MGT 18 Midterm Exam

Diversity is considered by what perspectives?

Identity

Domestic/global

Cognitive

What does Goldsmith say about diversity tension as a positive?

Produces valuable brainstorming sessions

Imaginative problem-solving/decision-making

Unique perspectives on strategic planning

Inventive product development ideas

What is super-additivity?

Where the product is greater than the sum of its parts: 1+1=3

Who do we tend to be biased towards? (as in, who do we prefer to be with?)

People who are very similar to ourselves. Often look/think/speak the same way, are from similar backgrounds, etc. This is also known as in-group favoritism or homophily.

What are the different circles that make up identity?

Primary: age, gender, ethnicity, etc.

Secondary: religion, education, working style, if you're married or not, etc.

Organizational: industry, tenure, network, division, department, location, etc.

Cultural: flexible v structured, individual v team, power views, body language, time, etc.

What are Page's 4 conditions for diversity to trump ability?

1: the problem must be hard

2: the people must be smart

3: the people must be diverse

4: teams have to be reasonably large and were chosen from a large and diverse pool of candidates

What does Goldsmith call the stress created by having a mix of cultural differences and similarities?

Diversity tension

Banaji at al. calls attention what factor that can impact decision making in the workplace?

Implicit biases

According to Page, which team do we think we would we enjoy more and find more fun?

A homogenous team

What does Page think will increase the probability of innovation?

Two or more smart individuals who have various perspectives and disagree on them

What is a way of understanding ourselves and others as grounded in various group memberships, such as organizational membership, religious affiliation, gender and age etc.?

Social identity

Does Sucher thinks that social categorizing and labeling someone as an "other" in the work environment is a positive?

No

Does Sucher think that the conscious desire to unbiased will eliminate unconscious bias in the workplace?

No

In the article "Managing a Public Image", Kevin
Knight reflected on a class discussion about the case of "Jensen Shoes." What were his concerns when looking back?

That he was personally too biased, that he'd be seen as arguing too passionately for the minority perspective, and that he was too concerned with how others perceived him.

What does Polzer say serves as an anchor from which we often fail to adjust our views even when faced with new information?

First impressions

What is the difference between implicit and explicit biases?

Implicit biases are had with no awareness or conscious intent

Explicit biases are ones you are aware of and have consciously thought about

What does Banaji et al. say are 4 sources of unintentional bias?

Implicit forms of prejudice

In-group favoritism or bias

Conflict of interest

Tendencies to overclaim credit

What can we do to decrease our unintended (implicit) biases?

Be mindful of on weaknesses, gather data instead of blindly accepting it, reshape your environment looking carefully for implicit bias, seek the "veil of ignorance" and let others help with the decision making process for diversity, remember the power of priming

What does Davidson think about the Social Identity Theory?

Group assignments influence our identity --> brains create order by reorganizing and labeling --> poor understanding of groups leads to stereotypes --> in-groups and out-groups are formed --> unintended bias is the result

Circular, so last step leads back to first step and the cycle repeats

What does Sucher say about Davidson's model about the Social Identity Theory?

We categorize ourselves and others thought primitive genetic characteristics --> main identity is the combination of age, race, and gender --> we allow this main identity (master status) to dominate our opinions of each other --> we protect our in-groups both intentionally and unintentionally --> become hyper aware of the minority status and see otherness as a negative

Circular, so last step leads back to first step and the cycle repeats

What are surface level differences and how are they different from deep level differences?

Surface level differences are things like race, gender, age

Deep level differences are things like personality, values, attitudes

Do surface level differences tend to decrease or increase with time?

Decrease with time because surface level differences are usually just made for initial judgements, but with time clear values and attitudes emerge

Does everyone experience implicit bias?

yes

What is the veil of ignorance?

Minimizing self -interest in making a judgement

What characteristics are considered master statuses/ foreground identities?

Gender, age, ethnicity

Does Hackman think that harmonious teams are more or less productive?

Less productive

Is a team more likely to underperform the more time they spend working together?

No-- no need to frequently mix up the teams

What components are necessary for team effectiveness according to Hackman?

