scholarly journals Cultural diversity drives innovation: empowering teams for success

2020 ◽  
Vol 12 (3) ◽  
pp. 323-343
Author(s):  
Graham Jones ◽  
Bernardita Chirino Chace ◽  
Justin Wright
Keyword(s):  
Cultural Diversity ◽  
Cultural Awareness ◽  
Assessment Tools ◽  
Thinking Styles ◽  
Team Science ◽  
Content Type ◽  
Team Diversity ◽  
Diversity And Inclusion ◽  
Innovation Teams ◽  
Science Of Team Science

Purpose Though there is broad agreement on the beneficial impact of diversity in management and leadership roles, much of the innovative capacity of an organization is realized at the unit level in working teams. Recent research points to cultural diversity having an especially significant impact on innovation team performance. The reports also highlight the need for the optimal team operating principles to derive maximum benefit. To prepare such innovation teams for success, it is valuable to understand the dynamics of team diversity at the project level and the underlying barriers and opportunities presented. Design/methodology/approach This paper reviews the literature and case studies on cultural inputs to ideation and innovation, assessing team diversity through readily available instruments and the deployment of the science of team science (SciTS) principles in innovation teams. Findings The key learnings include the importance of establishing communication standards, SciTS principles, team assessment of thinking styles and the utility of cultural awareness instruments. Practical implications Diversity provides a creative advantage for innovation teams. However, team dynamics play an important role in maximizing these advantages, and cross-cultural competence of team members is required. Deployment of appropriate assessment tools and team methodologies enhances the likelihood of successful outcomes including in remote team settings. Originality/value Literature from diverse functional areas is summarized including the science of team science, organizational management, diversity and inclusion methodologies and ethnocultural dynamics. It provides pointers for the optimal formation and operating principles with highly culturally diverse teams.

scholarly journals Cultural diversity drives innovation: modeling in the global pharmaceutical industry

2021 ◽  
Vol 13 (2) ◽  
pp. 133-144
Author(s):  
Graham Jones ◽  
Bernardita Chirino Chace ◽  
Justin Wright
Keyword(s):  
Pharmaceutical Industry ◽  
Cultural Diversity ◽  
Cultural Awareness ◽  
Positive Impact ◽  
Team Building ◽  
Team Dynamics ◽  
Content Type ◽  
Maximum Benefit ◽  
Innovation Teams ◽  
The Impact

Purpose The innovative capacity of an organization is typically realized through unit-level teams. Previous studies correlate innovation performance with cultural diversity of teams, but note that team dynamics need to be optimized to derive maximum benefit. Herein, this study offers an assessment of available team building instruments through the lens of diverse innovation teams. In a demonstration project in the pharmaceutical industry, this study then outlines specific tools and approaches which can be successfully deployed through team coaching and mentoring. Design/methodology/approach A cluster of nine innovation teams with varying degrees of cultural diversity was provided with assessment and management instruments which had been identified and field tested by a mentoring team. Content included cultural awareness tools, innovation team profiling methods and Team Science (SciTS) ideology. Teams were funded, coached and mentored through a six-month performance period and assessed at regular intervals. Findings Team assessments provided correlations between performance (measured by project completion and new intellectual property generated) and diversity together with wealth of information on intra-team culture and dynamics. Concrete recommendations from the study include adoption of appropriate communication standards to promote inclusivity, use of SciTS operational tracking metrics to enhance engagement, use of the FourSight group profiling methodology and cultural quotient scale cultural awareness instruments at team-forming stage to promote effective dynamics and enhance inclusivity. Practical implications Cultural diversity has a positive impact on innovation teams. This said, for maximum benefit cultural awareness of team members should be optimized to avoid unintended conflicts developing. Such issues can be exacerbated when teams are deployed remotely and preventative measures should be established. These issues became of heightened significance as a result of telecommuting imposed by the COVID-19 pandemic and have longer-term implications, as corporations consider global air travel reduction through environmental concerns. A tracking tool is described to monitor team engagement and promote inclusivity. It is expected that the learnings can influence how teams can best form, normalize and operate within corporate innovation programs and form the basis of long-term impact studies. Originality/value This represents the first systematic study on the impact of cultural diversity and team dynamics within innovation programs in the pharmaceutical industry. The tools and methodologies deployed are widely available and can be adopted by innovation teams in many adjacent industries with established innovation ecosystems.

