The nature of work has changed dramatically. Work now is more cognitively challenging and emphasizes creative problem solving.
It requires different management practices and an innovation-focused culture.
Without the right culture, employees face higher burnout and lower engagement.
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We are investigating how different factors like gender bias or the type of work employees engage in impacts innovation and organizational culture.
Diverse groups have the potential to be more innovative. But are they in practice?
We conducted a qualitative research study to see how gender bias impacts women's ability to contribute to organizational innovation in the technology industry. We found that despite DEI efforts, there are significant barriers that women face in driving their ideas which leads to a high cost both for women and their companies.
We identified four cognitive and psychological mechanisms underlying the challenges that women face - Evaluation apprehension, Groupthink, Cognitive Dissonace and Tokenism.
Our study offers different strategies leaders and organizations can employ to create healthier environments and mitigate the impact of biases in innovative work.
Unhealthy cultures arise when there is an imbalance beween routine and non-routine (creative) work.
As an example, when routine productivity expectations are so high that creativity gets pushed out, we get the Hamster Wheel culture. Or, when a high value is placed on visionary ideas but not as much on practicality and execution, it leads to a Pipe Dream culture.
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