Must be a real team with enabling structure and compelling difference, working under a supportive organizational context with expert coaching

What are what Hackman say are the 6 biggest misconceptions about teams?

That harmony helps, changes in membership are good, bigger is better, you don't need to be face-to-face, that success depends on leadership, and that teams are magical

What are Maintenance Roles?

Relate to group cohesion, intricate group behavior and maturity

encourager, harminozer, tension reliever, gate keeper, feelings expresser

What are Dysfunctional Roles?

disruptive roles that detract from productivity and cohesion, prevent group development and maturity

Blocker, isolater, dominator, controller, recognition seeker, clown, cynic

According to Davidson, what is the first and most important skill for getting interpersonal competence?

effective listening

What is separation diversity?

Different ways of seeing in- and out-groups. Can be created through differing opinions, or even from being in different time zones or locations (like a remote team)

What is variety diversity?

Categorical differences, such as differences in education, function, gender, and ethnicity. Can be good and lead to a rich perspective.

What is psychological safety?

The belief that one will not be rejected or humiliated, and they are free to express themselves even if they make a mistake.

Promotes knowledge sharing and collaboration

Opens invites conflict which leads to opportunity

What is Davidson's listening continuum?

Reflective, middle range, and directive

From speaker-centered to listener-centered

On Davidson's Listening Continuum, what are the most listener-centered responses?

Challenge and Advice

What are the three different types of intelligence?

Emotional, social, cultural

What are the 4 components of EI?

Self awareness, self management, social awareness, social skills

What can you do to improve your SI and EI?

Ask yourself if you even care, get some feedback, study your profile, identify strengths and weaknesses, make learning agreements with yourself

Your EI and SI will take you places your intellect cannot because they are how you communicate

What are the primary components of Social Intelligence (SI)? (there are 7)

Empathy, attunement, organizational awareness, influence, developing others, inspiration, teamwork

Diversity is considered by what perspectives?

Identity, Domestic/global, cognitive

What does Goldsmith say about diversity tension as a positive?

Produces valuable brainstorming sessions, imaginative problem solving-decision making, unique perspectives on strategic planning, and inventive product development ideas

What is super additivity?

Where the product is greater than the sum of parts 1+1=3

Who do we tend to be biased towards? (as in, who do we prefer to be with)

People who are very similar to us. Often look/think/speak the same way, are from similar backgrounds, etc This is also known as in-group favoritism or homophily

What are the different circles that make up identity?

Primary: age, gender, ethnicity, etc. Secondary: religion, education, working style, if you’re married or not, etc. Organizational: industry, tenure, network, division, department, location, etc. Cultural: flexible vs structures, individual vs team, power views, body language, time, etc

What are the Page’s 4 conditions for diversity to trump ability?

1. The problem must be hard 2. the people must be smart 3. the people must be diverse 4. teams have to be reasonably large and were chosen from a large and diverse pool of candidates

What does Goldsmith call the stress created by having a mix of cultural differences and similarities?

Diversity Tension

Banaji at al. calls attension what factor that can impact decision making in the workplace?

Implicit biases

According to Page, which team do we think we would enjoy more and find more fun?

A homogenous team

What does Page think will increase the probability of innovation?

Two or more smart individuals who have various perspectives and diagree on them

What is a way of understanding ourselves and others as grounded in various group memberships, such as organizational membership, relgious affiliation, gender, age, etc

Social identity

Does Sucher think that social categorizing and labeling someone as an “other” in the work environment is a positive?

No

Does Sucher think that the conscious desire to unbiased will eliminate unconscious bias in the workplace?

No

What components are necessary for team effectiveness according to Hackman?

Must be a real team with enabling structure and compelling difference, working under a supportive organizational context with expert coaching

What are what Hackman says are the 6 biggest misconceptions about teams?

That harmony helps, changes in membership are good, bigger is better, you don’t need to be face to face, and that success depends on leadership, and teams are magical

What are dysfunctional roles?

Disruptive roles that detract from productivity and cohesion, prevent group development, and maturity. Blocker, isolater, dominator, controller, recognition seeker, clown, cynic