Diversity climate perceptions and its impact on multicultural team innovation and performance

2020 ◽  
Vol 24 (3) ◽  
pp. 301-318 ◽  
Author(s):  
Raavee Kadam ◽  
Srinivasa A. Rao ◽  
Waheed Kareem Abdul ◽  
Shazi Shah Jabeen
Keyword(s):  
Cultural Diversity ◽  
Cultural Intelligence ◽  
Team Member ◽  
Diversity Climate ◽  
Content Type ◽  
Team Members ◽  
Team Diversity ◽  
Team Innovation ◽  
Climate Perceptions ◽  
And Performance

Purpose This study aims to examine the influence of diversity climate perceptions (DCPs) on team member’s contribution to team innovation and team performance in a multicultural team (MCT). The authors also investigate the moderating effect of cultural intelligence on these relationships. Design/methodology/approach The authors draw upon the interactional model for cultural diversity to build their hypotheses. Data was gathered from 43 teams consisting of 217 members using a structured questionnaire. Ratings were obtained from both team members and supervisors. The data collected was analyzed using structural equation modeling. Findings Results indicated that when team members have positive DCPs, it had a positive impact on their innovation and performance in the team. Cultural intelligence was also found to have a direct impact on team member innovation but not on team member performance. Furthermore, cultural intelligence was found to positively moderate the DCPs – team member performance relationship but not the DCPs – team member innovation relationship. Practical implications Managing diversity is a key concern for organizations worldwide given the exponentially rising cultural diversity within the workforce. This study would enable practitioners to understand that developing positive DCPs and cultural intelligence of team members are critical to the success of MCTs. Originality/value Literature has documented mixed results pertaining to team diversity and its effect on performance, resulting in scholars urging the need to explore how the negative effects of team diversity can be mitigated. This research establishes that positive DCPs and cultural intelligence as two key factors contributing to the performance of MCTs.

scholarly journals Promoting appreciation of cultural diversity and inclusion with the Stephanie Alexander Kitchen Garden Program

2015 ◽  
Vol 9 (1) ◽  
pp. 2-9 ◽  
Author(s):  
Karen Block ◽  
Lisa Gibbs ◽  
Susie Macfarlane ◽  
Mardie Townsend
Keyword(s):  
Multicultural Education ◽  
Cultural Diversity ◽  
Focus Groups ◽  
Culturally Diverse ◽  
Evaluation Study ◽  
Children And Families ◽  
Content Type ◽  
Kitchen Garden ◽  
Diversity And Inclusion ◽  
Diverse Groups

Purpose – The purpose of this paper is to present emergent findings from an evaluation of the Stephanie Alexander Kitchen Garden (SAKG) Program showing that the program promoted appreciation of cultural diversity and inclusion of culturally diverse groups. Design/methodology/approach – The findings reported here are from the qualitative component of a mixed-method, nonrandomized, pre- and post-comparison evaluation study. Focus groups and interviews were held with school principals, teachers, program specialist staff, parents, volunteers and children at the program schools. Findings – In a culturally diverse school, the program enhanced the school’s capacity to engage and include children and families from migrant backgrounds. In less diverse settings, the program provided opportunities for schools to teach children about cultural diversity. Research limitations/implications – Assessing the program’s impact on multicultural education was not a specific objective of this study, rather these findings emerged as an unanticipated outcome during interviews and focus groups that explored participants’ views on important changes to schools associated with the program. Thus, the quantitative component of the evaluation did not assess the extent of this program impact and further research is recommended. Practical implications – The program may have particular value in culturally diverse schools, providing benefits in terms of engagement of children and families and potentially, in the longer term, associated improvements in learning outcomes. Social implications – These findings suggest that the program can help to promote social equity and inclusion for culturally diverse groups. Originality/value – This paper highlights critical equity implications associated with school-based programs’ capacity to include culturally and linguistically diverse groups.

