Leeds
School of Business
Organizational
Behavior Seminar
Friday
12:00 – 3:00PM
KOBL
S286 mostly
David Hekman, PhD.
Office: KOBL 461
Office Hours:
Tuesday 1:00 – 3:00
Phone: 303.492.1076
Email:
david.hekman@colorado.edu
Course description
Imagine our understanding
of organizations as a giant, partially-completed jigsaw puzzle. A few dozen
edge pieces have been connected together in the fields of mathematics, physics,
chemistry and biology. A few more pieces have been connected onto those
in the fields of medicine, economics and psychology. And a few pieces
have been connected onto those in the field of organizational behavior.
My goal for this course is for us to connect more pieces of this puzzle and
therefore advance human understanding of how organizations operate and more
importantly how they should operate. We are already aware of the most
common features of organizations -- organizations
usually have leaders, cultures, identities, motivators, power structures,
stressors, and even disgruntled members. We also know that many
organizations fail to accomplish their goals, and perish. But what if we
wanted to design the perfect, harmonious organization, how would we do that?
Together we will seek to uncover the optimal organizational design in our
seminar room. I believe we have the motivation, opportunity and ability to do
this, and all that we need is some serendipity and luck.
As with any puzzle, we need to become familiar with the connected and
unconnected pieces. Each week we'll read several articles that we will try to
piece together to advance our collective understanding of organizations.
Grading
The grading will be based
on your ability to memorize the facts in the articles we read, your ability to
successfully identify connections between articles, your skills at presenting
and discussing, and your ability to generate an interesting research paper.
Predicting connections between “puzzle
pieces.” (30% of your
grade) Each week you will also be responsible for generating and testing a
hypothesis (either in a dataset I provide or one that you already have).
The goal of this weekly assignment is to take some risks and test some
non-intuitive hypotheses. Hopefully as a group, we will be able to make
and test several hypotheses directly related to each week's topic. This
exercise might help you come up with an idea for a term paper, and will help
keep your quantitative skills fresh.
Discussion. (20% of your grade)
The burden of making class meetings interesting, controversial,
educational, creative and interactive will fall on all of us. In class,
we will explore what we know and what we don’t know about the day’s topic. We
will pursue what we’d like to know and how we would go about finding it
out. The goal of the discussion is not to cover every single reading in
excruciating detail, but rather to use the papers as a way of identifying
common themes, gaps in the literature, or limitations of theory or method that
would be important to know for someone who is pursuing research in our field.
Suggestions for each reading
1) Summarize the main
contribution of the study in less than 3 sentences.
2) Identify one assumption
from the study that you can question or debate.
3) Propose one new
testable hypothesis that you derived based on the article.
4) Pose one unanswered
question that you have about this paper that would make for the basis of a good
discussion.
What is good about this reading? What is
the basic formulation of the theory (constructs and relationships among them),
and what drives the theory? What are the theoretical foundations of the
research? What assumptions do different perspectives make about people? About
organizations? How tenable are the assumptions? What is the main contribution
of this paper? What are the interesting ideas? What could have been improved in
the paper? Do you believe the arguments (about the theory and the conclusions drawn
from the data)? What would it take to convince you? What are the boundary
conditions of the argument? In other words, for whom and under what
circumstances does the argument apply and not apply? What are the critical
differences between this author’s argument and others you have read? Can these
differences be resolved through an empirical test? What would that study look
like?
What is the aim of the research?
Specifically, what “big picture” practical question is highlighted and what
more focused research question is addressed? Why is this research question
important? Meaning, why should anyone care? What do we already know about this
research question? That is, what does past research on this issue say?
What is the author’s approach to the
research question? (i.e., what is the theoretical foundation)? How is this
approach different from what we already know? Why should anyone care about
taking this approach to the question? For empirical articles, who were the
participants? What method was used? Are the sample and method appropriate given
the study’s hypotheses? What were the major findings that are relevant to the
aims of the study? How generalizeable are the
findings? What are the boundary conditions? (i.e., for whom and under what
conditions do the findings apply?) What conclusions did the authors draw? What
theoretical and practical contributions does the research offer? What do you
think of the research? What do you see as its strengths and weaknesses?
Term paper. (40% of your grade) The term paper is
due on the last day of class. This paper is simply a problem you want to
solve. What frustrates you about the readings? What was the most
frustrating aspect of your job when you were in the “real world”? What is a
question you would really like to answer? What are most researchers not
noticing? In the term paper, you should provide a literature review of the
related work to-date, a theoretical framework consisting of hypotheses, and
methodology to be used for testing the hypotheses (for the format, use AMJ
publications as examples). The paper should be in no more than 15 double-spaced
pages of text.
It is important that you appropriately
cite all references within the text of your proposal, as well as including a
reference list at the conclusion of your paper (for the format of referencing,
see AMJ
publication guides). Sentences that are paraphrased and ideas that
are adopted from another work must be appropriately cited. If you are
including a sentence or passage verbatim from another work (published or
unpublished), you must indicate this with the appropriate quotation marks and
citation.
While you must incorporate what you have
learned from this course in your final paper, I aim to be flexible on the topic
of your term paper. The last thing I want is for you to write a paper that you
are not interested in developing further. Indeed, my hope is that this
paper will eventually develop into a publishable journal article (e.g., for Academy
of Management Journal).
This paper should provide a thorough
literature review of one of the areas or sub-areas covered in the
seminar. Moreover, the paper should also develop a theory- driven,
testable model with hypotheses and a methods section. Thus it should look
like the front end of one of the papers we have read this term up until the
results section. It should be in 12 pt. font, double-spaced, and with 1”
margins all around. Quality is the focus, not length so if you can say
something well in fewer pages then do so.
1) Introduction: What is
the topic? Why is it important? What prior research has been
done? What questions are unanswered? Highlight new opportunities in
the field. Convince the reader why this study should be done.
2) Theory and Model:
Propose a theory and testable model to drive research on one or more unanswered
questions identified above. Define the constructs you are focused on and
include a set of propositions or hypotheses to test.
3) Methods: Describe in as
much detail as you can how it will be tested, making up a mock methods
section. This section should include your sample, the procedure, and the
measures or operationalizations you would use. If you
are going to do a qualitative study, then you should describe in detail the
methods you will use for obtaining data, which can include the site for data
collection, the kinds of data you will collect (i.e., interview, observation,
textual analysis, and the procedures you will use to collect your data. Follow
closely the format of the ‘methods section’ found in journal articles we are
reading or of journals that you have read in the past.
Presentation and Expert. (10% of your grade) Each student will
do one 15-minute conference style presentation of one of the weekly assigned
readings. This involves roughly 10 slides that cover the research
question, the puzzle being solved, theoretical background, methods, findings
and implications. Present the article as if you wrote it, and be ready to
defend the article against criticisms, comments and questions from the
audience. You will also be the expert on all the readings for this week.
Other Considerations
Throughout this course,
you will be encouraged to come up with ideas and you most likely will find that
you cannot help but generate a lot of ideas as you read, talk and write about
these various topics. Please make sure you write down all of your ideas
and save them for future use. I also encourage you to compile a reading
list of scholarly materials that you have read outside of this course.
This list will give you an idea of the expansiveness and breadth of your
knowledge in the field and you will find it a valuable resource as you prepare
for your qualifying exams and dissertation.
DAY 1: COURSE OVERVIEW
We’ll get to know each
other a little bit, assign readings, and overview the course. I’ll
introduce the datasets, and the business simulation.
“Study hard what interests
you the most in the most undisciplined, irreverent and original manner
possible.” ― Richard Feynmann, Nobel Prize
winner in Physics
“Education is not the
filling of a pail, but the lighting of a fire.” ― Plutarch
“Change is the end result of all true learning.”― Leo Buscaglia
"The best way is always to stop when you
are doing good and when you know what will happen next. If you do that every
day, you will never be stuck." - Ernest Hemingway
"The trick to having good ideas is not to sit around in glorious
isolation and try to think big thoughts. The trick is to get more parts on the
table" -Where Good Ideas Come From by Steven
Johnson
Interesting links to get
us started:
The essence of business
research is story-telling
Simplicity, persistence,
and re-writing are the keys to clear academic writing
Publishing OB research is
quicker than publishing
strategy research
Creating a mystery is the
secret to engaging
your audience
Organize your writing like a pyramid -- "The pyramid principle"
chapters 1-4,
5-7, 8-10
Harvard business professor Robin Ely always
thanks the FSC research group (Five Smart Cookies) in her
academic articles.
Don Hambrick's
assertion that, as a field, we “should relax our requirement that facts be
reported only with theories” (2007: 1349)....that there currently is not enough
uncovering of “interesting facts” or “identification of the phenomenon or pattern[s]
that we need a theory to explain” (Hambrick, 2007:
1349)
“A survey of 27 universities by Golde and Dore in 2001 found that most PhD students report
that they did not understand what doctoral study entails or how it works, and
that they believe that our training has failed to prepare them for their professional careers.”
Three truths from psychology: people don't judge you as harshly as you think they do, it's best to
think of intelligence as malleable, and we need to play more than we do.
How to write a lot book
by Paul Silvia
"From 2006 to 2010, new manuscript
submissions at AMR ranged between 400 and 500 each year, while new manuscript
submissions at our sister empirical journal, the Academy of Management Journal
(AMJ), increased from 622 in 2006 to 1,083 in 2010. During the same time
period, membership in the Academy of Management grew by 3,000, to just
below 20,000 members (2011: 606)."
