Do you see what I see? The effect of members’ cognitive styles on team processes and errors in task execution

Aggarwal, Ishani; Woolley, Anita Williams

doi:10.1016/j.obhdp.2013.04.003

Cited by 86 publications

(69 citation statements)

References 44 publications

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“…Not surprisingly, groups with structures, processes, and norms that facilitate collaboration and coordination tend to perform well (4, 5). Additionally, group composition can influence performance; groups composed of members that vary in diversity, skills, and intelligence outperform others when the appropriate structures, processes, and norms are in place (3,(6)(7)(8)(9)(10).Past research on the effects of group composition on performance has focused primarily on the demographic and psychological characteristics of group members without taking into consideration the biological make-up of groups. This omission is particularly surprising because there is evidence that hormonal profiles can influence performance among individuals within a group.…”

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Collective hormonal profiles predict group performance

Akinola

Page‐Gould

Mehta

et al. 2016

Proc. Natl. Acad. Sci. U.S.A.

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Prior research has shown that an individual's hormonal profile can influence the individual's social standing within a group. We introduce a different construct-a collective hormonal profilewhich describes a group's hormonal make-up. We test whether a group's collective hormonal profile is related to its performance. Analysis of 370 individuals randomly assigned to work in 74 groups of three to six individuals revealed that group-level concentrations of testosterone and cortisol interact to predict a group's standing across groups. Groups with a collective hormonal profile characterized by high testosterone and low cortisol exhibited the highest performance. These collective hormonal level results remained reliable when controlling for personality traits and group-level variability in hormones. These findings support the hypothesis that groups with a biological propensity toward status pursuit (high testosterone) coupled with reduced stress-axis activity (low cortisol) engage in profit-maximizing decision-making. The current work extends the dual-hormone hypothesis to the collective level and provides a neurobiological perspective on the factors that determine who rises to the top across, not just within, social hierarchies.umans have always worked collaboratively in small groups to accomplish goals. In modern organizations, group work is increasing because of the growing competitive and technological demands placed on organizations and the belief that a greater variety of perspectives and approaches will lead to more innovative solutions (1-3). As a result, decades of research have focused on understanding the factors that can enhance group performance and allow some groups to outperform others. Not surprisingly, groups with structures, processes, and norms that facilitate collaboration and coordination tend to perform well (4, 5). Additionally, group composition can influence performance; groups composed of members that vary in diversity, skills, and intelligence outperform others when the appropriate structures, processes, and norms are in place (3,(6)(7)(8)(9)(10).Past research on the effects of group composition on performance has focused primarily on the demographic and psychological characteristics of group members without taking into consideration the biological make-up of groups. This omission is particularly surprising because there is evidence that hormonal profiles can influence performance among individuals within a group. Indeed, past research has found that a hormonal profile characterized by high testosterone and low cortisol predicts an individual's performance and status attainment (11). Just as individuals have a hormonal profile that affects their individual performance and social status, we suggest that groups likewise can be characterized by a particular hormonal profile-their collective hormonal profile-which will influence group performance. We define a collective hormonal profile as the hormonal make-up of a group of individuals. Here, we test the hypothesis that groups with a collective...

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confidence: 99%

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confidence: 99%

Collective hormonal profiles predict group performance

Akinola

Page‐Gould

Mehta

et al. 2016

Proc. Natl. Acad. Sci. U.S.A.

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“…Philosophers and social scientists have explored ways in which diversity might lead to epistemically better science or improve group performance in a variety of settings (Aggarwal and Wooley 2013;Bear and Wooley 2011;Engel et al 2014;Harding 2015;Hong and Page 2004;Intemann 2010a;Kitcher 1990;Levine et al 2014;Longino 1990Longino , 2002Lount and Phillips 2007;Loyd et al 2013;Muldoon 2013;Page 2017;Page 2007;Phillips 2014;Phillips et al 2009;Solomon 2001;Zollman 2010;Woolley et al 2010). In these literatures, diversity may pertain to social position, identity, value perspectives, theoretical orientation, task-related skills, and so on.…”

Section: Introductionmentioning

confidence: 99%

Multiple diversity concepts and their ethical-epistemic implications

et al. 2018

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A concept of diversity is an understanding of what makes a group diverse that may be applicable in a variety of contexts. We distinguish three diversity concepts, show that each can be found in discussions of diversity in science, and explain how they tend to be associated with distinct epistemic and ethical rationales. Yet philosophical literature on diversity among scientists has given little attention to distinct concepts of diversity. This is significant because the unappreciated existence of multiple diversity concepts can generate unclarity about the meaning of Bdiversity,^lead to problematic inferences from empirical research, and obscure complex ethical-epistemic questions about how to define diversity in specific cases. We illustrate some ethicalepistemic implications of our proposal by reference to an example of deliberative minipublics on human tissue biobanking.

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“…a TV stand or a chair) is much easier for me when I have detailed verbal instructions than when I only have a diagram or picture" is an example for the verbal style scale, and "My images are very vivid and photographic" is an example for the object style scale [46, p. 645]. We chose the OSIVQ because it had undergone several tests of internal reliability as well as construct, criterion and ecological validity [56,46], and had been successfully applied in many different studies [57,58,59,60,61,62]. Details about the measurement instrument can be obtained from MM Virtual Design.…”

Section: Cognitive Style Measurementmentioning

confidence: 99%

Exploring cognitive style and task-specific preferences for process representations

Figl

Recker

2014

Requirements Eng

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Process models describe someone's understanding of processes. Processes can be described using unstructured, semi-formal or diagrammatic representation forms. These representations are used in a variety of task settings, ranging from understanding processes to executing or improving processes, with the implicit assumption that the chosen representation form will be appropriate for all task settings. We explore the validity of this assumption by examining empirically the preference for different process representation forms depending on the task setting and cognitive style of the user. Based on data collected from 120 business school students, we show that preferences for process representation formats vary dependent on application purpose and cognitive styles of the participants. However, users consistently prefer diagrams over other representation formats. Our research informs a broader research agenda on task-specific applications of process modeling. We offer several recommendations for further research in this area.

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Do you see what I see? The effect of members’ cognitive styles on team processes and errors in task execution

Cited by 86 publications

References 44 publications

Collective hormonal profiles predict group performance

Collective hormonal profiles predict group performance

Multiple diversity concepts and their ethical-epistemic implications

Exploring cognitive style and task-specific preferences for process representations

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