UCSD MGT 18 EXAM SCRIPT VERIFIED
QUESTIONS WITH ACCURATE ANSWERS
●● What does Goldsmith say about diversity tension as a positive?
Answer: Produces valuable brainstorming sessions
Imaginative problem-solving/decision-making
Unique perspectives on strategic planning
Inventive product development ideas
●● What is super-additivity?
Answer: 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?)
Answer: 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?
,Answer: 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?
Answer: 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?
, Answer: Diversity tension
●● Banaji at al. calls attention what factor that can impact decision
making in the workplace?
Answer: Implicit biases
●● According to Page, which team do we think we would we enjoy
more and find more fun?
Answer: A homogenous team
●● What does Page think will increase the probability of innovation?
Answer: 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.?
Answer: Social identity
●● Does Sucher thinks that social categorizing and labeling someone as
an "other" in the work environment is a positive?
Answer: No
QUESTIONS WITH ACCURATE ANSWERS
●● What does Goldsmith say about diversity tension as a positive?
Answer: Produces valuable brainstorming sessions
Imaginative problem-solving/decision-making
Unique perspectives on strategic planning
Inventive product development ideas
●● What is super-additivity?
Answer: 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?)
Answer: 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?
,Answer: 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?
Answer: 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?
, Answer: Diversity tension
●● Banaji at al. calls attention what factor that can impact decision
making in the workplace?
Answer: Implicit biases
●● According to Page, which team do we think we would we enjoy
more and find more fun?
Answer: A homogenous team
●● What does Page think will increase the probability of innovation?
Answer: 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.?
Answer: Social identity
●● Does Sucher thinks that social categorizing and labeling someone as
an "other" in the work environment is a positive?
Answer: No
