Participants in an experiment run by Stanford researchers judged their team was more gender-diverse if its members were wearing different coloured T-shirts.
在斯坦福大学(Stanford)研究人员展开的一项实验中,如果团队成员穿着不同颜色的T恤,实验参与者就会判断他们的团队性别多样性程度较高。
The catch was that all the teams had the same male-female mix.
问题是所有团队的男女比例都是一致的。
This matters, because a manager who thinks for the wrong reasons that his or her team has differing skills, attitudes and backgrounds, may assign it a collective or creative task that it is ill-equipped to carry out.
这很重要,因为如果管理者出于错误的原因认为团队成员拥有不同的技能、态度和背景,他可能会派这个团队执行某项他们其实并不擅长的集体或创造性任务。
Even those who advocate a more gender-balanced workforce suggest that team formation will involve a trade-off between tension among members and improved performance.
甚至连那些支持职场性别均衡的人士也认为,组建团队需要考虑成员间的紧张关系和如何提升绩效,对这两个问题进行权衡。
Mr Karlgaard and Mr Malone refer to the cost-benefit analysis team leaders need to make as they try to enhance teams while avoiding the risk of friction.
卡尔加德和马隆指出,如果想提高团队绩效同时避免成员间发生摩擦,领导者需要进行成本效益分析。
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