Lecture 22

Question 1

Diversity in problem solving

Answer 1

Diversity of thoughts can increase effectiveness of problem-solving.

Question 2

Surface-level diversity

Answer 2

Obvious demographic differences - usually externally identifiable but can include invisible identities. Easy to categorize and as a result can easily be source of discrimination

Question 3

Deep-level diversity

Answer 3

Not immediately apparent - differences in attitudes, values, opinions, belief. Meaningful effects on behavior.

Question 4

Surface-Deep congruence

Answer 4

Implicit assumption that surface-level differences imply deep-level differences.

Question 5

Deep vs. Surface Diversity Study

Answer 5

Group project where some members dissented, IV was whether or not there was surface level homogeneity; DV was irritation/surprise. Less surprised and irritated about dissent from surface-different person

Question 6

Diversity, performance, and cohesion

Answer 6

Encouraging cohesion among both surface-level and deep-level diverse groups can lead to improved performance.

Question 7

Gender and Expertise

Answer 7

Females perceived as less expert, less influential, less confident. Female experts viewed as less expert than female non-experts and given less influence than non-experts. Three potential explanations: benevolent sexism, stereotype content model, role theory

Question 8

Benevolent sexism

Answer 8

3 components:

(1) Protective paternalism (belief that women should be protected)
(2) Complementary gender differentiation (differential treatment that is viewed as beneficial to women)
(3) Heterosexual intimacy (view of women as objects of intimacy)

Question 9

Stereotype content model

Answer 9

Stereotypes based on Warmth (low-high) and Competence (low-high)

Question 10

Role theory

Answer 10

Theory that considers everyday activities to be associated with roles; when role is defied, defier is viewed unfavorably. In society women are often defined as incompetent, but being an expert defies this. Result is negative feedback from the group.

Question 11

Round Robin Study

Answer 11

All participants rated each other. Men rated women as less competent than men but women viewed women as just as competent. Not the case, however, when organization had high levels of diversity.

Question 12

Preventing sexism

Answer 12

Focus on ingroup identity besides gender that places diversity as central. Encourage structural diversity. Discourage benevolent sexism and warmth/competence stereotypes.

Question 13

Racial diversity and decisionmaking

Answer 13

Increases creativity and correct decisions

Question 14

Criminal justice/juries and decisionmaking

Answer 14

Mock sexual assault trial with black defendant, jurors given info on laws and questionnaire on their beliefs on verdict. White and black participants in diverse groups had same pre-deliberation decisions, whites in diverse groups said guilty. Participants in the diverse group deliberated for much longer/more topics and less likely to reach conviction. Whites more fair and open-minded just by being in racially diverse groups. Acquittal was the correct decision.