the seller's claimed share of profit available from a trans- fer compared to when the potendal profit outcome is framed in terms of profit made (i,e,, positive frame). Further, this framing effect was per- sistent across both compensation structures tested. However, although the effect is moderated by compensadon struc- ture, negadve framing makes the sell- ers less flexible than positive framing. That is, the price below which the sell- ers are unwilling to trade when the goal is negadvely framed is reladvely close to the upper bound exchange price compared to when the goal is posidvely framed. This reduced flexi- bility suggests that there may be more potendal for conflict with negadve goal framing than with posidve fram- ing. For organizadons concemed with inter-divisional conflict, the costs asso- ciated with using negadve goal frames in negodadon situadons may exceed the benefits, Importandy, this ardcle cannot address this trade-off because only one side of the transacdon is ex- amined (the seller side). Further, no future costs of inflexibility (e.g., lack of cooperadon or willingness to trade in future periods) are included in this study. JOURNAL OF MANAGERIAL ISSUES Vol, XVIII Number 4 Winter 2006 THE EFFECT OF FRAMING AND COMPENSATION STRUCTURE Table 4 Framing and Flexibility 463 Part A: Two-way ANOVA with Sum of Source DF Model 3 Error 92 Con-ected Total 95 Source Compensation Structure Framing Structure x Framing DF 1 1 1 FLEXIBILITY RATIO as Dependent Variable Mean Squares Square 5.23 1.74 2.70 0.03 5.30 Type inss 1.09 3.70 0.43 F Value 34.06 Mean Square 1.09 3.70 0.43 Pr>F <.00Ol F Value 21.37 72.44 8.35 R-Square 0.53 Pr>F <.OOO1 <.00Ol 0.0048 Part B: Flexibility Ratio Means - Compensation Structure by Framing Compensation Structure Low (i.e., 3%) High (i.e., 30%) Goal Framing Positive Negative 0.846 0.499 0.320 0.240 Part C: Eta Squared and Partial Eta Squared Effect Compensation Structure Framing Structure X Framing Eta Squared 0.206 0.698 0.081 Partial Eta Squared 0.288 0.578 0.137 JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 464 GHOSH AND BOLDT To effectively manage inter-profit center relations, it is important to un- derstand how to affect motivational behavior during negotiations. Prior research suggests (Ghosh, 2000) that complementary arrangement of or- ganizational factors should be such that negotiating managers have a sin- gular motive (i.e., cooperative or competitive) to achieve overall bene- fits. This article suggests the framing effect impacts sellers' share of profit available from a transfer over and above the effect from compensation structure. Of course, it is possible that the value provided in the high com- pensation structure condition (i.e., 30%) was simply not large enough to swamp the framing effect and the framing effect may be mitigated at higher values. However, the instruc- tions to participants minimized the risk of failure and indicated a signifi- cant amount of guaranteed profit. These factors may have enhanced the perceived stability of the market and reinforced the motivation ability of di- vision only performance results (Chalos and Haka, 1990). The find- ings of a persistent framing effect chal- lenges practitioners to be aware that how negotiations are framed may im- pact negotiation outcomes, even when managers face a compensation struc- ture that should motivate them to be focused on enhancing their divisional profit. The effect on the company can be far-reaching because many com- pany decisions are made based on di- visional profit numbers (e.g., person- nel decisions, expansion decisions). Furthermore, there is no guarantee that motivations successful in increas- ing divisional profit outcomes will also lead to higher company profit out- comes (Chalos and Haka, 1990). As with any research effort, limita- tions exist and the results of the pres- ent experiment must be considered in light of those limitations. One no- table limitation is each participant completed the task under two differ- ent conditions. While the repeated use of participants made efficient use of experienced managers, it is possi- ble this method also introduced bias into the results. Another limitation is the use of a single event task. While the instructions describe an ongoing relationship among the trading divi- sions, the participants did not actually negotiate or make multiple period decisions. Also, as stated above, the instructions to participants mini- mized the risk of failure. Of course, many negotiations are expected to be recurring and this study does not ex- amine how the results may differ in an ongoing negotiation setting or when there is a real risk of failure. In addition, features of the experimen- tal design, such as the cue values used for the compensation structures and task-specific wording, may limit ge- neralizability to other situations. This research provides additional ev- idence on the importance of negotia- tors' mental perceptions of the nego- tiation situation and the potential impact of these perceptions on nego- tiation outcomes. Future research could consider the effect of other fac- tors that may shape negotiators' men- tal perceptions of" the negotiation sit- uation like social relationships, emotions, ethics and culture. The find- ing of an interaction effect among compensation structure and framing on flexibility