The Academy of Management has annual revenues
of $11 million and annual profits of $6 million
Here is a
list of things that are inherently interesting
Boice (1990) randomly assigned a sample of college
professors to three strategies: abstinence (emergency writing only),
spontaneous (writing during 50 sessions when inspiration hit); and forced
(writing during 50 prescheduled and inflexible sessions). Writers in the forced
condition wrote 3.5 times more pages than those in the spontaneous condition
and had 50 percent fewer days between creative ideas.
Scientists who study the brain with a
microscope are rated about twice as "scientific" as scientists who
study brain output (i.e. thoughts) with surveys.
"Shitty
first drafts. All good writers write them. This is how they end up with good
second drafts and terrific third drafts." –Lamott
(1994: 21)
AMJ FTE,
storytelling is critical, includes list of books that teach you how to write
AMJ FTE
George 2014, “AMJs new
strategic vision is to bring problems to the forefront.”
Question:
What is a theoretical contribution?
DAY 2: INTRODUCTION TO
ORGANIZATIONAL BEHAVIOR
Presenter:
_______________________
*Miner, J.B. 2003. The rated importance, scientific validity, and
practical usefulness of organizational behavior theories. Academy
of Management Learning & Education, 2, 250-268
Pfeffer, J. 1993. Barriers
to the advancement of organizational science: Paradigm development as a
dependent variable. Academy of Management Review, 18, 599-620.
Banks, G. C., Pollack, J.
M., Bochantin, J. E., Kirkman,
B. L., Whelpley, C. E., & O’Boyle, E. H. (2016). Management’s science–practice gap: A grand challenge for
all stakeholders. Academy of Management Journal, 59(6), 2205-2231.
"Genius is nothing
more nor less than childhood recovered at will." -Charles Baudelaire
"I believe in intuition and inspiration. At times I feel certain I am
right while not knowing the reason. Imagination is more important than
knowledge. For knowledge is limited, whereas imagination embraces the entire
world, stimulating progress, giving birth to evolution. It is, strictly
speaking, a real factor in scientific research." -Albert Einstein
Dressing up like an organization.
Diversity, leadership,
creativity, conflict are hot in OB research
Overview of the last
hundred years of IO/OB
research
Management timeline
Economies as a series
of tubes of water
(earliest economic model)
Economics is based on physics
Economists
Merton and Scholes won a Nobel prize for creating a flawed risk-calculation
formula that triggered a global financial crisis
Despite the
failure of mainstream economics to predict the recent recession, Keynes is
still not required reading in any required economics course in any top university
Wikipedia article on complex adaptive
systems
The Oxford
starlings' complex
adaptive system
Man o' war complex adaptive
system
Slime mold complex adaptive system, and
see it create Tokyo's
rail system
Xenophyophores simple, and large,
semi-adaptive system
Prof. Geoffrey West, surprising math of cities
Large cities, animals, and businesses are much more energy efficient than small ones
Large machines are much less energy efficient
than small ones
A strong predictor of how
fast you walk is the number of people in your city
Cities are the engines of economic growth
There are approximately
250 times as many cells in your body as stars
in the Milky Way
If you
compressed the history of earth into 24 hours, humans would only exist for a few seconds
Questions: What are the
main organizational behavior theories? Which ones have the most
impact? Do you think these are the most impactful because of manager or
academic interest or both? What could be a organizational science paradigm? Are
organizations complex adaptive systems? How do you write a compelling
introduction?
DAY 3: PERFORMANCE
Presenter:
_______________________
*Trevor, C.O., Reilly, G.
& Gerhart, B. (2012). Reconsidering Pay
Dispersion's Effect on the Performance of Interdependent Work: Reconciling
Sorting and Pay Inequality. Academy of Management Journal. 55: 585-610.
Andriani, P., & B. McKelvey.
(2009). From Gaussian to Paretian Thinking: Causes and Implications of Power
Laws in Organizations. Organization Science, 20 1053-1071.
Smither, J.W., London, M., Reilly, R.R.
(2005). Does
performance improve following multisource feedback? A theoretical model,
meta-analysis, and review of empirical findings. Personnel
Psychology, (58): 33-66
Undersampling failure leads to a variety of false
beliefs about management -- in
particular that risky practices are good practices.
360-degree feedback is
associated with worse organizational performance
360-degree feedback is
most accurate if the raters have known the person for
three years
Pay inequality between
professors is associated with worse
research productivity and satisfaction
Even though 90% of
doctors agree they should reduce their C-section rate, the rate increases
each year
July is the deadliest month in hospitals
We are all
performance outliers
Anne Jones claims she can
read 4,700
words per minute
All European monarchs can
trace their lineage
to one guy
Stephen Wiltshire is a human camera
Jill Price can’t
forget anything
Star performers tend to
get information overload,
which hurts their performance
Stars cannot function
without a support team
Regardless of salary, NBA
stars move to teams that can
win a championship
Employees have a tendency
to harm high performing
coworkers
Bad apples are toxic
for teams
Wikipedia articles on
the pareto distribution and
the normal
distribution (skim this one)
Check out HBS doctoral
student profiles.
Pretty cool advice.
Productivity tips from
highly productive
junior OB faculty
Over 98% of documented
species are now
extinct
Questions. If human
attitudes and behavior fall on a pareto distribution,
how would that change our theories and measures of performance and personality
(most personality measures force people into a normal distribution)? Is
there an optimal balance between paying the stars high salaries, without
demoralizing everyone else on the team?
DAY 4: GOOD LEADERSHIP
Presenter:
_______________________
*Van Knippenberg, D., & Sitkin, S.
B. (2013). A
critical assessment of charismatic—transformational leadership research: Back
to the drawing board?. The Academy of Management
Annals, 7(1), 1-60.
Owens, B. and Hekman, D.
(2012). Modeling
how to grow: An inductive examination of humble leader behaviors,
contingencies, and outcomes. Academy of Management Journal, 55:4
August Issue
Lorinkova, N., Pearsall, M. J., & Sims, H. P. (2013). Examining
the differential longitudinal performance of directive versus empowering
leadership in teams. Academy of Management
Journal
How to emerge
as leader at work. Always talk about the task. Start by talking about change,
and then gradually talk more and more about
relationships.
Love and
loneliness at work. It
matters!
Daily Empowering
Leadership Spurs Next-Morning Employee Proactivity as Moderated by Nightly Sleep
Quality
Leaders
explain 38.5% of the variance in organizational
performance
“Inaccessible rulers destroy the people. Easily accessible rulers
please the people. The people deem a just ruler a mother. Such a ruler attains
material happiness and later heaven.” -Chanakya
Neeti, Indian philosopher (c. 370 BCE)
A “phronetic leader,” is someone who, in Shotter's and Tsoukas' words, has “developed a refined capacity to
intuitively grasp salient features of ambiguous situations and to constitute a
‘landscape’ of possible paths of response, while driven by the pursuit of some
notion of the common good.”
Power decentralization is associated with better financial performance,
whether the unit of analysis is the country, organization or workgroup (Farr,
Lord & Wolfenbarger, 1998; Kozlowski & Ilgen, 2006).
Research question. Do follower ratings of top manager performance
predict stock price/firm performance better than boss ratings of top manager
performance?
A model of how leader vision leads followers to
think of how that vision affects their possible collective self, and then leads
to followers pursuing the vision
Amazing real-life crime experiment. Police reward
teens for good behavior (free movie passes for hosting a block party), which
halves the local crime rate. This "positive ticket" program costs
just one-tenth of a traditional justice system, and is much
more effective at reducing crime.
Young leaders
should be directive, and older leaders should be participative
Women are more
responsive to ethical leadership than men
"Leaders should think less like surgeons
and more like psychiatrists, where the people are the problem and the solution." -Heifetz
Leader mind and brain complexity predicts adaptability
Proactive leaders who are trusted by their
followers have better performing teams because these managers set more challenging goals.
If you want to be viewed as a leader, show the
emotions of contempt and compassion (both emotions involve looking down on
others)
Trusting your leader leads to organizational
identification and better performance
Neubert, Kacmar,
Carlson, Chonko, and Roberts (2008) found that the
leadership style of initiating structure that focuses on task completion was
related to followers’ prevention focus, whereas servant leadership that focuses
on employee development and growth was related to followers’ promotion focus.
If leaders do one behavior (initiate structure)
they will be rated favorably on many other leader behaviors as well (even behaviors they don't do).
Using a field experiment in the United Arab
Emirates, we compared the impact of directive versus empowering leadership on
customer-rated core task proficiency and proactive behaviors. Results
demonstrated that both directive and empowering leadership improved work unit
core task proficiency, but only empowering leadership improved proactive
behaviors. Examination of boundary conditions revealed that directive
leadership improved proactive behaviors for work units that were highly
satisfied with their leaders, whereas empowering leadership had stronger
effects on both core task proficiency and proactive behaviors for work units
that were less satisfied with their leaders.
