Search results

This chapter investigates the effects of gender stereotypes on expectations about expertise and task assignments. We present a theoretical model that predicts and explains the pervasive and self-reinforcing effects of gender-based stereotypes on expected knowledge and task assignments in groups. In the model, stereotypes influence expertise recognition, which influences tasks assignments. Task assignments provide group members with task experience and expertise. Expertise influences expertise recognition, making the model cyclical. Expertise gained from task experience also affects stereotypes, creating a cycle that reinforces stereotypes. We describe findings from a program of research designed to examine ways of breaking this self-reinforcing cycle, which investigates the effectiveness of various types of expertise claims made by people with expertise, that is inconsistent with stereotypical expectations. We consider the implications of our theory and data for effects of status on evaluation of expertise claims in work groups.

This chapter looks at the history of work from a social, economic and political perspective. It analyzes the beginning of work and of industrial relations, on a global scale. It goes on to speculate on in what way work will evolve in the immediate future, given technological change and ecological pressures.

This chapter focusses on food systems' vulnerability. In a rapidly and unpredictably changing world, vulnerability of farming and food systems becomes a key issue. The conceptual bases for food vulnerability analysis and food vulnerability assessment are discussed in a systemic perspective with an eye to the transition approach (Geels, 2004) as a perspective capable to analyze how novelties can develop and influence the system capability to fulfil societal functions, and food and nutrition security in particular. A framework for assessing people's food vulnerability is presented together with a simple vulnerability model based on the three dimensions of exposure (the degree to which a system is likely to experience environmental or sociopolitical stress), sensitivity (the degree to which a system is modified or affected by perturbations) and adaptive capacity (the ability to evolve in order to accommodate environmental hazards or change) (Adger, 2006). Then, other sections are dedicated to discuss the general questions that should be answered by a vulnerability assessment exercise, and the specific challenges emerging when the assessment concerns a food system. These elements are then used in the Annex to this chapter as a base for the development of a detailed method based on seven distinct steps for conducting participatory assessments of the vulnerability of food systems.

To introduce the concept of cultural equity and provide a theoretical framework for managing cultural equity in multi-cultural markets.

Recent research on the social psychology of globalization, cross-cultural consumer behavior, consumer culture, and global branding is reviewed to develop a theoretical framework for building, leveraging, and protecting cultural equity.

Provides an actionable definition for a brand’s cultural equity, discusses consumer responses to brands that relate to cultural equity, identifies the building blocks of cultural equity, and develops a framework for managing cultural equity.

Research conducted mainly in large cities in North and South America, Europe, the Middle East, and East Asia. Generalizations to less developed parts of the world might be limited.

A very useful theoretical framework for managers interested in building cultural equity into their brands and for leveraging this equity via new products and the development of new markets.

The paper integrates past findings across a variety of domains to develop a parsimonious framework for managing cultural equity in globalized markets.

Little is known about what emotionally un(intelligent) CEOs really say to their close collaborators within the boardroom. Would the rhetoric content differ between an emotionally intelligent and an emotionally unintelligent CEO, especially during a crisis? This chapter aims to answer this question.

40 CEOs of large corporations were asked to deliver a verbal address to their board members in reaction to a vignette describing a critical situation for the company. Participants were provided with the Schutte self-report emotional intelligence (EI) test. The verbal content of CEOs' closed-door discourses was analyzed using Cognitive-Discursive Analysis (CDA) and, subsequently, Geometric Data Analysis (GDA).

The results revealed that CEOs with low EI tend to evoke unpleasant emotions, talk about competition, and often blame some – or all – of the board members for their (poor) actions in comparison to CEOs with high or medium EI. In contrast, CEOs with high EI tend to use terms in relation to decision or realization and appear to be more cooperative than those with lower EI and were also ready to make decisions on behalf of team.

Previous research has mainly focused on CEOs' public speeches. But the content of CEOs' speeches within the boardroom might noticeably differ from what they would say in a public address. The results of our exploratory study can serve CEOs as a basis toward improving their closed-door rhetoric during a crisis.