An account of the 2014 Equality, Diversity and Inclusion Conference held at Technische Universitat Munchen, Munich

2015 ◽  
Vol 34 (3) ◽  
pp. 256-261
Author(s):  
Anita Maharaj
Keyword(s):  
Cultural Diversity ◽  
Design Methodology ◽  
Hotel Industry ◽  
Content Type ◽  
Diverse Workforce ◽  
Diversity And Inclusion ◽  
The World ◽  
Diversity Research

Purpose – The purpose of this paper is to report on the 2014 Equality, Diversity and Inclusion Conference held at Technische Universitat Munchen, Munich. Design/methodology/approach – The report is based on delegate observations, notes and audience reactions to papers presented on research conducted. Findings – The papers presented new boundaries on diversity research. This included research on the importance of cultural diversity in the outcomes in the hotel industry by being led by foreign managers in Cyprus; how skilled Romanians construct and understand their identities as skilled professionals and members of stigmatised European migrants and how a diverse workforce experiences power utilising a Foucauladian understanding of power. Originality/value – This report integrates a number of themes from diversity research across the world, highlighting progress and the suggested direction for future diversity research.

scholarly journals Promoting cultural diversity and inclusion in undergraduate primary care education

2021 ◽  
pp. 1-6
Author(s):  
Nina Dutta ◽  
Arti Maini ◽  
Fola Afolabi ◽  
Dominique Forrest ◽  
Bethany Golding ◽  
...  
Keyword(s):  
Primary Care ◽  
Cultural Diversity ◽  
Care Education ◽  
Diversity And Inclusion ◽  
Primary Care Education

Chinese restaurant employees’ perceptions of their nationals abroad: a comparative study

2016 ◽  
Vol 10 (2) ◽  
pp. 205-222 ◽  
Author(s):  
Omar Moufakkir ◽  
Yvette Reisinger
Keyword(s):  
Cultural Diversity ◽  
Cultural Distance ◽  
Third Space ◽  
Service Encounter ◽  
Content Type ◽  
Chinese Restaurant ◽  
Cultural Proximity ◽  
Restaurant Employees ◽  
The Difference ◽  
Service Gap

Purpose This study aims to further an understanding of hospitality employees’ perceptions of their customers in the context of service encounter by utilizing the concepts of contact hypothesis and cultural distance in a multi-ethnic environment. The study compares perceptions of Chinese immigrants working in restaurants of their British patrons (from a remote culture) and Chinese patrons (from a proximate culture). The service encounter takes place in the London Chinatown. The dynamics of Chinatown as a “third space” adds complexity to service encounter and employee perceptions. Design/methodology/approach A self-administered questionnaire was distributed to 118 Chinese restaurant employees in the Soho area of the London Chinatown. Perception questions were based on interviews undertaken in an earlier phase of the research. A paired t-test was run to identify significant differences in the Chinese restaurant employees’ perceptions of the Chinese and British patrons. Discriminant analysis was performed to determine which perception variables discriminated the most between the two patron groups. Findings Despite cultural proximity, the perceptions held by Chinese restaurant employees of their nationals were negative compared to the perceptions of British patrons. Out of 16, in 15 areas of measurement, there were significant differences in the Chinese restaurant employees’ perceptions’ of their Chinese and British guests. Six variables that discriminated the most between the two groups of guests were no tips, not polite, loud, no compliment, messy and demanding. Research limitations/implications Research in ethnic and minority quarters, such as Chinatown in London, may suffer from “recall bias”, or in this case from making the difference between customer groups. Also, the Chinese are not a homogeneous group. For example, despite cultural similarity with mainstream culture, cultural and behavioral characteristics may exist between residents from the South, North and Hong Kong. Practical implications The cultural diversity of the industry’s employees necessitates managing cultural diversity effectively, especially in the sectors that rely heavily on guest–employee interaction. Perceptions affect attitudes and behavior. Training programs about perception and its roots may bridge the service gap in high-contact service encounters. Originality/value This study provides a ground for future empirical research into understanding the immigrant employees’ perceptions of their guests, nationals versus non-nationals and the ways for improving these perceptions. Taking the example of Chinatown as a dynamic “third space” is another approach to understanding the effects of “ethnoscape” on encounters in a more globalized village.

