Zusammenfassung
Teams in Organisationen sind zunehmend divers zusammengesetzt. Mit Diversity sind neben Unterschieden bezüglich demografischer Merkmale beispielsweise auch Differenzen in unmittelbar aufgabenbezogenen Merkmalen sowie in Werten, Einstellungen und Eigenschaften gemeint, welche oftmals nicht sofort ersichtlich sind. Die weiterhin zu erwartende Zunahme von Diversity in Organisationen, die Möglichkeit positiver sowie negativer Effekte von Diversity auf den Teamerfolg und die damit verbundene Notwendigkeit eines aktiven Diversity Managements erklären das sowohl auf Praktiker- als auch auf Forschungsseite große Interesse an Diversity. In diesem Kapitel zeigen wir mittels der Literatur im Bereich der organisationspsychologischen und Managementforschung auf, welche Konsequenzen Diversity in Teams haben kann. Als Strategien zum effektiven Management von Diversity heben wir die Bedeutung von drei Arten von Einflussfaktoren für den Erfolg diverser Teams hervor, nämlich Einstellungen, Denkweisen und Wahrnehmungen in Bezug auf Diversity, Diversity Training sowie Führung, indem wir diese mittels empirischer Befunde beleuchten. Da diese Erfolgsfaktoren grundsätzlich beeinflussbar sind, können sie einen wichtigen Beitrag zum effektiven Diversity Management in Organisationen leisten.
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Buengeler, C., Homan, A.C. (2015). Diversity in Teams: Was macht diverse Teams erfolgreich?. In: Genkova, P., Ringeisen, T. (eds) Handbuch Diversity Kompetenz: Perspektiven und Anwendungsfelder. Springer NachschlageWissen. Springer, Wiesbaden. https://doi.org/10.1007/978-3-658-08003-7_39-1
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