Team Genius: The New Science of High-Performing Organizations (33 page)

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4: THE POWER OF DIFFERENCE

  
1.
Woolley, A. W., Hackman, J. R., Jerde, T. J., Chabris, C. F., Bennett, S. L., and Kosslyn, S. M. 2007. “Using brain-based measures to compose teams: How individual capabilities and team collaboration strategies jointly shape performance.”
Social Neuroscience
2, pp. 96–105.

  
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3.
Woolley, A. W., Gerbasi, M. E., Chabris, C. F., Kosslyn, S. M., and Hackman, J. R. 2008. “Bringing in the experts: How team composition and work strategy jointly shape analytic effectiveness.”
Small Group Research
39(3), pp. 352–71.

  
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Woolley, A. W., et al. “Bringing in the experts: How team composition and work strategy jointly shape analytic effectiveness.”

  
6.
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Theory and Research on Small Groups
. New York: Plenum, pp. 177–205.

  
7.
Wegner, D. M. 1986. “Transactive memory: A contemporary analysis of the group mind.” In G. Mullen and G. Goethals (eds.),
Theories of Group Behavior
. New York: Springer-Verlag, pp. 185–208.

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Masuda, T., and Nisbett, R. E. 2001. “Attending holistically vs. analytically: Comparing the context sensitivity of Japanese and Americans.”
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10.
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11.
When we speak of left- and right-brained people, we may not be speaking literally. A two-year study of the brain scans of more than one thousand people ages seven to twenty-nine was conducted as recently as 2103 by Dr. Jeff Anderson, the director of the fMRI Neurosurgical Mapping Service at the University of Utah, and his colleagues. The result? They found no evidence of left- and right-brained people. So we may be talking only of personality types here, not brain hemisphere dominance. Time will tell. In the meantime, our concern is that people do seem to come in either creative or empirical types.

12.
Leonard, D. A., and Straus, S. 1997. “Putting your Company’s Whole Brain to Work.”
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13.
Ibid.

14.
Hackman, J. R. 2002.
Leading Teams: Setting the Stage for Great Performances
. Boston: HBS Press.

Hackman, J. R., and Wageman, R. 2005. “When and how team leaders matter.”
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26, pp. 37–74.

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Williams, K. Y., and O’Reilly, C. A. 1998. “Demography and diversity in organizations.”
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. San Francisco: Berrett-Koehler Publishing.

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make a difference: A field study of diversity, conflict, and performance in workgroups.”
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44(4), pp. 741–63.

22.
Bell, M. P., and Berry, D. P. 2007. “Viewing diversity through different lenses: Avoiding a few blind spots.”
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Klein, K. J., and Harrison, D. A. 2007. “On the diversity of diversity: tidy logic, messier realities.”
Academy of Management Perspectives
21(4), pp. 26–33.

23.
Bell, M. P. and Berry, D. P. 2007. “Viewing diversity through different lenses: Avoiding a few blind spots.”
Academy of Management Perspectives
21(4), pp. 21–25.

Klein, K. J., and Harrison, D. A. 2007. “On the diversity of diversity: tidy logic, messier realities.”
Academy of Management Perspectives
21(4), pp. 26–33.

24.
Van Vugt, M. and Hart, C. M. 2004. “Social identity as social glue: The origins of group loyalty.”
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86, pp. 585–98.

25.
Homan, A. C., van Knippenberg, D., van Kleef, G. A., and De Dreu, C. K. W. 2007. “Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.”
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92, pp. 1189–99.

26.
Chatman, J. A., and Flynn, F. J. 2001. “The influence of demographic composition on the emergence and consequences of cooperative norms in groups.”
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Ely, R. J. 2004. “A field study of group diversity, participation in diversity education programs, and performance.”
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25(6), pp. 755–80.

Harrison, D. A., Price, K. H., Gavin, J. H., and Florey, A. T. 2002. “Time, teams, and task performance: Changing effects of surface- and deep-level diversity on group functioning.”
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45(5), pp. 1029–45.

27.
Huckman, R. S., and Staats, B. 2013. “The hidden benefits of keeping teams intact.”
Harvard Business Review
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28.
Polzer, J., Milton, L., and Swann, W. 2002. “Capitalizing on diversity: Interpersonal congruence in small work groups.”
Administrative Science Quarterly
47, pp. 296–324.

29.
Bunderson, J. S. 2003. “Recognizing and utilizing expertise in work groups: A status characteristics perspective.”
Administrative Science Quarterly
48, pp. 557–91.