40% of CEOs are introverts
Hearing the
boss say "thanks" motivates fund raisers to make 50% more calls
Being too
close to your boss can lead to stress
Our brains
have a tradeoff between memory
(specifics) and prediction (generalization)
Our brain is
organized hierarchically, but the flow of information is top-down in the left
hemisphere, and ground-up
in the right hemisphere
The flow of
blood in our heart is top-down (arteries) in the left atrium and ventricle and ground-up
(veins) in the right atrium and ventricle
Investment
banks tend to either specialize in equity (top-down money flow) or
debt (ground-up money flow)
Scientists are
trying to make an animal brain
with computers
Each brain
cell has the power of a desktop computer
The human
brain is like a computer that can perform 38 thousand trillion operations per
second and hold about 3,584
terabytes of memory
A network of
computers may have the ability to become
conscious
The back of
the brain handles vision; the front
handles action
Vision can
be taught
You can only learn to see
by taking action and then reflecting
on it
A young
twenty-something year old CEO took over a $4M company, fired 2/3rd of all
managers and gave the power to the employees. Now it has sales of over
$200m.
Questions:
What are some similarities between brain cells and leaders? What are
some differences? How would you summarize Hawkins' 'memory prediction
framework' of the brain? What can the agents who lead organizational
systems (i.e. leaders) learn from the agents who lead biological systems (i.e.
brain cells)?
DAY 5: BAD LEADERSHIP
Presenter:
_______________________
* Chatterjee, A., & Pollock, T. G.
(2017). Master
of puppets: How narcissistic CEOs construct their professional worlds.
Academy of Management Review, 42(4), 703-725.
Carton, A., Murphy, C.,
& Clark, J. (2014). A (Blurry) vision of
the future: How leader rhetoric about ultimate goals influences performance.
Academy of Management Journal. .
Priesemuth, M., Schminke,
M., Ambrose, M., & Folger, R. (2014). Abusive
supervision Climate: A multiple-mediation model of its impact on group outcomes.
Academy of Management Journal.
Vision article update. How
leaders can overcome the blurry vision bias.
Visions of change must
also be visions of
continuity.
Leaders abuse subordinates who
they envy
Does it help to talk about
how unfair your boss
is? Not really.
Bad is five
times stronger than good
If you want to be viewed
as a good leader, be somewhat assertive – not too assertive, and not
too passive.
Bosses like to be
flattered, but it makes them perform worse
Lots of leadership research
retractions
Destructive leadership review
Powerful
people are less likely to mimic others because power
makes them more self-focused
Power and status
research are hot. link link link
Bendersky and Hays (2012) examine the negative effects of status
conflict— defined as disputes over people’s relative status positions in their
group’s hierarchy—on group performance. Their results show that status
conflict, a type of group conflict rarely considered in past organizational
literatures, exerted a negative effect on group performance; furthermore,
status conflict hurt group performance by undermining information sharing
more than any
other types of group conflict.
Celebrity CEOs are bad for business
Higher social class predicts increased unethical behavior
Boards of Directors think their CEOs have bad
people skills, and are extremely focused on profits
Leaders are a little delusional. 54% of senior
managers think their company is "healthy" compared to just 30% of the rank and file.
Leaders who have a strong individual identity
combined with a weak collective identity are the most abusive
The highest paid CEOs are the worst performers, because higher pay leads to overconfidence and more risk-taking
CEO pay has increased 937 percent since 1978
The meta-analysis by Tosi, Werner, Katz, and
Gomez-Mejia (2000) demonstrates that firm size accounts for 40% of total
variance in total chief executive officer (CEO) pay, whereas company
performance explains less than 5% of total variance
"A whopping 94 percent of Americans and 93 percent of executives
said corporate executives make decisions based on advancing their own careers;
69 percent of Americans responding said corporate executives’ commitment to the
public good rarely or never influenced their decisions, while 68 percent of upper executives agreed."
Narcissists and Machiavellians tend to emerge
as leaders in laboratory groups (Van Vugt,
2006)
If your boss
has a baby, he
will pay you less
People might
rise to their level of incompetence in
bureaucracies
A manager
once fired 40,000 of his employees because of political differences
Workplace bullies cost
U.S. businesses $60 billion each year in absenteeism, turnover and productivity losses
People are more unethical
when there's lots of money lying around, the lights are dim or they're wearing counterfeit sunglasses
Closing your eyes discourages immoral behavior
Childhood lead poisoning
may trigger a life of crime
Over a quarter of Wall
Street employees observed wrong-doing
in the workplace
CEO pay is
linked to golfing ability, but not
corporate performance
Improving your CEO's golf game from average to great (handicap of 15 to
2) increases his/her salary by $1.5M
Nearly all Fortune 1000 CEOs belong to one private country club, 65% belong to
at least 2 clubs, and 45% belong to at least 4
Business executives are more histrionic and equally narcissistic as patients
diagnosed with psychopathic personality disorder
57 percent
of employers threaten to close the worksite if employees unionize
Threatened men take bigger
risks
The higher you go, the meaner you look
Being the favorite of a
mean boss makes you lose
your self-control
Hierarchy develops as a
way of solving conflict among low-power people
Leader charisma matters
most under conditions of
uncertainty
Shaquille O’Neal’s
dissertation was titled “The
duality of humor and aggression in leadership styles”
Questions: What is it about some leaders that makes
others judge them as bad? What motivates bad leaders to be
bad? How might bad leadership be defined differently in different
cultures? Can bad leaders be rehabilitated? If so, how? Is it
possible to get “scooped” in the field of OB?
DAY 6: PERSONALITY
Presenter:
_______________________
*Judge, T. A., & Bono,
J. E. (2001). Relationship of core
self-evaluations traits—self-esteem, generalized self-efficacy, locus of
control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal
of Applied Psychology, 86, 80-92.
Judge, T. A., & Hulin,
C. L. (1993). Job satisfaction as a
reflection of disposition: A multiple‑source causal analysis. Organizational
Behavior and Human Decision Processes, 56, 388-421.
Judge, T., & Zapata, C. (2014). The person-situation debate
revisited: Effect of situation strength and trait activation on the validity of
the big five personality traits in predicting job performance. Academy
of Management Journal, amj-2010.
Core self-evaluations (self-esteem, generalized
self-efficacy, locus of control, low neuroticism) lead to increased job satisfaction because they affect perceived
job characteristics and perceived job complexity.
Personality is less important for predicting job
satisfaction than job characteristics.
Plato thought there were three types of people in the world. The truth-lover (philosopher), the honor-lover (spirited
person), and the profit-lover (appetitive man).
Night owls have been shown to be cleverer than
morning larks, with quicker minds and better memories. They also earn more.
Good review of how the dark triad traits fit with traditional models of personality
Approach-avoid underlies
"the big
two" dimensions of personality
Nice people (i.e. high agreeableness) make less
When
circumstances are changing, non-conscientious people and high
openness people perform best
The best
innovation labs are always a little contaminated.
Your birth city determines your future income.
Interactive map showing how geography shapes the likelihood your kid will be better off than you.
It's better
to be born rich than to go to college. You are 2.5 times more likely to
be a rich adult if you were born rich and skipped college, than if you were
born poor and graduated
from college.
Early birds are more ethical in the morning, night owls later in the day.
Your
kid's math and reading skills by age 7 predict his/her earnings
at age 42.
Pretty comprehensive list
of personality measures
Wikipedia article on the Big Five
personality traits
New way to analyze personality using facebook updates
Genetically identical
cattle still form a social
dominance hierarchy
Prof. Tim Judge’s slides
titled “What’s the matter
with OB”
The influence of
personality on job
performance is curvilinear
Police
departments are allowed to reject job applicants for being too smart
Honesty/Humility may be a sixth
personality dimension
The decision to start a
business may be largely
genetic
Republicans
probably had authoritarian
parents
Intelligence
is probably not
genetic
Strep throat
in childhood can lead to OCD
and ADD (maybe because the antibiotics kill gut bacteria that reduce bugs that
turn off inflammation)
A common brain
parasite may explain why you do or don’t like
exploring
Getting
surprised makes people more
risk averse
Scientists
still don't know why we sleep
Wide-faced men
are more likely to lie
to you
Wide-faced
CEOs have better
firm performance
Aggressive men have round faces
Intelligent people are
more likely to be monogamous,
atheist and politically liberal
Generations
may have different personalities – hero,
artist, prophet or nomad
Hot
temperatures seem to make people more
violent
If you live
in UT, CA, CO or HI, you
will live to be 90, but only 75 in WI
Just 2.5% of
DNA turns
mice into men
Walking
through a doorway makes
you forget
National caffeine
consumption is linked to the country's average level of extraversion
The U.S. is the most extraverted country on earth
NYC schools feed students
good food, test scores rise
16 percent
Money buys happiness up
to $75k
Working with people makes you smarter
Left-handers are much less
likely to
get Alzheimer's disease
Eating fruits and
veggies changes your genes
Questions: What is the difference between
self-esteem and core self evaluations? Tim
Judge seems to argue that genetics and hard-wired features are THE major factor
in predicting human behavior, and yet the news article regarding cloning
suggests even genetically identical animals still develop social dominance
hierarchies. What matters more, nature or nurture? What might matter more
in a corporation?
DAY 7: GENDER
Presenter:
_______________________
*Lyness, K. S. & Heilman, M.
E. (2006). When fit is fundamental: Performance evaluations and
promotions of upper-level female and male managers. Journal
of Applied Psychology, 91, 777-785.
Fiske, S. T., Cuddy, A.
