A 2015 psychology study by Homan, Buengeler, Eckhoff, Ginkel, and Voelpel shows positive effects of diversity training in workplaces with nationality diverse teams and poor prior understanding of diversity in the workplace. Large scale immigration trends of Canada, matched with Homan’s findings, suggest domestic firms can positively generate team creativity amongst increasingly diverse firms so long as thorough attention is paid to the backgrounds of workplace teams.
Nationality diversity is almost a given considering Canada’s increasingly diverse workforce. However, Homan finds it is critical to know if team members have prior experience with workplace diversity beliefs. To better predict when Canadian work teams should introduce diversity …show more content…
Research finding the link between team creativity and nationality diversity is sparse and inconclusive. However, Homan and colleagues have found a roadmap to when diversity training is appropriate at work to improve team creativity. Before signing your team up for the next diversity training session, Homan’s research implies paying attention to your team composition to get the most out of diversity.
Homan’s study of undergraduates at an international German university moves the discussion of diversity training to the contextual variables to determine training effectiveness. Homan found that results from trainings were most successful when the teams were nationality diverse with low or negative prior understanding of diversity at work. The study also suggests creative performance deteriorates in low nationality diverse teams when training is introduced. Additionally, if the team already has positive diversity beliefs, then training may have negligible effects on creative performance. To avoid wasting money on unnecessary training sessions, attention should be paid to the group’s background with workplace diversity. Could the process be simplified by examining immigration statistics within …show more content…
To answer the question if immigration statistics can suggest when training is beneficial, could it be possible to equate cultural homogeneity to less experience with diversity beliefs at work? It’s a widespread notion that China is culturally homogenous, which is simply a measure for the number of shared facts or values across a population. 91.6% of the Chinese population is composed of the Han ethnic group, which is cited as an signal for homogeneity. This measurement could suggest less experience in nationality diverse work environments if newcomers to Canada have only worked with the “ethnic majority” in their own
Nationality diversity is almost a given considering Canada’s increasingly diverse workforce. However, Homan finds it is critical to know if team members have prior experience with workplace diversity beliefs. To better predict when Canadian work teams should introduce diversity …show more content…
Research finding the link between team creativity and nationality diversity is sparse and inconclusive. However, Homan and colleagues have found a roadmap to when diversity training is appropriate at work to improve team creativity. Before signing your team up for the next diversity training session, Homan’s research implies paying attention to your team composition to get the most out of diversity.
Homan’s study of undergraduates at an international German university moves the discussion of diversity training to the contextual variables to determine training effectiveness. Homan found that results from trainings were most successful when the teams were nationality diverse with low or negative prior understanding of diversity at work. The study also suggests creative performance deteriorates in low nationality diverse teams when training is introduced. Additionally, if the team already has positive diversity beliefs, then training may have negligible effects on creative performance. To avoid wasting money on unnecessary training sessions, attention should be paid to the group’s background with workplace diversity. Could the process be simplified by examining immigration statistics within …show more content…
To answer the question if immigration statistics can suggest when training is beneficial, could it be possible to equate cultural homogeneity to less experience with diversity beliefs at work? It’s a widespread notion that China is culturally homogenous, which is simply a measure for the number of shared facts or values across a population. 91.6% of the Chinese population is composed of the Han ethnic group, which is cited as an signal for homogeneity. This measurement could suggest less experience in nationality diverse work environments if newcomers to Canada have only worked with the “ethnic majority” in their own