It would be interesting to enlarge the size of our population in order to strengthen our statistical analyses as well as explore other cultural and linguistic environments and other channels through which emotions can be expressed (e.g., human face, gesture, vocal tone).

Strategy scholars have long argued that breakthrough innovation is generated by recombining knowledge from distant domains. Even if firms have the ability to access and absorb knowledge from distant domains, however, they may fail to pay attention to such knowledge because it is seemingly irrelevant to their tasks. We draw attention to this problem of knowledge relevance and develop a theoretical model to illuminate how ideas from seemingly irrelevant (i.e., peripheral) domains can generate breakthrough innovation through the cognitive process of analogical reasoning, as well as the conditions under which this is more likely to occur. We situate our theoretical model in the context of teams in order to develop insight into the microfoundations of knowledge recombination within firms. Our model reveals paradoxical requirements for teams that help to explain why breakthrough innovation is so difficult.

Much of the research on the mental health impacts of the COVID-19 response have been focused on frontline healthcare workers (FHCW). However, other essential workers (OEW) have also faced many mental health challenges due to exposures associated with their employment status, which may be compounded by higher levels of social vulnerability. This chapter describes disparities among FHCW, OEW, and the general public regarding mental health outcomes associated with the pandemic. In addition, it considers the role that structural racism (e.g., historical redlining of neighborhoods and biased lending practices) plays in the higher vulnerability of OEW to the mental health impacts of the COVID-19 pandemic response. Mental health inequities overall, and among essential workers, must be addressed as part of the recovery from COVID-19 to build resilience to future public health emergencies. The model used by New York City to more equitably distribute mental health resources and support services is shared.

This chapter examines the lives of Central American immigrant workers, with a focus on the paramount position of legal status in immigrants’ lives.

The legal context into which Central American immigrant workers arrive creates the various legal statuses they hold, which in turn dictate the kind of jobs they can obtain, where they live and, in general, shape their prospects in the United States. Although many Central Americans have held various forms of temporary protection from deportation, such relief is temporary and therefore subject to multiple extensions, applications, forms, and renewals, which serve to accentuate these immigrants’ legal uncertainty. Given their legal predicament and the consequent truncated paths to mobility, many Central American immigrant workers live in poverty; indeed, they are more likely to live in poverty than other foreign born. At the same time, they have high labor force participation rates. Their high rates of poverty coupled with high labor force participation rates indicate that their jobs do not pay much. In spite of these circumstances, they remit a significant portion of their earnings to their non-migrating family members in the origin countries.

The largely unchanged occupational and sectorial concentrations of Central Americans in the U.S. economy over the last two decades underscores the critical implications of legal status for immigrant incorporation and socioeconomic mobility.

This chapter exposes the vulnerabilities imposed by a precarious legal status and highlights the importance of more secure legal statuses for immigrant workers’ potential integration and paths to mobility.

Purpose – The technologies teams use in organizations have dramatically changed in the 11 years since the 2000 Volume, Research on Managing Groups and Teams: Technology. This is an update focusing on new research and perspectives.

Approach – I recall where we left off in 2000 and then present a plea for changing our research approach to one that focuses on actionable research more aligned on how teams design their work than the effects we see when they do. I review a variety of literatures relevant to teams and technology and then suggest what the next 10 years may bring.

Findings – The scholarship on teams, technology, and teams and technology has blossomed, though not evenly. We are only beginning to see actionable research related to teams and technology.

Practical implications – The pace of organizationally relevant technology change has outstripped our ability to provide high-quality research in a timely manner if we maintain our current practices of studying individual or even interactions of effects as they exist in organizations. Our research will be more helpful if we shift our focus to how team members design their work.

Originality – I make two direct and dramatic requests of my colleagues. First, that they become more precise in their presentation of or at least specify the technological settings used in their research. Second, that they shift to actionable research that explicitly considers team, technology, and the processes through which team members design their work.