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Leveraging Diversity Through Psychological Safety Case Solution & Answer

When prominent interpersonal risks at the time, humans often do not act on their own or in the best interest of your organization. When the thoughts and opinions provisional – views that may conflict with those of others “- the clouds of uncertainty that people often take the path of least resistance interpersonal” to avoid conflict and confrontation. This can happen when the stakes are high (of the health of a patient, the safety of an aircraft, an expensive acquisition) and when there is much at stake (an idea of ​​improving the person who could act does not communicate it). Anyway, silence, incomplete thoughts behind inhibit team learning in organizations that depend on this learning for sustainability. As a result, in most organizations, collaboration has happened many times throughout the day, usually without much conscious attention. Diversity three specific types exacerbates these trends. The authors explain how psychological safety “may allow the diversity of the team to be better and leverage, allowing a team to reap the benefits associated with different sets of skills, experience, knowledge and circles in a way that would not be possible if team members are not willing to assume the risks associated with expression.
by
Amy C. Edmondson,
Kathryn S. Roloff
Source: Rotman School of Management
5 pages.
Release Date: September 1, 2009. Prod #: ROT093-PDF-ENG
On the basis of diversity through solving cases of psychological safety

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