A journey towards integrated person-centred care: a case study of a mental health perspective in the voluntary sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Louise Kermode
Keyword(s):  
Mental Health ◽  
Best Practice ◽  
Care Delivery ◽  
Voluntary Sector ◽  
Assessment Tools ◽  
Valuable Insight ◽  
Physical And Mental Health ◽  
Content Type ◽  
Health And Social Care

PurposePerson-centred care is a fundamental component of any service. This case study aims to explore the delivery of person-centred care in the voluntary sector, discussing how integrating support can be achieved to benefit individuals. It identifies challenges, best practice and learning that can be applied across sectors and promotes further enquiry.Design/methodology/approachThis case study is the result of a service audit at a mental health charity. The findings are a blend of reflections, observations and examples from service delivery, synthesised with national policy to provide evidence of best practice and processes that enable person-centred care.FindingsA focus on need not diagnosis, creating accessible and inclusive services, employing dual trained practitioners, having a varied skill mix along with holistic self-assessment tools are all enablers for integrated person-centred support. Multi-agency assessment frameworks, collaboration across services, cross-agency supervision and a shared vision for integration and person-centred care support services to coordinate more effectively. Barriers to integrated person-centred support include complex physical and mental health needs and harmful risk and safeguarding. The diversity of the voluntary sector, a lack of resources along with complex and competitive funding also hinder integration.Originality/valueThis case study provides a valuable insight into the voluntary sector and shares its findings to enhance best practice. It aims to promote interest and invites further research into health and social care delivery by the voluntary sector. As this delivery continues to increase, it is vital to examine the interface between the voluntary and statutory sector. Through better understanding and further research across all sectors, the author can identify how they can achieve person-centred outcomes and deliver the national policies.

Addressing diversity, equity and inclusion (DEI) through service learning in management education: insights from India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kaushik Ranjan Bandyopadhyay ◽  
Kasturi Das ◽  
Ritika Mahajan
Keyword(s):  
Service Learning ◽  
Literature Review ◽  
Management Education ◽  
Business Schools ◽  
Theory And Practice ◽  
Social Implications ◽  
Content Type ◽  
Diversity And Inclusion ◽  
Long Run ◽  
Equity And Inclusion

PurposeThe paper makes an endeavour to explore the efficacy of service learning (SL) pedagogy in inculcating the value of diversity, equity and inclusion (DEI) with a focus on management education in India.Design/methodology/approachThe research methodology comprises a systematic survey of select relevant literature on SL and applying a novel approach to bring out certain key traits of SL initiatives. The paper also tries to decipher how the identified key traits could be regarded as contributing to the ethos of DEI among the learners. Based on insights from the systematic literature review and identified research gaps, an in-depth study of three SL initiatives in India, have been undertaken to demonstrate how implementation of the SL pedagogy in management education creates an impact on the attributes of DEI and inculcates an inclusive mindset.FindingsAlthough the design, process and learning outcomes of SL pedagogy varies depending on the context, there is commonality in the core attributes that emerges from the literature review which has a potential impact on inculcation of the values of inclusion and appreciation of diversity. The select case studies successfully expand on the list of these identified relevant attributes. The findings have also been corroborated by participants' reflection.Research limitations/implicationsThe paper is, however, limited in its scope of assessing the impact in creating an inclusive mindset. To gauge whether such impact is pervasive and persists in the long run, one needs to examine if these values are carried forward by the participants in their professional and daily life. It would, therefore, be more meaningful to carry out a primary survey of the participants, who took part in such SL initiatives, to understand whether the values have really been assimilated in the real life. This is outside the scope of this paper but does open the scope for further research.Practical implicationsThe paper would be highly relevant for the accreditation agencies who are increasingly prescribing the role that business schools can and should play towards inculcating the ethos of diversity and inclusion among future business leaders and managers. For the administrators of business schools and other higher education institutions who may be considering how to incorporate the ethos of diversity and inclusion in the curriculum and pedagogy, the paper will provide some direction through the SL route. The detailed exposition of the three SL initiatives will enlighten the administrators or the faculty responsible for designing and delivering any SL programme in other business schools or higher educational institutions as to how to go about developing and delivering such an initiative. To the extent such SL initiatives succeed in leaving a lasting impact on the participants regarding ethos of inclusion and diversity, the business implications in the long run could be immense.Social implicationsThe purpose of the paper by itself establishes its social relevance. The very fact that the paper is focused on SL initiatives that involve social problem-solving approaches through hands-on working on social projects and working with communities the social implications are rather obvious.Originality/valueGiven the paucity of information and analysis on potential fit of SL for fostering DEI especially in developing countries, the present paper contributes to the existing body of literature and aptly fills the void. It builds a theoretical construct relating SL with the traits of DEI and then bridges theory and practice by demonstrating the efficacy of three SL programmes in Indian context to internalise the elements of DEI.

