An Overview
Week 6, Diversity
Hofhuis e. A. 2016)J Jansen e. A. 2016)J Knippenberg 20114J
Defines diversi.y as: Defines diversi.y as: Defines diversi.y as:
“an organizatona. c.ima.e None given “diferences be.ween
charac.erized by openness individua.s on any atribu.e
.owards and/or appreciaton .ha. may .ead .o .he
of individua. diferences” percepton .ha. ano.her
person is diferen. from se.f”
Focus: how diversi.y c.ima.e Focus: diversi.y c.ima.e Focus: e.aboraton of .ask-
re.a.es .o communicaton s.ra.egies and .heir efec.s re.evan. informaton
Emphasis on .wo main Emphasis on .wo s.ra.egies: Emphasis on
charac.eristcs:
co.orb.ind approach peop.e in.ergroup biases .ha. may
Trus. .he wi..ingness of a shou.d be .rea.ed equa..y as resu.. from socia.
par.y .o be vu.nerab.e .o .he individua.s/group diferences ca.egorizaton disrup.
actons of ano.her par.y 2more shou.d be ignored e.aboraton of .ask-re.evan.
diversi.y = more .rus.?J informaton and perspectves
mu.tcu..ura. approach
Openness an organizatona. diferences be.ween cu..ura.
norm which promo.es free groups shou.d be
disc.osure of informaton acknow.edged and are
2more diversi.y = more benefcia. for work processes
openness?J
Findings: Findings: Findings:
Diversi.y is good! Reduces Positve work ou.comes for Diversi.y positve.y re.a.es .o
ca.egorizaton/discriminaton majori.y when co.orb.ind e.aboraton diverse .eams
whi.e enhancing know.edge s.ra.egy, bu. positve work .hus advan.aged a. so.ving
sharing 2when media.ed by ou.comes for minori.y when comp.ex .asks
openness and .rus.J mu.tcu.t s.ra.egy
Motvaton & abi.i.y modera.e
Equa.i.y in co.orb.ind .his
presumed simi.ari.y .ha. .ef
.it.e room for individua.
expression
Equa.i.y in mu.tcu.t atached
va.ue .o each background
Implications: Implications Implications
None given Need .o move beyond binary Fos.ering e.aboraton &
s.ra.egy approach more motvaton whi.e preventng
inc.usiveness is necessary! in.ergroup biases
, Week 7, Stereotyping
Ku.ik e. A. 2016)J Leonardi e. A. 20163J Vinkenburg 20166J
Definition Definiton Definition
“socia..y shared and readi.y None given Non given
actva.ed, bu. s.ereo.ype
sa.ience varies across
si.uatons and con.ex.s”
Focus: ma.ure workers and Focus: sensemaking and Focus: diferences men and
s.ereo.ype .hrea.s communicaton women as .eaders
accomendaton
Emphasis on Emphasis on Emphasis on
“fluid, si.uatona. .hrea.” .ha. Sensemaking aspec.: descriptve be.iefs, which
is evoked by sub..e cues Dispersed .eams make i. per.ain .o .he .ypica. atribu.es
signa.ing .ha. one’s ident.y harder .o overcome of women and men
group may no. be va.ued in .he s.ereo.ypes
immedia.e environmen. prescriptve be.iefs, which
cu..ure-based occupatona. per.ain .o .heir idea. or
S.ereo.ype .hrea. disrup.s .ask s.ereo.ypes wou.d surface in desirab.e atribu.es
performance and negatve.y .hese kinds of in.eractons .o
impac.s an individua.’s in.erpre. ambigui.y and guide
motvaton and engagemen. behavior
Findings: Findings: Findings:
s.ereo.ype .hrea. can .ead .o perceived diferences in s.a.us Partcipan.s knew abou.
psycho.ogica. disengagemen. can actva.e behaviors aimed women having more efectve
from .he performance domain a. ei.her reconci.ing .hose .eadership s.y.es, indicatng a
divergen. s.ereo.ypes or sub..er bias
ident.y b.ind high main.aining .hem
performance practce bund.e & This cou.d inc.ude ideas abou.
