How cultural diversity within groups may affect communication, interpersonal relations, and leadership styles
both negatively and positively
please show some online articles on this topic, thx!
There is a host of perspectives on this, meaning that the outcomes of cultural diversity are not clear enough to prevent researchers from making a career of arguing about it.
One view holds that diversity offers an additive advantage to a group/firm. Each cultural view is a discrete resource from which to draw upon. Robert Grant sort of holds this in his view of "multinational advantage" (1987)
A more optimistic view believes that cultural differences are actually differences in "knowledge", so they create combinatoric benefits. Each culturally unique addition increases the "performance" of the group/organization geometrically. Network theory is sometimes used to model this. Some literature on this: Weitzman 1996, Maddox 1999. I believe that Paul Romer also discussed this in an economics article in 1998.
A less optimistic view holds that there are diminishing returns at some point. The diversity offers benefits in new perspectives, added tension in the group prevents group think and forces it to examine issues that are typically merely assumed to be, and the knowledge may be combinatorically leveraged. Examples of this: Barkema & Nadolska 2003, :"Knowing as Displacing" is from a researcher named "Law" who believes that the diversity will eventually cause group forgetting (2000). Benkard (1999) contrarily advises that extra knowledge must be forgotten before the diversity can be leveraged.
Hoskisson and Hitt 1993 hold that there is a trade off between the benefits cultural diversity offers and the costs that it exacts. The benefits have been discussed above. They suggest that diversity reduces that group cohesion, makes communication more difficult and dampens trust. At some point, too much diversity will severely compromise performance since no one will or can work together.
All of these articles can be found via your nearest university or college library electronic database like EBSCO, or Proquest by looking up the author's name(s) and searching by the date of publication.
These articles are from economics and business journals, but the levels of analysis work for small groups as well. Grant's and Hoskisson's articles both are concerning top management teams in businesses.
As far as leadership styles: I'm not sure which of the bazillion leadership models you are using. Something like Bass's transformational leadership would be relatively immune as would Greenleaf's "servant leadership" or Robert House's idea of Charismatic leadership. Something like Theory X or Theory Y leadership, or LMX would just require some logical underpinning.
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There is a host of perspectives on this, meaning that the outcomes of cultural diversity are not clear enough to prevent researchers from making a career of arguing about it.
One view holds that diversity offers an additive advantage to a group/firm. Each cultural view is a discrete resource from which to draw upon. Robert Grant sort of holds this in his view of "multinational advantage" (1987)
A more optimistic view believes that cultural differences are actually differences in "knowledge", so they create combinatoric benefits. Each culturally unique addition increases the "performance" of the group/organization geometrically. Network theory is sometimes used to model this. Some literature on this: Weitzman 1996, Maddox 1999. I believe that Paul Romer also discussed this in an economics article in 1998.
A less optimistic view holds that there are diminishing returns at some point. The diversity offers benefits in new perspectives, added tension in the group prevents group think and forces it to examine issues that are typically merely assumed to be, and the knowledge may be combinatorically leveraged. Examples of this: Barkema & Nadolska 2003, :"Knowing as Displacing" is from a researcher named "Law" who believes that the diversity will eventually cause group forgetting (2000). Benkard (1999) contrarily advises that extra knowledge must be forgotten before the diversity can be leveraged.
Hoskisson and Hitt 1993 hold that there is a trade off between the benefits cultural diversity offers and the costs that it exacts. The benefits have been discussed above. They suggest that diversity reduces that group cohesion, makes communication more difficult and dampens trust. At some point, too much diversity will severely compromise performance since no one will or can work together.
All of these articles can be found via your nearest university or college library electronic database like EBSCO, or Proquest by looking up the author's name(s) and searching by the date of publication.
These articles are from economics and business journals, but the levels of analysis work for small groups as well. Grant's and Hoskisson's articles both are concerning top management teams in businesses.
As far as leadership styles: I'm not sure which of the bazillion leadership models you are using. Something like Bass's transformational leadership would be relatively immune as would Greenleaf's "servant leadership" or Robert House's idea of Charismatic leadership. Something like Theory X or Theory Y leadership, or LMX would just require some logical underpinning.
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why not just get the online articles and forget the question? i live your question, but ive got no online articles. dammit man.
References :