ELIZABETH SEELEY HOWARD - NYU

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January 2019ELIZABETH SEELEY HOWARDManagement & Organizations DepartmentStern School of Business, New York University40 West 4th Street, KMEC 7-100ANew York, NY 10012(646) 413-4430elizabeth.howard@stern.nyu.eduAcademic PositionsNew York University Stern School of Business, Adjunct Assistant Professorof Management and Organizations2008-presentNew York University Stern School of Business, Postdoctoral Fellow and Manager ofthe Behavioral Research Lab2005-2008Amherst College, Mellon Fellow, Visiting Assistant Professor of Psychology2003-2005EducationPh.D., Northwestern University2003Major area: Social PsychologyDissertation: Positions of power: How self-construal, group size and perspective taking alter the use ofpower in disputesDissertation Committee: Dr. Wendi Gardner, Dr. Leigh Thompson, Dr. Alice Eagly, Dr. Adam GalinskyM.A., Northwestern University2001Major area: Social PsychologyThesis: Practice makes perfect: The impact of chronic exertion on ability to self-controlThesis Committee: Dr. Wendi Gardner, Dr. Galen BodenhausenB.A., Middlebury College1996Majors: History and PsychologyThesis: Precursors to modernity: The early growth of the discipline of psychology and the relativeinfluence of FreudThesis Advisors: Dr. Holly Allen, Dr. Susan CampbellTeachingTeaching InterestsNegotiation and Conflict Resolution, Management & Organizations, Teams, Power & PoliticsCollaboration, Conflict and Negotiation (MBA Students, NYU Stern)Elizabeth Seeley Howard, curriculum vitae pg. 1

Rating achieved for “Overall Evaluation of the Instructor” (Summer 2017): 6.9 out of 7 Rating achieved for “Overall Evaluation of the Course” (Summer 2016): 6.8 out of 7 Representative Written Comments from 2016/7 classes:o “Great Class!”o “Very engaging and enthusiastic making the experience fun and motivating us to really learnthe material.”o “Excellent course and well taught. Professor Howard did a great job.”Negotiation and Consensus Building (Undergraduates, NYU Stern) Rating achieved for “Overall Evaluation of the Instructor” (Spring 2018): 7 out of 7 Rating achieved for “Overall Evaluation of the Course” (Spring 2018): 6.9 out of 7 Representative Written Comments from 2018:o “Amazing Professor”o “It was Brilliant”Management & Organizations (Undergraduates, NYU Stern) Rating achieved for “Overall Evaluation of the Instructor” (Fall 2017): 6.8 out of 7Rating achieved for “Overall Evaluation of the Instructor” (Fall 2018): 4.9 out of 5 (New Rating Format)Rating achieved for “Overall Evaluation of the Course” (Fall 2017): 4.7 out of 5 (New Rating Format)Representative Written Comments from 2018:o “Professor Howard is a great teacher. She explains concepts extremely clearly and in a waystudents find relatable and can enjoy.”o “I found you very inspirational because you're such an engaging speaker.”Leading People and Teams (Undergraduates, NYU Stern) Rating achieved for “Overall Evaluation of the Instructor”: (Fall 2012) 6.6 out of 7 Rating achieved for “Overall Evaluation of the Course”: (Fall 2012) 6.5 out of 7 Representative Written Comments from 2012:o “I think Professor Howard was a great instructor. She seemed eager to come to class everydayand teach, and was very passionate about the content.”o “Professor Howard was excellent, she made me very interested in this subject that I had neverfound interesting (or maybe even relevant) before.”Psychology Courses TaughtIntroductory Psychology (Amherst College)Social Psychology (Amherst College) Teaching evaluations at Amherst were in written format. Representative examples include: “She was enthusiastic and that enthusiasm was contagious.” “Ms. Seeley was a virtually impeccable lecturer.”Psychology of the Self (Northwestern)ResearchResearch InterestsOrganizational identity and the interpersonal self, negotiation and conflict resolution, self-regulation, power,group attachment and behaviorElizabeth Seeley Howard, curriculum vitae pg. 2