Struggling to make ends meet: can consumer financial behaviors improve?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lisa K. Meneau ◽  
Janakiraman Moorthy
Keyword(s):  
Financial Literacy ◽  
Financial Management ◽  
Group Analysis ◽  
Self Control ◽  
Thinking Styles ◽  
Financial Health ◽  
Content Type ◽  
Financial Behaviors ◽  
Financial Products ◽  
The Impact

PurposeThe purpose of the study is to examine the following two research objectives. The first was to examine the predictive relationships that consumer characteristics of financial literacy, thinking styles and self-control have with a consumer's financial behaviors. The second goal was to ascertain financial management products' ability to aid those consumers who need it the most by weakening the predictive effects of consumer traits on financial behaviors.Design/methodology/approachThe study employed a web-based survey to gather information. The measurement and structural models were analyzed using generalized structured component analysis (GSCA), a component-based structural equation model. The mediation effect of self-control is assessed using the GSCA. The conditional mediation of demographic variables and use of personal financial management products are evaluated using multi-group analysis (MGA) in GSCA.FindingsAntecedents, financial literacy, thinking styles and self-control consumer characteristics are predictors of financial behaviors. However, self-control plays a more prominent role as a mediator between the other variables, strengthening the overall relationship. Also, financial products can have a beneficial moderation effect assisting those consumers who need them the most.Practical implicationsThese insights help in creating target specific financial literacy strategies to influence consumers' financial behaviors. Also, there is a need to develop mechanisms to influence a consumer's self-control and thinking styles to improve financial behavior. In conjunction with other initiatives, the impact of financial literacy has a greater effect on financial behaviors. Further, the insights assist financial institutions and financial technology firms in offering and creating products to help customers make better financial decisions and improve their financial behaviors.Social implicationsThe research addressed a significant global issue – consumer financial health. The Great Recession and the COVID-19 recession highlight the need to focus on the consumer and efforts to improve their financial health.Originality/valueThis research highlighted the mediating role of self-control and suggested that existing and future financial products can positively influence consumer behavior drivers.

The relationship between supportive campus environment and cultural diversity in enhancing students’ sense of belonging in higher education

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yaw Owusu-Agyeman
Keyword(s):  
Higher Education ◽  
Cultural Diversity ◽  
Sense Of Belonging ◽  
Positive Relationship ◽  
Cross Cultural ◽  
Hierarchical Regression ◽  
Cultural Interaction ◽  
Content Type ◽  
Campus Environment ◽  
The Relationship

Purpose The current study examines the moderating effect of supportive campus environment on the relationship between cultural diversity and students’ sense of belonging in a university in South Africa. Design/methodology/approach An online survey was designed and used to gather data from a sample of 2,026 registered undergraduate students. Using the Statistical Package for the Social Sciences (SPSS) version 26 software, the data gathered were analysed by way of hierarchical regression analysis. Findings Results of the hierarchical regression analysis revealed that supportive campus environment and cross-cultural interaction serve as strong predictors of students’ sense of belonging. Furthermore, a simple slope analysis showed that supportive campus environment enhance: the positive relationship between cross-cultural interaction and students’ sense of belonging; and the positive relationship between students’ interaction with diverse peers and their sense of belonging. Originality/value This study addresses important knowledge and practical gaps in the relationship between supportive campus environment, cultural diversity and students’ sense of belonging in higher education. The results further highlight the significance of institutional structures, policies and practices that aim at enhancing students’ sense of belonging and reducing possible feeling of otherlings that arise due to a lack of supportive campus structures.

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