1. HOD 1100 Small Group Behavior
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Diversity in Groups
HOD 1100 Small Group Behavior
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Agenda
Types of Diversity
Group and Cultural Identity
Cultural Differences
Outcomes of Diversity
Harnessing the Benefits of Diversity
Five Dysfunctions of Teams
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Types of Diversity
Demographic Differences
Race, age, and gender
Personality Characteristics
Social Styles
Functional Differences
Training, work experience, education, knowledge, and skills
Cultural Differences
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4. Group and Cultural Identity
Unconscious
Acceptance
Conscious
Choice
Categorization
>>>
Identification
Adoption
Unconscious acceptance comes from embracing “common knowledge” or basic assumptions without critically examining them
Conscious choice comes from an understanding based upon empirical data, logical reason, personal experience, or authoritative sources
We must constantly fight against:
Blind assumptions or naïve views of our own and other cultures
Egocentric and ethnocentric views – my way is the only way
Narcissism and cultural elitism – my way is the right way
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Layers of Culture
Acculturation is the process by which the culture of a particular family, group, or society is instilled in its members.
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Cultural Differences
Universalism vs. particularism regarding rules
Individualism vs. communitarianism
Neutral vs. emotional regarding expression
Specific vs. diffuse regarding dialog/relating
Achievement vs. ascription status
Attitudes toward time
Attitudes toward the environment
Trompenaars, F., & Hampden-Turner, C. (1998). Riding the Waves of Culture:
Understanding Cultural Diversity in Global Business.
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Culture in Action
Which of the following conceptions of a company is more accurate?
A company is a system designed to perform functions and tasks in an efficient way. People are hired to perform these functions with the help of machines and other equipment. They are paid for the tasks they perform.
A company is a group of people working together. They have social relations with other people and with the organization. The functioning is dependent on these relations.
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Results
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From Trompenaars & Hampden-Turner (1998)

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Outcomes of Diversity
Cognitive Outcomes and Task Performance
Diverse groups make better decisions and have better outcomes on complex tasks
More formal and frequent communication with those outside of the work group gives exposure to more ideas
Greater coordination losses
Affective Outcomes and Relational Connection
Minority members are less committed, have lower levels of satisfaction, and less group identification
Groups have a greater difficultly developing cohesion
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10. Harnessing the Benefits of Diversity
Raise awareness on diversity issues
Create a supportive context
Increase minority percentages
Increase minority influence
Encourage a variety of perspectives
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5 Dysfunctions of Teams
Absence of trust
Fear of conflict
Lack of commitment
Avoidance of accountability
Inattention to results
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