1. INTRODUCTION The paper studied Top Management Team (TMT) Diversity and Innovativeness: The Role of Inter-functional Coordination (IFC). And the hypothesis for the thesis is: The Effect of TMT Diversity on Innovativeness is Positive when Inter-functional Coordination increases. The main question of the research is: How is TMT Diversity Innovativeness based on Inter-functional Coordination? The sub questions are: what is TMT Diversity Innovativeness? How is Inter-functional Coordination? Finally, What Relationship exists between TMT Diversity Innovativeness and Inter-functional Coordination? The main objective of the thesis is: To Find the Effect of TMT Diversity on Innovativeness based on Inter-functional Coordination: and the sub objectives are To Determine TMT Diversity Innovativeness; To Explore Inter-functional Coordination; To analyze the …show more content…
10) stated that Diverse Teams are heterogeneous which comprise primary as race; secondary like marital status and tertiary which includes work location. That diversity should not be mistaken as identity group and it is dynamic with people having unique traits. Diverse teams could be dominant or minority groups. Males can possess female characteristics and females can have males characteristics. Primary Diversity Dimensions-Gender Race, Age, Ethnicity Sexual
People can be of different races but can have the same ethnicity. It is what binds a population together by their cultural personalities (Henslin, 2014). “Ethnicity is about tradition, learned behavior and customs” (DifferenceBetween, 2011). Some people feel more strongly about their ethnicity then others. They identify with their cultural identity by the way they dress, the music they listen to and the way that they dance.
1 Theoretical model framework of the matching decision between organizational innovation and technological innovation 1.1 Relationships between organizational innovation and technological innovation The definition of the matching relationship between organizational innovation and technological innovation is based on the interaction between the two kinds of innovation. And until now, there is no unified definition on the matching relationship between them. Thus, this paper researches the representative opinions on the matching relationship in the management area and concludes the matching relationship connotation between organizational innovation and technological innovation. Matching relationship is a kind of close relationship among two or
Other people, by just looking at me, would identify me as some sort of European white woman. While this is not an incorrect statement, people assume that I do not recognize my culture. When it comes to my immediate family, there are no racial differences however with my extended family on my mother’s side, there are many members that are mixed with different races. Sexual
The standard way of thinking about the topic of race or ethnicity has it that it is physical appearance or descent. To understand the perspective of race in society we must first understand the distinction between race and ethnicity. One implication of ethnicity is that it is a cultural part of people’s lives a sense of common culture, ancestry and community. In fact, race is more than this, it is physical differences that categorize, not to be confused with identify, individuals. At the same time ethnic and race differences is learned.
However, it could be rationalized that the reason for shallow review of different models is the incorrectly perception of race and ethnicity as the main features of cultural variety. Nevertheless, we should note that despite the fact that race and ethnicity are the two most obvious features of cultural variation, other factors such as religion, education, profession, and sexuality might bear inevitable
This situation presented an unresolved conflict between myself and the vice principal in my clinical placement. This conflict can be linked with the nursing concepts of interprofessional collaboration and communication, role clarification, and power. Therefore, it is understandable that nursing students working within an interprofessional team that does not demonstrate respect and understanding will result to ineffective care, health promotion delivery, and impede professional development. Interprofessional collaboration amongst health and non-health professionals is integral in optimizing health outcomes and promoting health.
Racial/Ethnicity Paper America unifies and divides its inhabitants across the globe by race, class, and gender. Race is synonymous to the headings atop the aisles within a supermarket in that it describes the biological features of a human being, namely skin color, eye, and hair color, as well as, genetic predisposition to specific diseases. However, unlike the labels above each aisle of a store, race influences the social hierarchy of our world, conferring power and privilege to select groups while simultaneously denying unalienable rights to others. Ethnicity, on the other hand, is synonymous to the varieties of culinary cuisine accessible at restaurants all over the world, American, Italian, Chinese, Mexican, African, Jamaican, Cuban, Mediterranean,
This chapter explains the difference between race and ethnicity and how they came about. It also explains the advantages and disadvantages some have due to the creation of race. Race and ethnicity have strong foundations not only within countries, but between them. Globalization has increased the individual’s ethnic identities, but has also put some at disadvantages. Having different races and ethnicities is not an issue, but ranking the different races and putting others at disadvantages creates issues.
1.1 Background Cross-functional teams have increasingly become popular as they are associated with enhanced decision making and problem solving capabilities, enhanced capabilities for sustaining an end-user customer focus, improved creativity, knowledge creation and organizational learning (Slepian & Koos, 2002; Wong, 2005). However, studies have identified the factors which mediate the effectiveness of such teams as including cultural differences (Ross, 2006), communication issues and team member social skills (Brandt, England & Ward, 2011). According to Dolphin (2005) internal communication facilitates meaningful exchange between individual employees and work groups from different organizational functional groups, organizational levels and specializations. Parker (2002) maintained that effective communication facilitates successful decision making and improves innovativeness, creativity and problem solving capabilities among teams.
Article Summary In human resource management we learn that diversity is a strength to any organization. It allows for many cultures to come together to make an organization be available to a wider base of customers. As I read this article Sarah Fister Gale explains that there are many reasons why diversity is not always the best thing that a company could have.
An interview protocol was established to allow comparisons throughout the cases that could reveal the IF characteristics to be further discussed and the adequate categories to contain them. Based on previous theoretical discussion, twelve elements were considered to raise potential characteristics for an organizational function and were articulated among the questions of the protocol: (a) the mission or output of the innovation team; (b) activities undertaken to achieve the mission; (c) organizational form (department, transversal program, etc.) ; (d) budget allocation; (e) mechanisms to control and evaluate functional performance; (f) leadership and its coordination mechanisms; (g) people involved in the function and their profile; (h) career
1) Compare and contrast three influential theoretical frameworks on team creativity/ innovation. Your review of each theory should a) provide a clear definition of team creativity, b) describe some similarities and key differences between these theories, and c) clearly explain major causal mechanisms. 1) Comparison and contrast of three frameworks According to the interactionist perspective of organizational creativity (Woodman, Sawyer, & Griffin, 1993), creativity results from interaction of the individual with the many levels of their organizational environment, namely the individual, team, and organizational levels.
Work place diversity and Human Resource management Diversity To analyze impact of diversity at workplace on management , it is necessary to understand the term and have a base for reasoning and conclusions. Thinking about diversity, first thing that appears in the mind is differences; differences in the negative attitude. Misunderstanding, discrimination and stereotypical beliefs, all those concepts are seems to be closely related with diversity.
Through innovation and collaboration among the team, it is very possible that I can change the game of the industry I am in. I need to focus on looking at my industry from a different viewpoint and perhaps I can find a new, innovative way to do business. It took the Warriors five years from new ownership to their first championship. It takes time and commitment to build complementary skills, but complementary skills will eventually lead to innovation. Another thing that the authors of The Innovator’s DNA mention is the fact that collaboration and people with complementary skills will help build team chemistry and trust (2011).
This thesis contributes to the literature on management in general and on literature concerning diversity, the composition of working teams,