W2 - Van Knippenberg & Schippers Work group diversity

Question 1

Research traditions on diversity

Answer 1

Social categorization perspective: differences can lead to classifying others as in-group or out-group

Decision-making perspective: diversity introduces varied knowledge, expertise, and perspectives

Question 2

Conceptualizing diversity

Answer 2

1. Diversity types: demographic vs functional
2. Moving beyond demographics: expanding research to include personality types
3. Beyond simple dispersion: diversity effects might be understood through more complex frameworks
4. Interacting dimensions: how different dimensions interact

Question 3

Types of diversity

Answer 3

• Demographic diversity: surface level (age, gender)
• Functional diversity: deep level (different competencies, skills)
• Beyond deep-level: invinsible (personal norms, values)

Question 4

Knippenberg’s proposal

Answer 4

Move away from explaining diversity effects through typologies

All diversity dimensions can trigger both social categorization and decision-making processes

Question 5

Harrison’s framework

Answer 5

Diversity can represent different positions on continuums (attitudes), categories (gender), or power/status level (educational attainment)

Question 6

Faultlines

Answer 6

When diversity dimensions correlate (all men are older; all women are younger) it creates clear subgroup dimensions

Question 7

Effects of faultlines

Answer 7

• Stronger faultlines lead to subgrouping and disrupt group functioning
• Negative impacts on communciation, psychological safety, satisfaction and performance expectations

Question 8

Processes and moderators influencing diversity

Answer 8

1. Social Categorization:
   Diversity can create subgroups and weaken group identity, but it can also promote integration and reduce conflict in certain cases.
2. Information/Decision-Making:
   Diversity brings divergent viewpoints, encourages reflection, and enhances performance through task-related conflicts.
3. Cooperation and Interdependence:
   High interdependence strengthens group identity, reduces subgroups, and improves information processing, potentially reducing negative diversity effects.

Question 9

Moderators

Answer 9

1. Time/tenure: the length of time that individuals have been members of a team
2. Diversity mind-sets: attitudes and understanding of diversity’s benefits can mitigate biases and enhance integration