Research shows focus groups can work with or without a moderator
This research reveals how taking potential biases of a moderator out of the room, can focus on what the group really thinks about an issue. Also, would people actually talk? Would they stay ‘on topic’? Would the participants feel comfortable with the situation?
When employees leave their jobs, coworkers call it quits
People leave jobs all the time, whether they’re laid off, fired, or just quit. But how do their departures affect coworkers left behind?
Diverse teams survive longer when facing changes in the business environment
In times of rapid change, will a diverse leadership team work best? When conditions are more settled, is a more homogeneous team required?
For leaders, playing favorites can be a smart strategy
"In less clearly structured teams ... having a biased boss typically led to better outcomes, with improved coordination and performance across the entire team."
An engaging leadership style may boost employee engagement
Despite the research engaging leadership is still very underused, with a focus on short-term results and output.
Giving project teams more autonomy boosts productivity and customer satisfaction
Organizations that take a hands-off approach to the structure and governance of project teams create an environment of creative flexibility.
Entrepreneurs perform better if able to choose ideas OR team members – but not both
Scholars have long suggested that autonomy can lead to better entrepreneurial team performance, but there are different types of autonomy.
How you speak up at work can affect whether you're picked for a team
Different ways of communicating work-related issues can shape reputations and affect team formation. Using a “supportive voice” can fuel trust and cooperation and lead to a higher chance of being recruited to a team, compared to those who use a more task-oriented “challenging voice.”
When to break from the herd to make a better decision
When we see other people hesitate before making a choice, that tells us they were conflicted, that they weren’t entirely sure they were making the right decision. That makes people less confident in the group consensus and frees them to make decisions based on their own information.
Use your team's emotions to boost creativity
If you’re putting together a team for a project, you might be inclined to pick people with cheerful, optimistic dispositions and flexible thinking. But a new management study indicates your team might also benefit from people who are exactly the opposite.
"Why you gotta be so rude?" The rise of the 'vicious cycle' of workplace incivility
Uncivil behavior at work can range from criticizing someone in public, rude or obnoxious behavior or withholding important information, to more subtle acts such as arriving late to a meeting, checking email or texting during a meeting, or ignoring or interrupting a colleague.
'Hey, do you have a second?' The upside of workplace interruptions
It’s a common occurrence: you’re right in the middle of a project and a co-worker stops by to ask for help with a task or to share a photo of their new puppy. While there are downsides to interruptions at work (increased stress, lower energy), the upside is a greater sense of belonging, leading to higher job satisfaction.
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