Elizabeth Seeley Howard, curriculum vitae pg. 3

PublicationsGardner, W. L. & Seeley, E. A. (2001) Confucius, “jen” and the benevolent use of power: The interdependentself as a “psychological contract” preventing exploitation. In J.A. Bargh and A. Lee-Chai (Eds.), The Use andAbuse of Power: Multiple Perspectives on the Causes of Corruption. Cambridge, MA; Psychology Press.Seeley, E. A., Gardner, W. L. (2003). The “selfless” and self-regulation: The role of chronic other-orientationin averting self-regulatory depletion. Self & Identity, 2, 103-117.Seeley, E. A., Gardner, W. L., Pennington, G., & Gabriel, S. (2003). Circle of friends or members of agroup?: Sex-differences in relational and collective group attachments. Group Processes and IntergroupRelations, 6, 251-263.Seeley, E. A. & Gardner, W. L. (2006). Succeeding at self-control through a focus on others: The roles ofsocial practice and accountability in self-regulation. In K. Vohs & E. Finkel (Eds.), Intrapersonal Processesand Interpersonal Relationships: How They Relate. Guilford Press.Seeley Howard, E., Gardner, W. L., & Thompson, L. (2007). The role of the self-concept and social context indetermining the behavior of power-holders: Self-construal in intergroup vs. dyadic dispute resolutionnegotiations. Journal of Personality and Social Psychology.Invited AddressesCUNY Baruch, Zicklin School of Business (December, 2007)Lehigh, Department of Psychology (November, 2007). Self-Control in Negotiations: Self-regulation indistributive and integrative negotiation outcomes.Yale, School of Management (February, 2007). Wielding power in disputes: How the self-concept and socialcontext influence the use of power.Dartmouth, Tuck School of Business (February, 2005). Does power corrupt?: Interdependent self-construaland group size moderate the use of power in a dispute resolution.University of Connecticut (December, 2004). The benevolence of high-power interdependent negotiators:The role of perspective taking and the desire for harmonious interactions.Harvard Business School (November, 2004). Does power corrupt?: Interdependent self-construal and groupsize moderate the use of power in a dispute resolution.University of Massachusetts (November, 2004). The benevolence of high-power interdependent negotiators:The role of perspective taking and the desire for harmonious interactions.Conference PresentationsSeeley Howard, E., Thompson, L., Blader, S. L., & Glenn, D. Self-Control in Negotiations: The importance ofself-regulated interaction and the pitfalls of over-regulation and depletion. Society for Personality and SocialPsychology Meeting, Albuquerque, New Mexico, February 9, 2008.Seeley, E. A., Thompson, L., and Blader, S. The Self-Control Advantage in Negotiations. Academy ofManagement Conference, Atlanta, Georgia, August 15, 2006Seeley, E. A., Thompson, L., & Gardner, W. L. Power and Exploitation in Groups: Effects of Self-construaland Group Size. Academy of Management Conference, Seattle, WA, August 8, 2003.Elizabeth Seeley Howard, curriculum vitae pg. 4

Seeley, E.A., Thompson, L. & Gardner, W.L. Interdependent self-construals moderate the benevolent use ofpower in group and dyadic disputes. Society for Personality and Social Psychology Meeting, Los Angeles,CA, February 8, 2003.Seeley, E. A. Gardner, W. L. & Thompson, L. Interdependent self-construals increase the benevolent use ofpower in a dispute resolution. Academy of Management Conference, Denver, CO, August 12, 2002.Seeley, E. A., Gardner, W.L. Self-control across cultures: Why some cultures may be better at self-controlthan others. Society for Personality and Social Psychology Meeting, Savannah, Georgia, February 1, 2002.Seeley, E. A. Gardner, W. L. & Thompson, L. Does Power Corrupt? The interdependent self-construal as apotential moderator of negotiation processes. American Psychological Society, New Orleans, LA, June 9,2002.Gardner, W.L., Solomon, J., Seeley, E., Pennington, G., & Gabriel, S. Subjective well-being as a function ofgender and relational versus collective interdependence. American Psychological Society Meeting, Toronto,Canada, June 15, 2001.Seeley, E. A., Gardner, W.L. Practice Makes Perfect: High self-monitors show more self-regulatory strengththan low self-monitors. American Psychological Society Meeting, Toronto, Canada, June 15, 2001.Seeley, E.A., Gardner, W.L., & Dobbs, L.A. Changing Implicit Attitudes: The differential impact ofelaboration and inhibition strategies. Implicit Attitudes Session Midwestern Psychological AssociationMeeting, Chicago, IL, May 4, 2001.Seeley, E., Diekman, A. & Gardner, W. Seeing the “sleeping attitude”: ERPs index attitude change in thesleeper effect paradigm. Attitude Processes Session Midwestern Psychological Association Meeting, Chicago,IL, May 5, 2000.Pennington, G. L., Seeley, E. A., Gabriel, S., Gardner, W. L., & Ernst, J. When interdependence needs gounmet: Examining the differential consequences of relational versus collective interaction deprivation for menand women. Society for Personality and Social Psychology Meeting, Nashville, Tennessee, February 5, 2000.Seeley, E.A., Pennington, G.L., Gabriel, S. & Gardner, W.L. Men & women in groups: Close relationshipsare predictive of group attachment for both genders, but men also stress the collective nature of their groups.Society for Personality and Social Psychology Meeting, Nashville, Tennessee, February 5, 2000.Academic Honors and AwardsMellon Foundation Award for supplementary funding, Amherst College2003-2004Dispute Resolution Research Center Grant, Kellogg School of Management, Northwestern University2002Culture, Language & Cognition Grant, Northwestern University2002National Science Foundation Fellowship, Honorable Mention1999Allen Edwards Fund, Student Award for Summer Research, Northwestern University1999University Fellowship, Northwestern University1998-2001College Scholar Award, Middlebury College1993-1996Academic Service and AffiliationsLeadership Development Program CoachAd Hoc ReviewerEuropean Journal of Social Psychology2012-20162003-2008Elizabeth Seeley Howard, curriculum vitae pg. 5

Basic and Applied Social PsychologyGroup Processes and Intergroup RelationsInternational Negotiation JournalAcademy of Management ConferenceAdvisor to Prospective Graduate Students, Amherst CollegeGraduate Student Association Representative, Northwestern UniversityUniversity of Chicago / Northwestern University Graduate Research Conference OrganizerBrown-bag Organizer, Northwestern UniversityProfessional ademy of Management, Association for Psychological Science, Society for Personality and Social PsychologyOutside InterestsMother of 4 children (ages 3, 6, 8, and 10 years), cooking, jogging, volunteering with children’sschoolsElizabeth Seeley Howard, curriculum vitae pg. 6

Feb 15, 2019 · Elizabeth Seeley Howard, curriculum vitae pg. 1 January 2019 ELIZABETH SEELEY HOWARD Management & Organizations Department Stern School of Business, New York University 40 thWest 4 Street, KMEC 7-100A New York, NY 10012 (646) 4

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