J., Glick, P., & Xu, J. (2002). A model of
(often mixed) stereotype content: competence and warmth respectively follow
from perceived status and competition. Journal of personality and
social psychology, 82(6), 878.
Schaumberg,
R. L., & Flynn, F. (2016). Self-reliance: A Gender Perspective on
its Relationship to Communality and Leadership Evaluations . Academy of Management
Journal, amj-2015.
Does the glass ceiling exist because men view women as “social pollutants”?! Maybe
men project their anguished, sexy feelings about female coworkers onto those
female bodies.
Twokenism – what’s that and why is it so common?
Men and women have dramatically
different types of friendship networks and here’s why: Female anxiety
Powerful men
hog the microphone, but powerful women do not (because
if they do, they face a backlash)
Key to
promotion for women: Don't
smile
Rank of
homicide among causes of on-the-job death for American women: 1
Chances that
the word “pushy,” when used in U.S. media, is used to describe a woman: 2 in 3
If women are
central in a friendship network, they are viewed as competent
but not warm
Racial & gender biases in academia appear
linked to the most lucrative disciplines
Meta-analytic evidence suggests that
demographic diversity is most beneficial to collective performance in
female-dominated industries (e.g. service industries, r = .07), and most
detrimental in male-dominated industries (e.g. high-tech industries; Joshi & Roh, 2009, r = -.18).
Men in traditional marriages (wife stays at home with the kids,
husband makes the money) are most threatened by women in the workplace
Why do women care more for elderly parents than men? This study
shows it is NOT self-interest.
"Also, successful female managers have
been described as severely wanting interpersonally (e.g., bitter, quarrelsome,
selfish, deceitful, and devious) as compared with similarly successful male
managers (Heilman, Block, & Martell, 1995; Heilman, Block, Martell, & Simon, 1989). That is, the
achievement of success appears to provoke a boomerang reaction, with successful
women seen not just as noncommunal but as countercommunal—as hostile in their dealings with others"
Adjusted for
inflation, the typical American man who worked full-time made less in 2012
($49,398) than in 1987 ($50,166). Median earnings rose 16%
for women.
Conservative women are the happiest, then conservative men, then liberal women.
Saddest of all are liberal men.
Attractive men and unattractive women are more likely to get a job offer
Women leaders tend to be viewed as less warm.
England's Margaret Thatcher, was called "Attila the Hen." Golda Meir,
Israel's first female prime minister, was "the only man in the
Cabinet." Richard Nixon called Indira Gandhi, India's first female prime
minister, "the old witch." And Angela Merkel, the current chancellor
of Germany, has been dubbed "The Iron Frau."
Women buy 80% of everything that is for sale.
"Today’s human population is descended from
twice as many women as men. I think this difference is the single most underappreciated fact about gender. To get that kind of difference, you had to have something like,
throughout the entire history of the human race, maybe 80% of women but only
40% of men reproduced." -Roy Baumeister
Is there anything good about men? Yes, according to famed psychologist Roy Baumeister.
“Men go to extremes more than women.” Men are responsible for the lion’s share
of the worst acts of aggression and selfishness, but they also engage in some
of the most extreme acts of helping and generosity.
"Women appear to have higher ethical standards than men in
business contexts (Franke, Crown, & Spake, 1997).
In strategic interactions, men are more accepting of ethically questionable
tactics (Lewicki and Robinson, 1998 and Robinson et
al., 2000) and engage in more deception than women (Dreber
& Johannesson, 2008)."
"Contrary
to our hypotheses, we found that the relationships between education and salary,
as well as between hours worked and salary, were STRONGER for women compared to
men....illustrating that for women to succeed in the career contest, they may
have to do more than
what men do in terms of proving their credentials."
Women and men use different influence tactics
Half of men and 80% of women wash their hands with soap after using
a public restroom
When women are
aware of gender bias at work, they are more likely to act like men and distance
themselves from women.
One-third of
employees experience chronic stress related to work, the survey found. Women
report higher levels of work stress than men, as well as a gnawing sense that
they are underappreciated
and underpaid.
Women
penalized for promoting
women
Women
dominate social
networking sites
Women are
better risk managers
than men
In the Mosuo culture, women run everything
Women
physicians make 40% less than their white
male counterparts
Rape is
considered an occupational
hazard for female soldiers
One of the
first female mathematicians was murdered by an angry mob of
Christians
Working the
night shift is a cause of cancer
Women have the
best chance of getting ahead in fast-growing
industries
People
generally think women should be at the helm of failing
companies
When
organizations become more meritocratic, they become more biased toward men
Good
kindergarten teachers are worth $320k per year
99 percent of
the ants and bees in each colony are
sisters
98 percent of
Fortune 500 CEOs
are men
91 percent of prisoners
are men
Men and women
have the same average intelligence but men are much more likely to occupy the intelligence extremes
The male Y
chromosome evolves far faster than the rest of
the genetic code
Men are being out-performed
in universities
Men are 10
times more likely to kill themselves after their wife dies than women are when
their husband dies
1 million
people kill themselves each year, and 75%
of these suicides are men
Getting
married produces a happiness gain equivalent to earning more than $100,000
a year
People who marry
between the ages of 22 and 25 tend to have the longest, happiest marriages
Sex changes
are a good investment (if you become a man)
Questions:
How could we design a study to examine a day in the life of a CEO (male job)
versus a school teacher (female job). Which one has more stress? Even if stress
is the same, one gets paid a lot more. Which one needs more intelligence?
Skills? Why do male jobs get paid a lot more than female jobs?
DAY 8:
MOTIVATION
Presenter:
_______________________
*Sejits, G.H., Latham, G.P., Tasa,
K., & Latham, B.W. (2004). Goal setting and goal orientation: An integration of
two different yet related literatures. Academy
of Management Journal, 47:227-239.
Steers, R. M, Mowday, R. T, & Shapiro, D. L. (2004). Introduction
to special topic forum: The future of work motivation theory. Academy of Management Review, 29, 379-387. (Also skim through
other articles in this special topic volume.)
Deci, E.L., Koestner, R., & Ryan, R.M.
(1999). A meta-analytic review of experiments examining the
effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125: 627-668.
“I want to put a ding in
the universe.” –Steve Jobs
"Viewed narrowly, all
life is universal hunger and an expression of energy associated with it."
- Mary Ritter Beard
"The greatest shortcoming of the human
race is our inability to understand the exponential function" -Dr. Al
Bartlett
Higgins, E.T.
1997. Beyond pleasure and
pain. American Psychologist, 52(12),
1280-1300.
Dual-process models represent a framework of
human cognition theories that span many psychological disciplines. Despite the
different ways that they are labeled (e.g., automatic versus controlled,
Schneider & Shiffrin, 1977; experiential versus rational, Epstein, 1994;
heuristic versus systematic, Chaiken, 1980;
associative versus rule-based processing, Smith & DeCoster,
2000; system 1 versus system 2; Stanovich & West,
2000), most of these theories share one conceptual underpinning: the
distinction between two systems of information processing. One is characterized
as experiential, affective, heuristic-based, automatic, and fast, while the
other is characterized as being rational, logical, rule-based, and deliberate.
A large body of research has been devoted to the understanding of the
biological (Lieberman et al., 2002 and Smith and DeCoster,
2000) and evolutionary (Stanovich, 1999) bases of
dual-process models and their implications for decision-making, stereotyping,
perception/attribution, and persuasion (Evans, 2008).
Marching and singing in unison helps solve the free-rider problem in groups
Mice that
are constantly exposed to their predators get depressed as evidenced by eating
less sugar, burying 10 times more marbles (a sign of anxiety), and giving up
much 4 times quicker when hung up by their tails.
The World
Health Organization estimates that depression will be the second highest
medical cause of disability by the year 2030, second
only to HIV/AIDS
Riot Games pays employees up to $25,000 to quit if they’re unhappy within their first 60 days on the job.
According to Gallup.com, nearly one in five
employees hates work so much they sabotage their employers
Teams
comprised of smart, disagreeable people organized in pairs
learn the most.
Remarkably, cadets with strong internal and strong instrumental motives
for attending West Point performed worse on every measure than did those with strong internal motives but weak instrumental ones.
Dan Pink’s
talk showing how money hurts performance on cognitive
tasks
Engaged
employees tend to have negative moods in the morning and positive ones in the afternoon
An
outed gay general helped the
U.S. win the Revolutionary War
Legendary
NFL coach Vince Lombardi, whose brother was gay, intentionally recruited
minority and gay players and coaches throughout his career
The type of
method these authors use is the future of OB
Harnessed
disequilibrium is the foundation of motivation for all life-forms
Prof. Nick
Lane's mini-lecture about the origins of complexity
Mitochondria
power the cell and are in a symbiotic relationship
with it
Power
production in the cell is so dangerous it requires its own control
system (paragraph “the origin of complex life”)
We have two
brains – and the one
in our gut might be far more important for
motivating us than the one on our shoulders.
Ninety percent
of the body’s serotonin (neurotransmitter that makes us happy and socially
dominant) is in the gut.
“Numerically
we remain only 10% human, the remaining 90% of ourselves being the bacteria in
our guts. We
are born of infection."