Cronin, M. A., and Weingart, L. R. 2007. “Representational gaps, information processing, and conflict in functionally diverse teams.”
Academy of Management Review
32, pp. 761–73.

30.
Mintzberg, H., Raisinghani, D., and Theoret, A. 1976. “The Structure
of ‘Unstructured’ Decision Processes.”
Administrative Science Quarterly
21, pp. 246–75.

Yen, J., Fan, X., Sun, S., Hanratty, T., and Dumer, J. 2006. “Agents with shared mental models for enhanced team decision making.”
Decision Support Systems
41, pp. 634–53.

31.
Okhuysen, G. A., and Eisenhardt, K. M. 2002. “Integrating knowledge in groups: How formal interventions enable flexibility.”
Organization Science
13, pp. 370–86.

32.
Henry, R. A. 1995. “Improving group judgment accuracy: Information sharing and determining the best member.”
Organizational Behavior and Human Decision Processes
62, pp. 190–97.

Stasser, G., Stewart, D. D., and Wittenbaum, G. M. 1995. “Expert roles and information exchange during discussion: The importance of knowing who knows what.”
Journal of Experimental Social Psychology
31, pp. 244–65.

33.
Bunderson, J. S., and Sutcliffe, K. M. 2002. “Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects.”
Academy of Management Journal
45, pp. 875–93.

34.
Lazar, D., and Friedman A. 2007. “The network structure of exploration and exploitation.”
Administrative Science Quarterly
52, pp. 667–94.

35.
Nemeth, C. J., Personnaz, B., Personnaz, M., and Goncalo, J. A. 2004. “The liberating role of conflict in group creativity: A study in two countries.”
European Journal of Social Psychology
34, pp. 365–74.

36.
Uzzi, B., and Spiro, J. 2005. “Collaboration and creativity: The small world problem.”
American Journal of Sociology
111(2), pp. 447–504.

37.
Hornsey, M. J. 2005. “Why being right is not enough: Predicting defensiveness in the face of group criticism.”
European Review of Social Psychology
16, pp. 301–34.

38.
Esposo, S. R., Hornsey, M. J., and Spoor, R. 2013. “Outsiders critical of your group are rejected regardless of argument quality.”
British Journal of Social Psychology
52, pp. 386–95.

39.
Gilkey, R., and Kilts C. November 2007. “Cognitive fitness.”
Harvard Business Review
85, pp. 53–54, 56, 58 passim.

40.
Lee, K., Brownstein, J. S., Mills, R. G., and Kohane, I. S. 2010. “Does collocation inform the impact of collaboration?”
PLoS ONE
5(12), e14279.

41.
Ibid.

42.
Moreland, R. L., and Myaskovsky, L. 2000. “Exploring the performance benefits of group training: Transactive memory or improved communication?”
Organizational Behavior and Human Decision Processes
82(1), pp. 117–33.

Newell, A., and Rosenbloom, P. 1981. “Mechanisms of skill acquisition and the power law of practice.” In J. Anderson (ed.),
Cognitive Skills and Their Acquisition
. Hillsdale, NJ: Erlbaum, pp. 1–55.

Wegner, D. M. 1986. “Transactive memory: A contemporary analysis of the group mind.” In G. Mullen and G. Goethals (eds.),
Theories of Group Behavior
. New York: Springer-Verlag, pp. 185–208.

43.
Haleblian, J., and Finkelstein, S. 1993. “Top management team size, CEO Dominance, and firm performance: The moderating roles of environmental turbulence and discretion.”
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Reagans, R., and Zuckerman, E. W. 2001. “Networks, diversity, and productivity: The social capital of corporate R&D teams.”
Organization Science
12(4), pp. 502–17.

44.
Moreland, R. L., Levine, J. M., and Wingert, M. L. 1996. “Creating the ideal group: Composition effects at work.” In E. H. Witte and J. H. Davis (eds.),
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. Volume 2. Mahwah, NJ: Erlbaum, pp. 11–35.

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Bray, R. M., Kerr, N. L., and Atkin, R. S. 1978. “Effects of group size, problem difficulty, and sex on group performance and member reactions.”
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Hoegl, M. 2005. “Smaller teams—better teamwork: How to keep project teams small.”
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49.
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51.
Mueller, J. 2012. “Why individuals in larger teams perform worse.”
Organizational Behavior and Human Decision Processes
117, pp. 111–24.

BOOK: Team Genius: The New Science of High-Performing Organizations
10.65Mb size Format: txt, pdf, ePub
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