UCSD MGT 18 Midterm Exam Questions And Well Elaborated Solutions

UCSD MGT 18 Midterm Exam Questions And Well Elaborated Solutions 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 Does Sucher think that the conscious desire to unbiased will eliminate unconscious bias in the workplace? - ANSWER -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? - ANSWER -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? - ANSWER -First impressions What is the difference between implicit and explicit biases? - ANSWER -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? - ANSWER - 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? - ANSWER -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? - ANSWER -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? - ANSWER -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? - ANSWER -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