Workshop 2 Diversity OB Slides

Question 1

Definition of diversity

Answer 1

difference btw. individuals –> leads to perception that another person is different from self

• group characteristic
• degree of diversity is relative to other groups

Question 2

Two levels of diversity

Answer 2

surface-level diversity

deep-level diversity

Question 3

surface-level diversity

Answer 3

is the visible diversity = diversity that is external and demonstrates things we cannot change, for example age, race, gender and other physical attributes

Question 4

deep-level diversity

Answer 4

invisible diversity = attributes that are not readily seen, for example educational backgrounds, skills, work experience, working styles

Question 5

inclusion

Answer 5

a sense of belonging: feeling respected, valued for who you are; feeling a level of supportive energy and commitment form others so that you can do your best

“Diversity is the mix, inclusion is getting the mix to work well together”

Question 6

What is the influence of diversity to businesses?

Answer 6

1. Better understanding of the market place
2. Better utilization of talent
3. More creativity, innovation and problem solving

Question 7

Causal relationship

Answer 7

Variable 1 has influence on variable 2

Diversity practice x –> outcome y

Question 8

mediating relationship

Answer 8

Why or how

Diversity practice x –> mediator –> Outcome Y

Question 9

moderating relationship

Answer 9

When

Diversity practice x –(+/- moderator)–> Outcome Y

Question 10

Elaboration

Answer 10

• exchange of information & perspectives
• individual-level processing of the information
• integration of the results of individual-level processing at group level

–> performance

Question 11

what hinders elaboration?

Answer 11

intergroup bias hinders elaboration

• work group diversity is moderated by “normative fit” –> Social categorization moderated by identity threat –> intergroup bias

work group diversity is moderated by

• task complexity
• motivation
• ability
• diversity mindset

Question 12

information/ decision-making perspective

Answer 12

make use of rich information that stems from diversity

Question 13

Faultlines

Answer 13

are potential divisions within a group that arise from the alignment of several attributes of diversity

• attributes can be surface difference or deeper difference
• faultlines divide teams into sub-groups

Question 14

Consequence of faultlines

Answer 14

Faultines increase intergroup biases and reduce information elaboration

• members identify more with sub-group than with team goals
• competition, distrust and conflict btw. subgroups
• less communication, information exchange, collaboration

Question 15

How can faultlines be overcome?

Answer 15

Leadership:

• awareness in team creation: if possible try to avoid strong fault lines
• create shared goals and strong team identity
• time
• supportive systems like HR training and HR policies