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This is an example of where the need for a diverse team already exists, so creating the framework for the team to produce its optimal output in an efficient manner is the definition of success. [13] Often measuring the productivity benefits of team diversity can be difficult due to the many factors present in teams, especially among knowledge ...
A team composed of members from diverse functional backgrounds are exposed to broader range of perspectives and knowledge. Functionally diverse teams can spread its members across different functions, which could lead to positive team performance (Chattopadhyay, Glick, Miller & Huber, 1999). [9]
Cultural competence is a practice of values and attitudes that aims to optimize the healthcare experience of patients with cross cultural backgrounds. [7] Essential elements that enable organizations to become culturally competent include promoting diversity, being conscious of the dynamics inherent when cultures interact, having institutionalized cultural knowledge, and having developed ...
A healthcare research study "Maximizing Team Performance: The Critical Role of the Nurse Leader" [11] examined the role of nursing leaders in facilitating the development of high performing change teams using the Tuckman model of group development as a guiding framework.
In the United States, diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination based on identity or disability. [1]
Research seems to suggest that diversity may have a positive effect on performance, but a more negative effect on behavioral outcomes, such as team member turnover. [24] The inconsistency of the results of research on the impact of diversity in teams on team functioning is due to the focus of most studies on a single characteristic. [25]
Nursing research is research that provides evidence used to support nursing practices. Nursing, as an evidence-based area of practice, has been developing since the time of Florence Nightingale to the present day, where many nurses now work as researchers based in universities as well as in the health care setting.
This includes perceptions, attitudes, opinions, and behaviours towards one's own group, as well as those towards another group. In some cases, intergroup dynamics is prosocial, positive, and beneficial (for example, when multiple research teams work together to accomplish a task or goal). In other cases, intergroup dynamics can