ident.y conscious ma.ure-age s.ereo.ype actvaton = feminini.y and con.radictons
practce bund.e were cons.ructon of se.f- and o.her- wi.h agentc behavior
associa.ed wi.h .ower s.ereo.ypes as individua.s necessary for .eadership
s.ereo.ype .hrea. draw from .heir avai.ab.e
cu..ura. reper.oires
Implications: Implications Implications
Need .o recognize cues of None given None given
actvaton + hire more ma.ure
workers
Week 6, Diversity
Hofhuis e. A. 2016)J Jansen e. A. 2016)J Knippenberg 20114J
Defines diversi.y as: Defines diversi.y as: Defines diversi.y as:
“an organizatona. c.ima.e None given “diferences be.ween
charac.erized by openness individua.s on any atribu.e
.owards and/or appreciaton .ha. may .ead .o .he
of individua. diferences” percepton .ha. ano.her
person is diferen. from se.f”
Focus: how diversi.y c.ima.e Focus: diversi.y c.ima.e Focus: e.aboraton of .ask-
re.a.es .o communicaton s.ra.egies and .heir efec.s re.evan. informaton
Emphasis on .wo main Emphasis on .wo s.ra.egies: Emphasis on
charac.eristcs:
co.orb.ind approach peop.e in.ergroup biases .ha. may
Trus. .he wi..ingness of a shou.d be .rea.ed equa..y as resu.. from socia.
par.y .o be vu.nerab.e .o .he individua.s/group diferences ca.egorizaton disrup.
actons of ano.her par.y 2more shou.d be ignored e.aboraton of .ask-re.evan.
diversi.y = more .rus.?J informaton and perspectves
mu.tcu..ura. approach
Openness an organizatona. diferences be.ween cu..ura.
norm which promo.es free groups shou.d be
disc.osure of informaton acknow.edged and are
2more diversi.y = more benefcia. for work processes
openness?J
Findings: Findings: Findings:
Diversi.y is good! Reduces Positve work ou.comes for Diversi.y positve.y re.a.es .o
ca.egorizaton/discriminaton majori.y when co.orb.ind e.aboraton diverse .eams
whi.e enhancing know.edge s.ra.egy, bu. positve work .hus advan.aged a. so.ving
sharing 2when media.ed by ou.comes for minori.y when comp.ex .asks
openness and .rus.J mu.tcu.t s.ra.egy
Motvaton & abi.i.y modera.e
Equa.i.y in co.orb.ind .his
presumed simi.ari.y .ha. .ef
.it.e room for individua.
expression
Equa.i.y in mu.tcu.t atached
va.ue .o each background
Implications: Implications Implications
None given Need .o move beyond binary Fos.ering e.aboraton &
s.ra.egy approach more motvaton whi.e preventng
inc.usiveness is necessary! in.ergroup biases
, Week 7, Stereotyping
Ku.ik e. A. 2016)J Leonardi e. A. 20163J Vinkenburg 20166J
Definition Definiton Definition
“socia..y shared and readi.y None given Non given
actva.ed, bu. s.ereo.ype
sa.ience varies across
si.uatons and con.ex.s”
Focus: ma.ure workers and Focus: sensemaking and Focus: diferences men and
s.ereo.ype .hrea.s communicaton women as .eaders
accomendaton
Emphasis on Emphasis on Emphasis on
“fluid, si.uatona. .hrea.” .ha. Sensemaking aspec.: descriptve be.iefs, which
is evoked by sub..e cues Dispersed .eams make i. per.ain .o .he .ypica. atribu.es
signa.ing .ha. one’s ident.y harder .o overcome of women and men
group may no. be va.ued in .he s.ereo.ypes
immedia.e environmen. prescriptve be.iefs, which
cu..ure-based occupatona. per.ain .o .heir idea. or
S.ereo.ype .hrea. disrup.s .ask s.ereo.ypes wou.d surface in desirab.e atribu.es
performance and negatve.y .hese kinds of in.eractons .o
impac.s an individua.’s in.erpre. ambigui.y and guide
motvaton and engagemen. behavior
Findings: Findings: Findings:
s.ereo.ype .hrea. can .ead .o perceived diferences in s.a.us Partcipan.s knew abou.
psycho.ogica. disengagemen. can actva.e behaviors aimed women having more efectve
from .he performance domain a. ei.her reconci.ing .hose .eadership s.y.es, indicatng a
divergen. s.ereo.ypes or sub..er bias
ident.y b.ind high main.aining .hem
performance practce bund.e & This cou.d inc.ude ideas abou.
ident.y conscious ma.ure-age s.ereo.ype actvaton = feminini.y and con.radictons
practce bund.e were cons.ructon of se.f- and o.her- wi.h agentc behavior
associa.ed wi.h .ower s.ereo.ypes as individua.s necessary for .eadership
s.ereo.ype .hrea. draw from .heir avai.ab.e
cu..ura. reper.oires
Implications: Implications Implications
Need .o recognize cues of None given None given
actvaton + hire more ma.ure
workers