suggests another poten- tially fruitful avenue for further re- search. For example, does the degree of operating leverage (ratio of fixed costs to total costs) or the selected pro- duction level (extent of commitment to intemal sales) influence fiexibility? Further study is needed on the factors JOURNAL OF MANAGERIAL ISSUES Vol. XVIII Number 4 Winter 2006 THE FFFECT OF FRAMING AND COMPENSATION STRUCTURE 465 affecdng flexibility, and other inter- italize on the framing effect or other personal variables, to understand the factors designed to shape managers' complete effect on a company from percepdons of inter-divisional interac- implemendng changes that would ca{> dons. APPENDIX (For Profit Made and Low Compensadon Structure Condidon) INTRODUCTION Assume that in a manufacturing firm, you are the manager of the Motors Division producing electric motors. One of your motors, which consdtute about 25% of your divisional sales, is required to be sold internally to the other division in the firm, namely the Fans Division, which uses it for one of their finished products (exhaust fans). Your motor and the exhaust fan are standard industry products. Hence, neither division has much flexibility to either pass on or recoup additional product costs. The remainder of your sales (about 75%), which in- cludes different types of motors, occurs in the open market. The demand and the price for the motors on the external market are very stable; thus, profit to your division from these sales is stable. Your divisional profit is, therefore, the sum of the profit from internal transfers to the Fans Division and the fixed profit from external sales. Your compensadon has a fixed salary and a bonus based solely on the per- formance of your division. Specifically, your bonus is 3% of your divisional profit (sum of the profit from internal sales and the fixed profit from external sales). The transfer price for selling the motors to the Fans Division is negodated between you and the manager of the Fans Division and you can negodate what- ever price is sadsfactory to both of you. The exact transfer price (for the quandty involved) is important to both of you because it has a significant effect on both divisions' profits. Both divisions are about the same size in terms of invested capital, divisional profit and interdependencies. You are required to decide the quandty and the price at which you will agree to transfer the motors to the Fans Division for the year 2005. In making your decision, think ahout the extent of profit your division would potentially make from the internal transfer. You will be provided with the relevant information to help you in your decision. YOUR COMPENSATION FROM THE NEGOTIATED TRANSFER PRICE The following illustration may help you to understand how your compensadon will be determined. Assume that based on the informadon provided, you agree to sell 40,000 motors in a year at a price of $15.50 each at which level your divisional profit from internal transfers will be $76,800. Assume that from your external sales (75% of your division's sales) you earned a fixed profit of $242,600. Therefore, your total divisional profit is $319,400 (i.e., $76,800 + $242,600), As stated earlier, your bonus is 3% of your divisional profit of $319,400 or $9,582. However, if your offered price for the quandty of transfer is unacceptable to the manager of the Fans Division and is rejected, then you earn zero profit from JOURNAL OF MANAGERIAL ISSUES Vol, XVIII Number 4 Winter 2006 466 GHOSH AND BOLDT internal transfer. Your bonus then will be based only on the fixed profit from external sales The above figures, except for the bonus percentage (3%) and the proportion of internal transfer (25%) to external sales (75%), are illustrative only and should not be assumed to apply to the actual project, RELEVANT INFORMATION TO HELP YOU IN YOUR DECISION Quantity required by Fans Division: 15,000 - 60,000 motors per year Selling price of Fans Division: $19,00 per exhaust fan Average cost per motor: Up to 25,000 motors ($4,00 per motor + $100,000 fixed costs): $8.00 25,001 - 40,000 motors ($3,95 per motor + $148,000 fixed costs): $7,65 40,001 - 50,000 motors ($5,90 per motor + $197,500 fixed costs): $7.85 Above 50,001 motors ($3,85 per motor + $255,000 fixed costs): $8,10 (Note: These costs are for internal transfer only. Additional markedng costs, such as collection ex- penses, advertisements, sales personnel, etc, are not included.) Your division's average profit from external sales (fixed): $352,000 1, You are trying to decide the quantity and the transfer price of the motors you will sell to the Fans Division and the profit your division will earn from that decision, A, For you to agree to sell your motors to the Fans Division for the year 2005, what should be the quandty and the transfer price per motor? Quantity: motors Transfer price (per motor): $ B. Based on the transfer price and quandty you agreed to in (A) above, how much profit will your division make in 2005 from internal sales: [Note: your bonus is 3% of your divisional profit] 2. At the quandty level stated by you in (1) above, what would be the absolute minimum price at which you will agree to a transfer? Minimum price for transfer (per motor): $ References Bazerman, M, H,, J. R. Curhan, D, A. Moore and K L. 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