UCSD MGT 18 Midterm

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 is Hofstede's Social Identity Theory?

Pyramid diagram

Personality<-->culture<-->human nature

Top: personality "we are each unique"

Middle: culture "we are each a member of many groups"

Bottom: human nature "we share certain universal characteristics"

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 does Harrison say about diverse teams?

They are prone to dysfunction because the differences that feed creativity and high performance can also lead to communication barriers

What does Harrison say the most important inhibitors of team effectiveness are?

Differences over strategic goals

Personality conflicts

Differing levels of commitment to team actions

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

What did Harrison find about teams regarding to surface level and deep level differences?

Teams with fewer deep level differences got along better and made better products regardless of how many surface level differences they had.

So, maximize differences in knowledge, skills, and abilities and minimize differences in beliefs and attitudes

What can we use to recognize and manage deep level identity issues in teams according to Polzer and Elfinbein

communicating identities, forming impressions, and identifying/improving congruence

High congruence improves the performance of diverse teams

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

According to Polzer and Elfinbein, what is interpersonal congruence?

Self perception aligned with appraisals from coworkers

What do Katzenbach and Smith say is the essence of a team?

Common commitment to collective performance

What do Katzenbach and Smith say is necessary for an effective team?

specific performance goals

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 do Huckman and Staats think is underestimated in regards to its effects on team performance?

Team familiarity

How do Katzenbach and Smith define a team?

A group of people who have complementary skills and are committed to a common purpose and performance goals and hold each other mutually accountable

Real teams do real work together.

What are Katzenbach and Smith's main team characteristics?

Shred leadership roles

Individual and mutual accountability

Specific team purpose the team works towards

Collective work products

Encourages open discussions and problem solving meetings

Measures performance directly

Discusses, decides, and does real work together

What are characteristics of a work group, not a team? (Katzenbach and Smith)

Strong and clearly focused leader

Individual accountability

Group purpose is the same as the organizational mission

Individual work products

Efficient meetings

Measures work indirectly by how they influence others

Discuss, decide, delegate

What are Katzenbach and Smith's tactics for building team performance?

Urgency, standards, direction

selection

focus on how you establish the team

clear expectations and rules for behavior

jumping into the task

challenging the groups

spending time together

positive feedback/rewards/recognition

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 Tuckman's 5 phases of Group Development Theory?

Forming, Storming, Norming, Performing, and Adjourning

What are Lencioni's 5 dysfunctions of a team?

Absence of trust, fear of conflict, lack of commitment, avoidance of accountability, inattention to results

What are Task Roles?

Address group productivity and goal achievement

Initiator, opinion seeker, integrator, facilitator, energizer, devil's advocate, recorder

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 Katzenbach and Smith, what is not an important characteristic of a team?

Compatible personalities

According to Katzenbach and Smith, a team cannot "own" its purpose unless management leaves it alone to be autonomous, true or false?

False

Should you regularly mix up the people on a team?

No

What do Edmonson and Rolof say can be a way to fix how diversity in the workplace can often impede performance and learning (due to communication barriers, etc?)

Feeling psychologically safe

What do Edmonson and Rolof name as the kind of diversity that results from differences in hierarchal status?

Disparity diversity

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

effective listening

According to Rosh and Offermann, what is the key characteristic that makes the biggest differences for improving group performances?

Authenticity

In Jeffery Connor's article "It Wasn't About Race, or Was It?", what is the main issue discussed?

Institutional compliance

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 disparity diversity?

Differences from hierarchal or social status, can be organizational (like in the work place) or from society (such as racial biases)

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 does Gladwell say about airplane pilots?

They are more likely to crash if it is the first time the team is working together.

What do Hill and Linebacker say is the "acid test" for the listener?

"If you aren't willing to change your mind, you aren't really listening"

What do Hill and Linebacker say is the "acid test" for the speaker? (also USeem?)

"Words unheard were never spoken"

What is Davidson's listening continuum?

Reflective, middle range, and directive

From speaker-centered to listener-centered

What do Rosh and Offermann say you can do to increase authenticity?

Build a foundation of elf knowledge

consider relevance to the task

keep revelations genuine

understand organizations and the culture they are derived from

Delay or avoid overly personal disclosures

According to Gladwell, businesses that depend on open and honest interpersonal communication should avoid tampering with cultural mindsets, T or F?

False

According to Heffernan's TEDTalk, what is the most important way of summarizing her overall message?

View conflict as opportunity

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

Challenge and Advice

According to Cuddy, what personal chemistry is preferred in interview situations?

High testosterone, low cortisol

Aka: high confidence, low stress

According to Rosh and Offermann, what type of disclosure should we avoid or use very sparingly in the work place?

Personal disclosures

What are the three different types of intelligence?

Emotional, social, cultural

According to Goleman, which type of intelligence is most needed to manage yourself and your relationships most effectively?

Emotional intelligence

According to Ross, how can you make a good team become great?

Build group emotional intelligence

According to Goleman and Boyatzis, fostering positive feeling in others in the workplace has little to do with leadership, T/F?

False

Do Goleman and Boyatzis think social intelligence is something that comes naturally and can not be learned?

Nope

According to Earley and Masakowski, how a grasshopper can be viewed is largely a function of what kind of perspective?

Cultural: pest, pet, food

What is emotional intelligence (EI)?

The ability to manage yourself and your relationships

The emotional tasks of the leader are the most important

EI can account for 90% of the different in top performers vs. average performers

What are the 4 components of EI?

Self awareness, self management, social awareness, social skills

What are mirror neurons?

Neurons that light up whether you are doing the task or watching someone else do the same task.

Helps in the "contagious" spread of emotions, etc

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

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

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 does Ross say about group EI?

It is specific team goals and abilities, not the sum of each of the member's EIs

What do Earley and Masakowski say about cultural intelligence (CI or CQ)?

It is a person (usually and outsider's) seemingly natural abilities to interpret someone else's gestures in the same way someone from that culture would

What are the three sources of CI (aka CQ) ?

head/cognitive

body/physical

heart/emotional

Also comes from meta-cognition, cognition, motivation, and behaviors

What are the different types of CI (aka CQ) one can be?

The provincial (okay with own culture, less successful in very different ones)

The natural

The analyst

the Ambassador

the mimic

The chameleon (most rare)

What does Crowne say about emotional intelligence?

It's the ability to interact in many different cultures

What does Sirolli say is the most important for helping others?

Listening effectively

What capacity is more likely to predict successful performance in senior managers?

emotional intelligence

Mirror neurons help with which social skill?

Empathy/ EI

According to Ross, what distinguishes good leaders from great ones?

EI

According to Earley and Masakowski which profile fits the best into new cultural contexts?

The chameleon, but this is also the most rare