05012nam 2200661Ia 450 991045478930332120210420201141.01-280-77091-097866136816831-84855-053-7(CKB)1000000000767213(EBL)453297(OCoLC)609843593(SSID)ssj0000358953(PQKBManifestationID)11274593(PQKBTitleCode)TC0000358953(PQKBWorkID)10381034(PQKB)11421901(MiAaPQ)EBC453297(PPN)187304599(EXLCZ)99100000000076721320081006d2008 uy 0engur|n|---|||||txtccrDiversity and groups[electronic resource] /edited by Katherine W. PhillipsBingley Emerald/JAI20081 online resource (321 p.)Research on managing groups and teams,1534-0856 ;v. 11Description based upon print version of record.1-84855-052-9 Includes bibliographical references.Diversity and Groups; Copyright page; Contents; List of Contributors; Preface; Chapter 1. Demographic faultlines and creativity in diverse groups; Introduction; Creativity; Faultlines and creativity in diverse groups; Proposed strategies for overcoming low levels of creativity; Conclusion; References; Chapter 2. A contextual reexamination of work team diversity research: Review and future agenda; Introduction; Key concepts and theoretical background; A framework for work team diversity context; Literature review: Diversity context considered in past research; Future directions; ReferencesChapter 3. Taking advantage of differences: Increasing team innovation through identity integrationIntroduction; Innovation in Cross-functional teams; Social identity theory and identity integration; Identity integration and innovation of cross-functional teams; From individual to team: Integration of functional identities and team composition; Implications: Increasing team innovation in the workplace; Future directions for research; Conclusion; References; Chapter 4. Duo status: Disentangling the complex interactions within a minority of two; IntroductionSocial identity and social categorizationPressure on minority sub-group members and sub-group size; Combining inter-group and intra-group pressure; Dynamics of duo-status: Within a minority of two; Two potential moderators of duo-status dynamics; Conclusion; References; Chapter 5. In search of significance: A role-set approach to uncovering the social importance of demographic categories; Introduction; When are inclusive empirical results significantquest; A prototype: Leadership; Implications for research on groups and teams; Notes; ReferencesChapter 6. Metaperceptions in diverse work groups: Intrapersonal perspectives and intragroup processesIntroduction; Metaperceptions; Metaperceptions in diverse workgroups; Intrapersonal experiences of metaperception in diverse workgroups; Intragroup processes that result from metaperceptions; Managing metaperceptions in diverse workgroups; Research directions and conclusions; References; Chapter 7. Self-disclosure: Beneficial for cohesion in demographically diverse work groupsquest; Introduction; Demographic diversity and interpersonal relationships; Disclosure and interpersonal relationshipsDisclosure and cohesion in diverse settings: MechanismsDiscussion; Future research; Conclusion; Acknowledgment; References; Chapter 8. To be enhanced, understood, distinct, or to belongquest: The role of multiple identity motives in homogeneous and diverse groups; Introduction; An overview of identity motives; The value of examining multiple identity motives in groups; Antecedents of identity motives in groups; Consequences of identity motives in groups; Research agenda; Conclusion; ReferencesChapter 9. Beyond information exchange: New perspectives on the benefits of racial diversity for group performanceDiversity results from the constellation of individual traits, characteristics, identities, experiences, and knowledge that individuals bring to a group. This volume helps to promote research on diversity in groups by identifying and integrating various aResearch on managing groups and teams ;v. 11.Social groupsOrganizational behaviorTeams in the workplaceElectronic books.Social groups.Organizational behavior.Teams in the workplace.658.3008Phillips Katherine W888596MiAaPQMiAaPQMiAaPQBOOK9910454789303321Diversity and groups1985094UNINA