When Americans
think about heaven, they work
harder
Income
distribution within U.S.
religious groups
Apple fanboyism is
a religion
The more
people doubt their beliefs, the louder
they preach them
Religious people live
longer
Facts
backfire when they contradict what we believe
Three-fourths
of conservatives believe the Bible trumps science
Weekends
make us happier
New Yorkers
are the most unhappy Americans
The fuel of
the self-starter is a positive mood
Congress has
tried many times to add a Christian
Amendment to the Constitution
Question:
There are lots of theories of individual motivation, but how can we create a
theory of group motivation? For example, how could we motivate an entire
country to tackle a massive, long-term problem (climate change, racial/gender
inequality)?
Sabrina Starts
DAY 9: JUSTICE
Presenter:
_______________________
*Colquitt, J.
A., & Rodell, J. B. 2011. Justice,
trust, and trustworthiness: A longitudinal analysis integrating three
theoretical perspectives. Academy Of Management Journal, 54: 1183-1206.
Cropanzano, R. & Rupp,
D.E. 2003. An overview of
organizational justice: implications for work motivation. In R. M. Steers,
L. W. Porter & G. A. Bigley (Eds.), Motivation and Leadership at
Work. New York: McGraw-Hill. (also skim this highly cited article
Cropanzano, R. Byrne, Z.S., Bobocel, D.R. & Rupp,
D.E. 2001. Moral Virtues, Fairness Heuristics,
Social Entities, and Other Denizens of Organizational Justice. Journal
of Vocational Behavior, 58, 164–209.)
Colquitt, J.
A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata,
C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice
at the millennium, a decade later: A meta-analytic test of social exchange and
affect-based perspectives. Journal Of Applied Psychology, 98: 199-236.
"Happy
families are all alike; every unhappy family is unhappy in its
own way." Leo Tolstoy in Anna Karenina
Types of organizational
justice
“The view that regulation
is bad for business is almost universally held, but in every country where you
find prosperity, you find massive amounts of regulation. Show me a libertarian
paradise where nobody pays any taxes and nobody follows rules and everybody
lives like a king! Show me one!” – Nick
Hanauer
“It is not
very unreasonable that the rich should contribute to the public expense, not
only in proportion to their revenue, but something more than in that
proportion.” – Adam Smith (father of modern economics and father of capitalism)
"The
value of any commodity … is equal to the quantity of labor which it enables him
to purchase or command. Labor, therefore, is the real measure of the
exchangeable value of all commodities." –Adam Smith
Walmart Heirs Own More Wealth Than Bottom 40%
of Americans
http://www.alternet.org/fun-facts-about-rich-people-walmart-heirs-own-more-wealth-bottom-40-americans-wealthy-give-less
Walmart earned $17 billion last year, which is $8,095 per employee (2.1
million world-wide employees, including part-timers).
http://www.marketwatch.com/investing/stock/wmt/financials
Nearly two-thirds of Walmart associates earned less than $25,000 in
2012 (825,000 workers). $12 per hour at 40 hours per week for 52 weeks gets you
to $25k. Minimum wage at full-time gets you 14k per
year.
Cropanzano and colleagues (2008) examined the interactive
effects of regulatory focus, outcome favorability, and procedural violations on
procedural justice perceptions. They found that regulatory focus moderated
negative reactions to unfairness, such that individuals with a promotion focus
demonstrated the most negative reactions when outcomes were negative and
allocation processes were unfair, whereas individuals with a prevention focus
demonstrated the most negative reactions when outcomes were negative and allocation processes were fair.
Brebels and colleagues (2008)
observed that promotion-focused individuals are more likely to retaliate in response to injustice.
Folger and Cropanzano’s
(2001) counterfactual framework provides a useful mechanism to account for the
effects of explanations on fairness perceptions. Different elements of an
explanation deactivate specific counterfactuals, with subsequent effects on
perceived fairness. According to their review, would counterfactuals are
influenced by the context of the event and the favorability of the outcome,
could counterfactuals are influenced by excuses, and should counterfactuals are
influenced by justifications. The difference between an excuse and a
justification is that the former acknowledges the fault of the actor while
arguing that the action was compelled by extenuating circumstances (Schlenker, 1980), whereas the latter accepts responsibility
for the action and argues for its rationality based on ideological grounds (Sitkin
& Bies, 1993; cf. Scott & Lyman, 1968).
Could and should counterfactuals. We developed
measures of counterfactual thinking based on the definitions of “could” and
“should” (Folger & Cropanzano, 2001). The “could” counterfactual included
two items: (1) “Management could have done something other than the layoffs”,
and (2) “In this situation, there was nothing else managers could do except a
layoff.” (α = .80). The “should” counterfactual included three items: (1)
“The managers should not have initiated the layoff”, (2) “Chrysler’s use of
layoffs is ethically questionable”, and 3) “Chrysler should have done something
different besides laying off employees” (α = .70). Although derived
independently, our counterfactual measures are similar to those developed by Spencer and Rupp (2009)
Scientists say
that it rains
diamonds on Uranus and Neptune, and these pile up
miles-thick at the planets’ cores
The Matthew
effect suggests that the rich get richer and the poor get
poorer
Employees who
feel they were treated unjustly are more likely to
unionize
Employees who
feel underpaid are more likely to steal office
supplies from work
The great
recession was financially very beneficial
to the Walmart heirs
In 1965 U.S.
CEOs made 20 times more than their workers, but now they make 231
times more than their workers
Injustice
leads employees to sabotage
their workplace
Ants take
slaves! But the slaves get revenge by killing
a huge percentage of their captors’ young
Pay cuts lead
employees to suffer from insomnia
Employees who
feel mistreated by customers are more likely to hang up on customers or make
them wait on
hold for a long time
Employees
forgive wrongdoing if the procedural justice climate is high, but take revenge
when the procedural justice climate
is low
Unionized
workers are more productive than their non-union
counterparts
Cheap
employees are less productive, because they make shopping harder
for customers
How Swedes and
Norwegians broke the power of the financiers
in their countries
90% of
Americans envy Sweden's wealth equality
The more money
you have, the more you
'need'
People hate generosity as much as
they hate selfishness
Happy people
are more selfish than sad people
Chinese
government doesn't censor anti-government speech, only speech that
organizes collective action
Greed might be
good
As unions
decline, inequality
rises
Wealth inequality is bad
for economic
growth
Labor
unions strengthen a nation's
industrial base
Labor unions
are motivated by power, want to gain insider status, and are accountable to
constituents that expect direct benefits
Activists
are motivated by ideals, have outsider status, and are free of accountability
Harvard Law
School offers a trade union
program
The first
industrial union in the U.S. was formed during the height of the
depression
Individual
goals aimed at maximizing individual performance hurt
the group
Depressed
employees are much more likely to see themselves as victims
Questions:
Is justice important? Is there any problem with limitless greed? Are
biological systems inherently greedy? Is greed a self-correcting or
self-perpetuating problem within a system? Across systems? What are the fairest procedures (viewed by all
to be most fair) that lead to the most unfair
outcomes?
DAY 10: RACE
Presenter:
_______________________
*Joshi, A.,
& Roh, H. (2009). The role of context
in work team diversity research: A meta-analytic review. Academy of
Management Journal, 52: 599-627.
DiBenigno, J., & Kellogg, K. C.
(2014). Beyond Occupational Differences The Importance of
Cross-cutting Demographics and Dyadic Toolkits for Collaboration in a US
Hospital. Administrative Science Quarterly,
van Knippenberg, D., De Dreu, C. K.
W, & Homan, A. C. (2004). Work Group Diversity and Group Performance: An
Integrative Model and Research Agenda. Journal
of Applied Psychology, 89, 1008-1022.
<packet> Hekman, D.R., Aquino, K.A., Owens, B., Mitchell, T.R., Schilpzand, P. & Leavitt, K. (2010). “An Examination of
Whether and How Racial and Gender Biases Influence Customer Satisfaction.” Academy of Management Journal, 53: 238 - 264. *AMJ
Best Paper Award, 2010
<Skim the
revisions and letters to the editor.>
Whites are more likely to believe today that
whites are more likely to face discrimination than blacks.
“Despite the fact that whites engage in drug
offenses at a higher rate than African-Americans, African-Americans are
incarcerated for drug offenses at a rate that is 10 times greater than that of whites."
Racism gets worse when white people see evidence of it.
Fewer than half the people living in London are white
Asian Americans are generally regarded as the
model minority (Hurh & Kim, 1989;Kitano &
Sue, 1975; Lee, 1994), whereas Hispanic Americans (P. Burns & Gimpel, 2000; Dixon & Rosenbaum, 2004; Marin, 1984) and
African Americans (Devine & Elliot, 1995; Krueger, 1996; Mackie et al.,
1996; Plous & Williams, 1995) are typically associated with more negative
stereotypes.
If you are poor, observers will think you are black, even if you
are white. If you are rich, observers will tend to think you are white, even if you are black.
About 6 in 10 whites think racism is over, even
though the wage gap between whites and blacks has remained the same for about 50 years.
White men protect their self-esteem by believing affirmative action is a quota-based
policy
What if Asians said the stuff White people say?
What if African-Americans said the stuff white people say?
Analysts tend to blame minority and female CEOs
for bad firm performance, but they tend to blame the economy for bad firm performance when the CEO is a white man.
