BUSI 174 test 3

Surface-Level Diversity

Diversity based on visible traits such as age, race, gender, and physical characteristics.

Deep-Level Diversity

Diversity based on attitudes, beliefs, values, personalities, and opinions.

Faultlines

Hypothetical dividing lines that split groups into subgroups based on multiple differences.

Why Diversity Improves Teams

Diversity improves performance by bringing multiple perspectives and ideas to problems.

Challenge of Diverse Teams

Diverse teams may experience more conflict and communication barriers.

Type A Personality

Competitive, impatient, aggressive, high-stress, and may struggle in teams.

Type B Personality

Relaxed, patient, easygoing, and works well in groups.

MBTI Extraversion

Outgoing and energized by interaction with others.

MBTI Introversion

Prefer solitude and are energized by ideas and reflection.

MBTI Sensing

Prefer detailed, concrete, factual information.

MBTI Intuition

Prefer big-picture thinking and future possibilities.

MBTI Thinking

Make decisions through logic and analysis.

MBTI Feeling

Make decisions based on emotions and personal values.

MBTI Perceiving

Flexible, adaptable, spontaneous, and casual.

MBTI Judging

Prefer order, planning, schedules, and structure.

Big Five Extraversion

Sociable, outgoing, assertive personality trait.

Big Five Agreeableness

Cooperative, warm, and trusting personality trait.

Big Five Conscientiousness

Organized, dependable, hardworking personality trait.

Big Five Emotional Stability

Calm, secure, and less reactive to stress.

Big Five Openness to Experience

Creative, curious, and open-minded personality trait.

Emotional Intelligence

Ability to understand and manage emotions in oneself and others.

Self-Awareness

Recognizing your own emotions.

Self-Regulation

Controlling emotional reactions appropriately.

Motivation

Using emotions to pursue goals.

Empathy

Recognizing emotions in others.

Social Skills

Managing relationships and others’ emotions effectively.

Collectivist Culture

Culture valuing teamwork and group goals over individual success.

Individualistic Culture

Culture valuing personal goals and independence.

High Power Distance

Culture that accepts unequal power distribution and authority.

Low Power Distance

Culture preferring equality and shared decision-making.

High-Context Culture

Communication relies heavily on context/nonverbal cues.

Low-Context Culture

Communication relies mainly on spoken or written words.

Semantics

Miscommunication caused when sender and receiver interpret words differently.

Distraction

Communication barrier when receiver is not focused.

Misrepresentation

Distortion or lying in communication.

Information Retention

Withholding information to gain power.

Transparency Illusion

Believing your thoughts are more obvious to others than they actually are.

Selective Perception

Hearing/interpreting what you want to hear.

Halo Effect

Forming overall impression based on one trait.

Stereotyping

Judging someone based on group assumptions.

Hidden Profile

Important information only becomes clear after all team members fully share knowledge.

Ways to Overcome Communication Barriers

Feedback, repetition, multiple channels, active listening, simplified language.

Exception Principle

Only significant changes/exceptions should be reported to reduce overload.

Eye Contact Meaning

Shows interest and engagement.

Lack of Eye Contact

May suggest deception or avoidance.

Positive Posture

Leaning forward shows approval/interest.

Negative Posture

Crossed arms may indicate disagreement.

Formal Dress in Meetings

Helps command respect and authority.

Fundamental Attribution Error

Tendency to blame people rather than situations for problems.

Self-Fulfilling Prophecy

Treating someone based on expectations until they fulfill them.

Freeloaders

Team members who do not do their fair share.

Complainers

Team members who constantly complain.

Bullies

Team members who dominate others.

Martyrs

Team members who feel they do all the work.

Ways to Manage Problem Team Members

Set goals, define roles, peer evaluations, training, rewards, remove members if necessary.

Relationship Conflict

Conflict from personality clashes/emotions.

Task Conflict

Conflict over ideas and task content.

Process Conflict

Conflict over responsibilities and how work gets done.

Benefits of Team Conflict

Encourages improvement, exposes problems, allows learning, shows different perspectives.

Groupthink

When members conform to group opinions and avoid disagreement.

Signs of Groupthink

Silence treated as agreement, pressure on doubters, no alternatives considered.

Abilene Paradox

Group agrees to actions no one truly wants because nobody speaks up.

Why Abilene Paradox Happens

Fear of conflict, avoiding offense, pressure to conform.

Ways to Avoid Groupthink

Ask questions, seek input, watch body language, private voting, devil’s advocate.

Competing Conflict Style

Assertive and uncooperative; seeks to win.

Collaborating Conflict Style

Assertive and cooperative; seeks win-win solution.

Compromising Conflict Style

Moderate assertiveness/cooperation; each side gives something up.

Avoiding Conflict Style

Unassertive and uncooperative; avoids conflict.

Accommodating Conflict Style

Unassertive and cooperative; gives in to others.

Distributive Negotiation

Win-lose approach focused on taking biggest share.

Integrative Negotiation

Win-win approach focused on maximizing total benefit.

When to Use Distributive Negotiation

When resources are fixed and limited.

When to Use Integrative Negotiation

When both sides can benefit through collaboration.

Cultural Fit

Matching organization/team values and norms.

Cultural Adaptability

Ability to adjust to changing organizational culture.

Why Cultural Adaptability Matters

More predictive of success than initial cultural fit.

Cultural Misfit Benefit

Can bring innovation and fresh perspectives.

Best Team Culture

Encourages diversity while maintaining shared core beliefs.

Indicators of Team Problems

Poor trust, finger-pointing, silos, poor coordination, unhealthy conflict.

Productive Conflict

Conflict focused on improving ideas/tasks.

Unhealthy Conflict

Personal conflict damaging relationships and trust.