MGT 18 Midterm Exam 2025

MGT 18 Midterm Exam 2025 Diversity tension - - -produces valuable brainstorming sessions -imaginative problem-solving/decision-making -unique perspectives on strategic planning Inventive product development ideas Scott E. Page - -Diversity can improve the bottom line. It may even matter as much as ability. Super-additivity - --combinations of tools can be more powerful than the tools themselves -when one thing that has a function on its own combines with another thing that also has a function on its own to create another item Ex. Ice cream and cone made ice cream cone -1+1=3 when total exceeds the sum of parts -Said by Scott Page Diverse group - -access, equity and inclusion and we think in terms of winners and losers Homogeneity - --manage information by organizing and categorizing -put people and info into little boxes or sets or groupings "In-group" favoritism - --showing favoritism/being biased to a group of people that you identify with -getting certain opportunities because of someone you know or connections you've made, not based on how deserving or qualified you are Scott E. Page - -diversity can trump ability only if problem is complex, people are smart, people are diverse, teams are big and chosen from large pool Path of inclusion - -journey organizations go through to get diversity Favoritism - -why we give some people the kind of extra-special treatment we don't give others Implicit Association Test - --measure the speed of people's hidden associations -online good/bad typing test -developed by Banaji and Greenwald Discrimination / prejudice today - --less about treating people from other groups badly -more about giving preferential treatment to people who are part of our "in-group" MGT 18 MGT 18 How are existing patterns of advantage and disadvantage strengthened - --our friends, neighbors, and children's classmates are overwhelmingly likely to share our own racial, religious, and socioeconomic backgrounds Implicit bias - --refers to how attitudes and stereotypes can affect what we do or say without being consciously aware of it -are carried without awareness or conscious intention Fairness - --to be evenhanded, free of bias or injustices Explicit bias - --are the result of intention or conscious thought 4 Sources of Unintentional Bias - --implicit forms of prejudice -bias the favors one's own group -conflict of interest (ex. Political favorability_ -tendency to over-claim credit (ex. Put extra skills on resume to get the job Unintended bias - --emerges from our conscious beliefs, we are biased even when we don't want to be -often surface when we're multitasking or when we're stressed (tense situations when we don't have time to think) Empirical data - -observation and experimentation Veil of ignorance - --"justice of fairness" -minimize self interest in making a judgement -(hiding graduation dates showing age when applying to jobs) How to avoid bias - --gather empirical data and stop trusting intuitive data -reshape environment with an audit looking for unintended bias -veil of ignorance, diversity of bias -power of priming Priming - --in a business means making opportunities for minority groups Social Identity Theory - -triangle -top=personality (each unique) -middle=culture (member of many groups) -bottom=human nature (share certain universal characteristics) Martin Davidson on Social Identity Theory - -(all of these lead to the next and goes in ongoing circle) - group assignments influence our identity - Brains create order by categorizing and labeling - Poor understanding of groups leads to stereotypes - In-groups and out-groups are formed MGT 18 MGT 18 - Unintended bias is the result Sandra J. Sucher on Differences at Work - -(continuous cycle) - Hyper-awareness of minority status and see otherness as negative - we categorize ourselves and other using primitive generic categories - foreground identity or master status is combination of age, race, and gender - we allow master status to dominate our view of each other - we protect our in-group intentionally and unintentionally David A. Harrison - -Diverse teams are prone to dysfunction because the very differences that feed creativity and high performance can also create communication barriers. Important inhibitors of team effectiveness - --differences over strategic goals, personality conflicts, and differing levels of commitment to the team actions Surface-level differences - --ex. Race, gender, age -immediate: quickly perceived and used to make initial judgements -over time: fade Deep-level differences - --ex. Personality, values, attitudes -immediate: mostly hidden -over time: surface more clearly David Harrison - -Our research suggests that maximizing differences In types of knowledge, skills, abilities, while minimizing differences in job-related beliefs, attitudes, and values might create especially effective teams. Interpersonal congruence - --if how you perceive yourself matches how others perceive you, you have ____________ -self-perception aligned with appraisal by co-workers Stereotype threat - --you feel a threat when you identify with a group and someone insults that group -if the group you associate with is attacked, you feel threatened First impression - --"anchor" we use to evaluate others from which we frequently fair to adjust in the face of new information Polzer and Elfenbein - --said to look for "fit" or interpersonal congruence with your team -line up member appraisals of one another with self-assessments on dimensions of relevance to team functioning, they should match up Perspective - --a representation of the set of the possible -matter because "what is next to what" determines how a person locates new solutions MGT 18 MGT 18 Heuristics - --used for problem solving -methods or tools to find solutions -_____ are courses of action Diversity Trumps Ability Theorem - -1)problem is difficult 2)all problem solvers are smart (local optima) 3)room for improvement 4)reasonably sized teams drawn from lots of potential problem solvers Predictive model - --relies on interpretations -_____are thoughts Interpretations - --the mappings we make from the real world into categories Prediction diversity - --nothing more than the variance of the experts' predictions Diversity Prediction Theorem - -collective error = average individual error -- prediction diversity Tony Greenwald - --developed the Implicit Associations Test Implicit Associations Test - --developed by Tony Greenwald, Mahzarin Banaji, Brian Nosek -used to study unconscious bias -(good/bad associations on comp) Scott Page -- - -The Business case for Diversity Davidson -- - -social identity diversity matters Harrison -- - -deep-level differences matter more than surface-level differences