Homework answers / question archive / In a review of the research on workplace diversity, Beryl Nelson, a former software-engineering manager at Google, referred to several studies showing that teams "whose members are heterogeneous"—diverse—"have a higher potential for innovation than teams whose members are homogeneous

In a review of the research on workplace diversity, Beryl Nelson, a former software-engineering manager at Google, referred to several studies showing that teams "whose members are heterogeneous"—diverse—"have a higher potential for innovation than teams whose members are homogeneous

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In a review of the research on workplace diversity, Beryl Nelson, a former software-engineering manager at Google, referred to several studies showing that teams "whose members are heterogeneous"—diverse—"have a higher potential for innovation than teams whose members are homogeneous." According to Nelson, "diverse teams are more effective" in two key respects: "They produce better financial results and results in innovation." Note, however, that this study was based on small groups. When we're talking about organizations, as opposed to teams, we're talking about much larger groups, and this difference has an important implication for the study of workplace diversity.

• According to Katherine W. Phillips, 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? Provide a cogent answer to Phillips's closing question—that is, one that reflects what you've learned about diversity, group dynamics, workplace teams, and creativity /innovation.

Discuss the pros and cons of socially diverse teams in terms of behavioral norms. What, for example, is likely to be the extent of norm variation in a diverse team? What sorts of variations are likely to affect team performance? How might group leaders deal with such variations? How might they manage variations to the team's benefit? To what extent should group leaders encourage norm conformity? What steps can leaders take to encourage conformity?