List of distinct human
cell types
List of
distinct human ethnic groups
Half the
world’s chess champions, and a quarter of the Nobel prize winners are Ashkenazi
Jews
Caucasians are much more near-sighted
than African Americans
The border collie is the smartest breed of
dog
Patriotism
might be a subconscious way for humans
to avoid disease
Washing hands
and getting a flu shot makes people less racist
Wikipedia
entry "Autoimmune disease"
Find out how racist
you are with the IAT self-exam: (click on "Go to the Demonstration
Tests" and then "I wish to proceed" and then "Race
IAT." Feel free to skip all the demographic questions because they don't
affect your score).
More African Americans are in prison than were enslaved
in 1850
A majority of Americans are racist
Asian Americans will live to be 85 years old, but African
Americans will live to be just 71
Only four
Fortune 500 CEOs are African
American
Meta-analytic
evidence suggests that demographic faultlines are bad
for team
performance
100 years
ago, a zoo in New York had an African American on display in a cage
A chest pain
patient named Michael Smith will get a more aggressive medical treatment than
an identical chest pain patient named Tyrone
Smith
Only the highest
status Japanese snow monkeys are allowed in
the monkey hot tubs
Humans sort themselves
by skin color
At the
beginning of this class we will be doing an in-class exercise to illustrate the
advantages and disadvantages each of us were given based on our demographic
characteristics. The voluntary exercise is very interesting and
enlightening, but may make people feel uncomfortable. Participation
is voluntary.
Questions:
What can be done about racial inequalities? Do you think racially diverse
workplaces perform better than homogeneous ones? How can managers make any
problems associated with diversity go away? Do you agree with the
meta-analytic findings linking team diversity and team performance?
DAY 11: FIT
Presenter:
_______________________
*Anne Nederveen Pieterse, Daan Van Knippenberg, Dirk Van Dierendonck. (Forthcoming). Cultural Diversity and Team
Performance: The Role of Team Member Goal Orientation. Academy of Management Journal.
Kristof, A. L.
(1996). Person-organization fit: An integrative review of its
conceptualizations, measurement, and implications. Personnel
Psychology, 49, 1-49.
Kristof-Brown,
A. L., Zimmerman, R. D. & Johnson, E. C. (2005). Consequences
of individuals’ fit at work: A meta-analysis of person-job,
person-organization, person-group, and person- supervisor fit. Personnel Psychology, 58, 281-342.
“Democracy doesn't work
without the formative culture that makes possible the skills, the knowledge,
the ideas, the modes of dialogue, the modes of exchange, that can actually
provide the foundation for people to be critical and engaged social and
individual agents. If you don't have that formative culture, democracy becomes
empty.” -Henry Giroux
When replacing
a CEO, make sure their background is not a misfit with the current
conditions
The Chinese
worker model of fit constitutes five dominant themes (i.e.,
competence at work, harmonious connections at work, balance among life domains,
cultivation, and realization)
"I think it’s more accurate to understand
culture (e.g., a country, a religion) as an abstract system that competes
against rival systems — and that uses both men and women, often in different ways, to advance its cause." -Roy Baumeister
Cultures
focused on harmony (e.g. Taiwan) are worse negotiators
Marketing
has a market-oriented culture, and IT has a learning-oriented culture, so these
functions often conflict. But if marketing managers work in a learning
oriented firm, or IT managers work in a market-oriented firm, the negative
effects of the marketing-IT
culture clash on firm performance can be reduced.
Goal focused leaders improve the performance of conscientious followers
because such followers with goal-focused leaders have better
person-organization fit (Colbert & Witt, 2009).
Proactive
leaders have better relationships with proactive followers, and when leaders
and followers are both proactive, followers perform better and are more
satisfied (Zhang, Wang & Shi,
2012).
Speaking in
a powerless fashion (e.g. "maybe", "I think", "I don't
want to put words in your mouth") increases status in highly
interdependent teams, but decreases status in highly
independent teams.
Workers show
the most deference to their peers, rather than their
bosses or followers
Supporting
new hires in the first few days is what matters most
Team helping
leads to greater team learning, especially on complex
tasks
There are four
types of human relationships: communal, matching, market,
and hierarchy
There are four
types of organizational cultures: clan, adhocracy,
market, and hierarchy
Culture is a social
control system (famous OB article)
Culture is
dynamic and comes from the ground-up, as well as the top-down
Article integrating prospector/defender
organizations with promotion/prevention cultures (finally!)
Americans are
far more divided over politics than race,
income or gender
Political
beliefs even affect how we perceive
the weather
Worldwide, the
political left is the “party of movement” and the political right is the
“party of order”
The right
brain hemisphere motivates approach, and the left
brain hemisphere motivates avoidance
Social contagion (copying someone else) is more
likely in pleasant weather, and less likely in unpleasant weather
More than 50% of VC firms preferring to invest
in ventures within a 233 mile radius of their office (Cumming & Dai, 2010)
Computational
social science modeling political blogs
Fear of germs
predicts political
conservatism
Three-quarters
of singles won't date someone from
the other political party
Amazing chart
showing the entire history of the U.S. political parties as veins (left,
or ground-up resource flow) and arteries (right, or top-down resource flow).
Functional organizational
structure works best with avoidance strategy, and divisional organizational
structure works best with an approach strategy
People feel
“right” and like they “fit” when their goals
and strategies are aligned (i.e. approach goals
with approach strategy; or avoidance goals with avoidance strategy)
Organizations
need to be both “left-handed” and
“right-handed”
Good review
article of organizational
ambidexterity
Questions: How
many types of person-organization fit do you think there are? What do you think
is one of the most important types of fit in organizations? I find the race
maps of various cities shocking; what other human attributes would shock us if
we mapped them out like that? How might be political preferences
(liberal, conservative) and self-regulation strategies (approach, avoidance) be
different? Are they similar?
DAY 12:
CREATIVITY
Presenter:
_______________________
*Hennessey, Beth A., and
Teresa M. Amabile. "Creativity." Annual
Review of Psychology 61 (2010): 569-598
Elsbach, K. D., & Kramer, R. M. (2003). Assessing creativity in Hollywood pitch meetings:
Evidence for a dual-process model of creativity judgments. Academy of
Management Journal, 46, 283-301.
Yaping Gong, Tae-Yeol
Kim, Jing Zhu, Deog-Ro Lee. (2013). A Multilevel Model of Team Goal Orientation,
Information Exchange, and Creativity. Academy of Management Journal
“Creativity is a
natural extension of our enthusiasm”. - Earl
Nightingale (US motivational writer)
"There was never a genius without a tincture
of madness." –Aristotle
"We're going to sit at our desks and keep
typing while the walls fall down around us because we're creative - the least
important, most important thing there is." -Don Draper
"Genius it seems, happens when a seasoned
mind sees a problem with fresh eyes."
Leonard Bernstein believed pressure spurred
creativity. To 'achieve great things,' he suggested 'a plan, and not quite enough time.'
This AMJ article examining
antecedents of group creativity has been cited 3600 times and we have
the data
Tremendous insights will
strike you when you
visit Colorado
Most creative ideas don’t
get implemented in organizations, but highly socially networked employees are
more likely to get their creative
ideas implemented
At the individual level
narcissism doesn’t predict creativity, but having a narcissist in your group improves group
creativity
Articles
that are home runs are characterized by a
creative process that involves very hard work,
perseverance in light of obstacles, and attention to detail, but also passion
and improvisation.
Constraints can have some positive impact on
creative work, for example standardization
improves the impact of creativity on customer satisfaction (Gilson et al., 2005).
"Van Dyne and Saavedra conducted a field
experiment in which they assessed the creative work of study groups. They
included confederates in some of the groups. The confederates were selected
based on a natural inclination toward dissension and subsequently trained, and
instructed to “exercise dissenting influence” within their groups (Van Dyne
& Saavedra, 1996: 157). The groups with the confederates outperformed
control groups in terms of divergent thinking and originality of solutions."
Clutter drives creativity, study says, but
orderly environments promote more convention and healthy choices, which could improve life by helping people follow
social norms and boosting well-being
We say we like creativity, but we really don't.
Crazy creativity facts (1) Left to their own devices, teams are less creative than
individuals, (2) Providing "rules" to teams actually increases
inventiveness, (3) Striving for quality results in less creativity than
striving for quantity, (4) Fluctuating membership enhances a team's innovation,
and (5) Most leaders cannot articulate the four basic rules of brainstorming.
Dissent stimulates new ideas because it
encourages us to engage more fully with the work of others and to reassess our
viewpoints. Maybe debate is going to be less pleasant, but it will always be
more productive. True creativity requires dissent.
When network density is too low or too high, group creativity suffers
Anger improves analytical thinking, and sarcasm
improves creativity
Be groggy to maximize
creativity?
Risk takers are more
likely to engage in radical
creativity
Some task conflict is good
for team creativity
Blue rooms produce
creativity, and red rooms enable memory
Psychosis may be a cause of creativity
(idea generation)
Intelligence/wisdom may
help select the best idea
out of many generated
People non-consciously say
“uh” for a short pause, and “um” for a
long pause
Insight comes in part from
having a positive mood
Creativity results from a
simultaneous drop in negative
affect and increase in positive affect
Some distinguished
psychologists actually believe that people who get bored easily have ESP
Princeton researchers
believe that people's thoughts alone can bend light waves and stop machines from moving
Sugar in the
bloodstream increases self-control
States and countries with
high diabetes rates (poor ability to use blood sugar) are more
violent
Positive moods predict
creativity
Avoid negative thoughts to
improve
problem solving ability
Depression is nature’s way
of triggering
complex problem solving
Clear negative feelings
increase creativity, and clear
positive ones decrease it
Crowded coffee shops fire
up your creativity
Between 1683
and 2007, on average, there was an economic panic every 3,141 days
Want to be creative? Have a well-connected leader.
