These perceptions influence how people work with you and also how they help you in your work and career. When trying to present yourself to others at work, I would suggest aiming for excellence, not perfection. As Psychology Today notes: What turns life into the punishing pursuit of perfection is the extent to which people are worried about mistakes.
Advertisement In Brief Decades of research by organizational scientists, psychologists, sociologists, economists and demographers show that socially diverse groups that is, those with a diversity of race, ethnicity, gender and sexual orientation are more innovative than homogeneous groups.
It seems obvious that a group of people with diverse individual expertise would be better than a homogeneous group at solving complex, nonroutine problems. It is less obvious that social diversity should work in the same way—yet the science shows that it does.
This is not only because people with different backgrounds bring new information. Simply interacting with individuals who are different forces group members to prepare better, to anticipate alternative viewpoints and to expect that reaching consensus will take effort.
The first thing to acknowledge about diversity is that it can be difficult. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.
It is reasonable to ask what good diversity does us. Diversity of expertise confers benefits that are obvious—you would not think of building a new car without engineers, designers and quality-control experts—but what about social diversity?
What good comes from diversity of race, ethnicity, gender and sexual orientation? Research has shown that social diversity in a group can cause discomfort, rougher interactions, a lack of trust, greater perceived interpersonal conflict, lower communication, less cohesion, more concern about disrespect, and other problems.
So what is the upside? The fact is that if you want to build teams or organizations capable of innovating, you need diversity. It encourages the search for novel information and perspectives, leading to better decision making and problem solving.
Diversity can improve the bottom line of companies and lead to unfettered discoveries and breakthrough innovations. Even simply being exposed to diversity can change the way you think. This is not just wishful thinking: Information and Innovation The key to understanding the positive influence of diversity is the concept of informational diversity.
When people are brought together to solve problems in groups, they bring different information, opinions and perspectives.
This makes obvious sense when we talk about diversity of disciplinary backgrounds—think again of the interdisciplinary team building a car. The same logic applies to social diversity. People who are different from one another in race, gender and other dimensions bring unique information and experiences to bear on the task at hand.
A male and a female engineer might have perspectives as different from one another as an engineer and a physicist—and that is a good thing. Research on large, innovative organizations has shown repeatedly that this is the case.
First, they examined the size and gender composition of firms' top management teams from through Then they looked at the financial performance of the firms. They found that companies that prioritized innovation saw greater financial gains when women were part of the top leadership ranks.
Racial diversity can deliver the same kinds of benefits.
In a study conducted inOrlando Richard, a professor of management at the University of Texas at Dallas, and his colleagues surveyed executives at national banks in the U. For innovation-focused banks, increases in racial diversity were clearly related to enhanced financial performance.
Evidence for the benefits of diversity can be found well beyond the U. In August a team of researchers at the Credit Suisse Research Institute issued a report in which they examined 2, companies globally from tolooking for a relationship between gender diversity on corporate management boards and financial performance.
Sure enough, the researchers found that companies with one or more women on the board delivered higher average returns on equity, lower gearing that is, net debt to equity and better average growth. How Diversity Provokes Thought Large data-set studies have an obvious limitation: Research on racial diversity in small groups, however, makes it possible to draw some causal conclusions.THE 4-HOUR WORKWEEK ON AMAZON.
The 4-Hour Workweek Summary. The next 10 minutes you spend reading this might be one of the top 10 most life-changing events of your life. Scientific American is the essential guide to the most awe-inspiring advances in science and technology, explaining how they change our understanding of the world and shape our lives.
Professor Mohan Kalelkar has been selected to receive a Warren I. Susman Award for Excellence in Teaching. This award is Rutgers University's highest honor for outstanding and innovative performance in the classroom by a tenured faculty member.
Whats On Report is the leading source of ‘on demand’ construction intelligence for the commercial, residential and civil building industry sectors across New Zealand and the South Pacific. The pursuit of excellence will mean hard work and diligence which may take on various forms—research, study, time, sweat, planning, brainstorming for ideas, etc.
It may well mean swimming against the stream and sometimes navigating the . Award recipients demonstrate the spirit of excellence that Murrow set as a standard for the profession of electronic journalism.
Listed below are the RTDNA Regional Murrow Award recipients, organized by .