"Creativity is the sole province of neither
negative nor positive affect but an ascent from negative to positive.
Creativity is like the wonder of the phoenix, the mythological creature that
burns to ashes but then resurrects from those ashes to become a
beautiful bird."
Colorado is one of the only states that is both
conventional and creative
City size leads to more creativity “the average resident of a
metropolis with a population of five million people was almost three times more
creative than the average resident of a town of a hundred thousand.… we are
better served byconnecting ideas than protecting them.”
For maximum creativity, create an informal and benign visual
atmosphere by dimming direct light and having a light bulb somewhere in your
field of vision which is turned on from time to time. As far as I understand
it, the turning on of the light bulb is what primes the procedure of
gaining insight.
Feeling ambivalence (strong negative and
positive emotions at the same time) toward a person or organization is
uncomfortable for people, but it has the potential to foster growth in the
person as well as highly adaptive and effective behavior
Innovation quantity predicts innovation
quality! If you produce more patents, you will also tend to produce better
patents, unless your employer is very controlling
Groups of women become less creative when
competing against other groups, and groups of men become more creative
Ethnic and geographic diversity seems to
increase the quality of academic research
De Stobbeleir,
Ashford & Buyens (2011) found that feedback
inquiring, but not feedback monitoring was associated with creativity.
Creativity
and mental illness are
correlated.
Elementary
kids are more creative than high
schoolers
With
creativity, quantity breeds quality
News is bad
for your health. It leads to fear and aggression, and hinders your creativity
and ability to think deeply. The solution? Stop
consuming it altogether
Questions: Researchers seem to agree that
creativity is tightly linked to emotions. Which emotions? Sarcasm?
Anger? Positivity? Negativity? How can we make sense of these somewhat
contradictory findings? How can we induce creativity?
DAY 13: TURNOVER
Presenter: _______________________
*Dong Liu, Terence R.
Mitchell, Thomas W. Lee, Brooks C. Holtom, Timothy R.
Hinkin (forthcoming). When Employees Are Out of Step with
Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual-
and Unit-Level Voluntary Turnover. Academy of Management Journal.
Felps, W., Mitchell, T.R., Hekman, D.R., Lee,
T.M, Holtom, B., Harman, W. (2009) “Turnover
Contagion: How Coworkers’ Job Embeddedness and Coworkers’ Job Search Behaviors
Influence Quitting.” Academy of Management Journal. 52(3):
545-561.
Park, T. Y., & Shaw,
J. D. 2013. Turnover
rates and organizational performance: A meta-analysis. Journal of
Applied Psychology, 98, 268-309.
“If you have lower than
ten percent turnover, there is a problem. And if you have higher than 20 percent
turnover, there is a problem.” --U.S. President Richard Nixon
"The basic economic
resource - the means of production - is no longer capital, nor natural
resources, nor labor. It is and will be knowledge." --Peter Drucker
Nearly all turnover researchers
assume that turnover greatly
hurts organizational performance
The correlation between
turnover and organizational performance is almost
zero
Managers hate it when employees quit
Burned out employees are more likely to die
Patients of burned out
nurses are more likely to die in the
hospital
Brain/heart cells have a
very low
turnover rate
Intestinal cells have a
very high
turnover rate
Professors/bankers have a
very low
turnover rate
Customer service
representatives have a very high
turnover rate
Cell turnover prevents
cancer-causing damage
from the environment
Empowered and autonomous
employees are less likely
to quit
Poor performing employees
experiencing a downward plunge are more likely to quit
One’s attachment style may
predict turnover
Women surgeons tend to disidentify with their surgeon identity and quit
97% of
physicians are frustrated with their jobs
Questions: Might turnover
be beneficial to organizational performance? Might it be harmful to
organizational performance? Why do people think turnover is so bad?
DAY 14: IDENTIFICATION
Presenter: _______________________
*
Ashforth, B.E. & Reingen,
P.H. (2014). Functions
of Dysfunction: Managing the Dynamics of an Organizational Duality in a
Natural Food Cooperative. Administrative Science Quarterly,
59: 474-516.
Ashforth, B., Harrison, S. and Corley, K.
(2008). Identification
in Organizations: An Examination of Four Fundamental Questions. Journal
of Management, 34(3), 325-374.
Hekman, D.R., Bigley,
G.A., Steensma, H.K. & Hereford, J.F.
(2009). Combined
Effects of Organizational and Professional Identification on the Reciprocity
Dynamic for Professional Employees. Academy of Management Journal.
52: 506-526
"If you
want to go fast, go alone. If you want to go far, go together." - African
Proverb.
"This
rule is perfect: in all matters of opinion, my adversaries are insane." -
Mark Twain
Five classic stories to choose among to ensure
that your audience, your clients, your customers, or your public – or all of
the above – understand and remember what you’re doing. Shakespeare used all
five, and if they’re good enough for him, they’re good enough for the rest of
us. The stories? Quest. Stranger in a
Strange Land. Rags to Riches. Revenge. Love Story.
A group stigma elicits a
prevention focus when it is activated or negative treatment is expected (Derks et al., 2006; Oyserman et
al., 2007) and in the long run may also lead to a chronic prevention focus (Keltner et al., 2003; Oyserman et
al., 2007). A chronic prevention focus in turn leads to a preference for and
social identification with low-power groups (Sassenberg
et al., 2006, 2007). Conversely, there are some indications that high power and
domains in which a group is superior lead to a promotion focus (Derks et al., 2006; Keltner et
al., 2003), which in turn results in a preference
for high-power groups (Sassenberg et al., 2006,
2007).
Men tend to throw away
identities, and women tend to take on too many
Organizational
identification doesn’t strongly predict employee
performance
Subgroups are
characterized by three underlying factors: identity, resources, and
knowledge.
The self has become a
problem over the last 200 years – knowing, defining, and understanding oneself
is difficult, and then relating
the self to society is even harder
Adults who have a weak
identity may seek a
negative identity (disidentification)
Prototypical, fair leaders
have the most cooperative
subordinates
Identification with a
supervisor produces organizational identification if the leader is
prototypical
Gangs break up their
territories the same way lions
and honeybees do
Yale researchers suggest
there are at least six Americas when
it comes to global warming
Self-disclosure
on facebook and twitter activates the same pleasure
as eating
and getting money
People will discriminate
against other groups even when they have been randomly assigned to
their group
Identification measures
self-definition as a group member; commitment measures
relationship strength between a person and a group
There are three commitment
components (want to commit, should commit, must commit), there are three
embeddedness components (I fit here, I have links here, I’d sacrifice a lot
be leaving), and there are at least two identification
components (affective, cognitive)
Doctors who weakly
identify with their employer will resist administrative social
influence attempts
It is very difficult to
publish papers that merge highly related theories
together (e.g. this
rare type of article “lumped together” voice, issue-selling, prosocial
rule-breaking, taking initiative, taking charge, job crafting, etc)
Questions: Do you think it would be possible to
“prune” some of our attachment theories? Are theories on identification,
commitment, and embeddedness truly different? Why does identification
have such a weak influence on job performance? What might be some
variables that change the influence of identification on performance?
DAY 15: EMPOWERMENT
Presenter:
_______________________
*Seibert, S.
E., Silver, S. R., & Randolph, W. A. (2004). Taking empowerment to the next
level: A multiple-level model of empowerment, performance, and satisfaction. Academy of Management Journal, 47, 332-349.
Spreitzer, G.M. (1995). Psychological empowerment in the workplace:
Dimensions, measurement and validation. Academy
of Management Journal, 38, 1442-1465.
Perry-Smith,
J.E. and Blum, T.C. 2000. Work-family human resource
bundles and perceived organizational performance. Academy of Management Journal, 43,6,
1107-1117.
"We need institutions and cultural norms
that make us better than we tend to be. It seems to me that the greatest
challenge we now face is to build them." -Sam Harris, neuroscientist
"I ask to ensure you that humanity is
served by wealth and not ruled by it" -Pope Francis
"There is no energy crisis, only a crisis
of ignorance." -R. Buckminster Fuller
The American economy will be fixed by "the
democratization of wealth, through employee-owned companies, regional co-ops, and a focus on the triple bottom line" –Gar Alperovitz
“And the only myth that's going to be worth thinking about in the
immediate future is one that is talking about the planet, not the city, not
these people, but the planet and everybody on it. That's my main thought for
what the future of myth is going to be."
-Joseph Campbell, The Power of Myth with Bill
Moyers
"Bees are
a model community because they respect their queen and kill their
unemployed" -Baden Powell
"I see
in the near future a crisis approaching that unnerves me and causes me to
tremble for the safety of my country. As a result of the war, corporations have
been enthroned, and an era of corruption in high places will follow, and the
money power of the country will endeavor to prolong its reign by working upon
the prejudices of the people until all wealth is aggregated in a few hands and
the Republic is destroyed." –Abraham Lincoln to Col. William Elkins
"The
benefits that the inventive genius of man has conferred on us in the last
hundred years could make life happy and care-free if organization had been able
to keep pace with technical progress. As it is, these hard-won achievements in
the hands of our generation are like a razor in the hands of a child of three.
The possession of marvelous means of production has brought care and hunger
instead of freedom." - Albert Einstein
Fordlandia was a CEOs vision of utopia (totally
top-down control) and it was a complete
failure
The first
recorded vision of a utopia was Plato's republic — based on his ideal individual – there are three classes:
rulers (wisdom), soldiers (courage) and producers (moderation)
The six
criteria for an effective work environment are challenging and learning on the
job, autonomy, work-life fit, support from a supervisor, a work climate of
respect and trust, and economic
security.
Because of our
negativity bias, we perceive negative news as being more important or profound.
This
leads us to over-invest in threat protection and under-invest in
infrastructure.
12 most common
biases that prevent
us from being rational
According to a
catalyst report, 75-90 percent of all doctor visits are for stress-related
complaints
Utopia overview
Bureaucracy overview
Oil
companies already have six times the amount of oil reserves our climate can tolerate
Implementing
family friendly programs are costly, but increase profits the same amount, so
managers who implement them can
do them for free
Seven of the
biggest 10 companies in the world are oil companies
Heart
attacks are 20 percent more likely on Monday because people
don't like going back to work
America sees
more workplace fatalities each year than in the entire Iraq war, yet the
typical fine for a worker death is about $7,900
Privatizing things that
should cost society money (prisons, health care) is risky
The world is slowly
marching toward greater physical and
economic health
If you went back in time
to 1920, you would find over half the people to be truly mentally
challenged (IQs below 80)
American
stress is at an all time high, 30 percent
higher since 1983
55% of workers are
dissatisfied in their jobs, a record high
Iodine
deficiency is the greatest single preventable cause of brain damage worldwide,
affecting 700 million people
People who
drive one hour to work need to be paid 40 percent more money to be as happy as
people who walk
to work
Business owners are frustrated because
they have to work too much, don't get paid enough, and don't have enough
customers
The biggest complaint of
business owners in 2010 was customers who didn't pay
$21 trillion
in wealth never trickled down, it just flooded into secret bank accounts
A simple
classroom experiment proved that democratic societies can easily
succumb to fascism
Empowerment of teams and individuals is beneficial to organizations, yet few do it
Training and investing in employees is beneficial to organizations, yet few do it (review article)
Training and investing in employees is beneficial
to organizations, yet few do it (meta-analysis)
The average
business lasts for only 12.5
years
Wage theft is
a large and worsening problem in the U.S.
Of the 23 million
U.S. businesses, only 500,000 control 97% of all corporate assets
During the
Great Depression (from 1933 to 1940), U.S. GDP actually grew by 80 percent,
but nearly all the gains all went to the rich
Since 1975,
worker productivity has nearly
tripled, but wages have stayed flat
Democracy is better for
groups than autocracy. The simple act of voting leads to more
effort on behalf of the collective
Religiosity leads to
authoritarianism and is uncorrelated with dislike of democracy. However, authoritarianism
is correlated with dislike of democracy.
Strikes have been the main
vehicle for democracy and toppling over 70 percent of the fallen 67
dictatorships since 1972
Does democracy cause
wealth, or does wealth cause democracy? Good research question.
A totally democratic school
in the UK (students make all the rules) seems to have decent test
scores
Crowds can be much smarter than
experts
Crowdsourcing is a bad way
to make medical diagnoses
Crowdsourcing medical
diagnoses is growing in popularity
Wikipedia and Hudong are examples of a new form of
organizing called the C-form
Video game players can
solve complex problems experts
and computers cannot
Workplace democracy may be
the future of
organization
Questions: In this class we will each write down
two key burning questions. The question can be related to theory, method or
practice. Please do not put your name on the paper. The paper will be collected
(face down), and the group will brainstorm answers to these questions.
Course
Schedule
|
Date |
Topic |
Presenter |
|
August 24 |
Course Overview |
|
|
August 31 |
Intro to OB |
|
|
September 7 |
Performance |
|
|
September 14 |
Good Leadership |
|
|
September 21 |
Bad Leadership |
|
|
September 28 |
Personality |
|
|
October 5 |
Gender |
|
|
October 12 |
Motivation |
|
|
October 19 |
Justice |
|
|
October 26 |
Race |
|
|
November 2 |
Fit |
|
|
November 9 |
Creativity |
|
|
November 16 |
Turnover |
|
|
November 23 |
BREAK |
|
|
November 30 |
Identification |
|
|
December 7 |
Empowerment |
|
Center for Creative
Leadership Papers
Self-other
rating discrepancy prediction
Business Researchers should use Neural
Network Analysis
ANN can model
non-linear relationships
UNIVERSITY
OF COLORADO AT BOULDER POLICIES
(to
be included on all syllabi)
Counseling and Psychiatric
Services
CAPS offers confidential,
on-campus mental health and psychiatric services for a variety of concerns such
as academics, anxiety, body image, depression, relationships, substance use and
more. 303-492-2277 (24/7 support). C4C Room N352
Office of Victim
Assistance (OVA)
OVA provides free and
confidential information, consultation, support, advocacy, and short-term
counseling services to University of Colorado Boulder students, graduate
students, faculty, and staff who have experienced a traumatic, disturbing, or
life disruptive event. OVA is not a part of the police department or the Office
of Institutional Equity and Compliance, and is confidential resource for
students, staff and faculty. If you have
questions about OVA services, please call 303-492-8855 or email
assist@colorado.edu.
Don’t Ignore It (reporting
harassment, classroom disruptions, discrimination, etc.)
Don't ignore harassment, disruptive
classroom behavior, discriminatory actions, unwanted sexual behavior, an
abusive partner, and stalking. There are
options for seeking confidential support, reporting concerns, and learning
skills for helping as friends and bystanders.
For more information, contact the Office of Institutional Equity and
Compliance (OIEC)
Drop/Add/Withdraw
Students are responsible
for distinguishing among and adhering to University deadlines for adding,
dropping and withdrawing from courses.
Information about these deadlines and procedures can be accessed via the
following links: CU Academic Calendar, Register (Add/Drop) for Classes and
Withdraw from the Semester.
Additional Course
Clarifications Recommended for Inclusion by the Office of Undergraduate Education
at the University of Colorado Boulder
a) Accommodation for Disabilities: If you qualify for accommodations because of
a disability, please submit your accommodation letter from Disability Services
to your faculty member in a timely manner so that your needs can be
addressed. Disability Services
determines accommodations based on documented disabilities in the academic
environment. Information on requesting
accommodations is located on the Disability Services website. Contact
Disability Services at 303-492-8671 or dsinfo@colorado.edu for further
assistance. If you have a temporary
medical condition or injury, see Temporary Medical Conditions under the
Students tab on the Disability Services website.
b) Classroom Behavior:
Students and faculty each have responsibility for maintaining an
appropriate learning environment. Those who fail to adhere to such behavioral
standards may be subject to discipline. Professional courtesy and sensitivity
are especially important with respect to individuals and topics dealing with
race, color, national origin, sex, pregnancy, age, disability, creed, religion,
sexual orientation, gender identity, gender expression, veteran status,
political affiliation or political philosophy.
Class rosters are provided to the instructor with the student's legal
name. I will gladly honor your request to address you by an alternate name or
gender pronoun. Please advise me of this preference early in the semester so
that I may make appropriate changes to my records. For more information, see the policies on
classroom behavior and the Student Code of Conduct.
c) Honor Code: All
students enrolled in a University of Colorado Boulder course are responsible
for knowing and adhering to the Honor Code. Violations of the policy may
include: plagiarism, cheating, fabrication, lying, bribery, threat,
unauthorized access to academic materials, clicker fraud, submitting the same
or similar work in more than one course without permission from all course
instructors involved, and aiding academic dishonesty. All incidents of academic
misconduct will be reported to the Honor Code (honor@colorado.edu;
303-492-5550). Students who are found responsible for violating the academic
integrity policy will be subject to nonacademic sanctions from the Honor Code as
well as academic sanctions from the faculty member. Additional information
regarding the Honor Code academic integrity policy can be found at the Honor
Code Office website.
d) Sexual Misconduct, Discrimination, Harassment and/or Related
Retaliation: The University of Colorado Boulder (CU Boulder) is committed to
fostering a positive and welcoming learning, working, and living environment.
CU Boulder will not tolerate acts of sexual misconduct (including sexual
assault, exploitation, harassment, dating or domestic violence, and stalking),
discrimination, and harassment by members of our community. Individuals who
believe they have been subject to misconduct or retaliatory actions for
reporting a concern should contact the Office of Institutional Equity and
Compliance (OIEC) at 303-492-2127 or cureport@colorado.edu. Information about
the OIEC, university policies, anonymous reporting, and the campus resources
can be found on the OIEC website. Please know that faculty and instructors have
a responsibility to inform OIEC when made aware of incidents of sexual
misconduct, discrimination, harassment and/or related retaliation, to ensure
that individuals impacted receive information about options for reporting and
support resources.
e) Religious Holidays: Campus policy regarding religious
observances requires that faculty make every effort to deal reasonably and
fairly with all students who, because of religious obligations, have conflicts
with scheduled exams, assignments or class attendance. Students for whom religious
observances conflict with class schedules should contact the instructor no
later than two weeks before the potential conflict to request special
accommodations. See the campus policy regarding religious observances for full
details.
