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Positive interdependence is an element of cooperative and collaborative learning where members of a group who share common goals perceive that working together is individually and collectively beneficial, and success depends on the participation of all the members.
The forces that push group members together can be positive (group-based rewards) or negative (things lost upon leaving the group). The main factors that influence group cohesiveness are: members' similarity, [ 15 ] [ 16 ] group size, [ 17 ] entry difficulty, [ 18 ] group success [ 19 ] [ 20 ] and external competition and threats.
The demographic diversity of members of a team describes differences in observable attributes like gender, age or ethnicity. Several studies show that individuals who are different from their work team in demographic characteristics are less psychologically committed to their organizations, less satisfied and are therefore more absent from work. [2]
It is a concept of "unity without uniformity and diversity without fragmentation" [1] that shifts focus from unity based on a mere tolerance of physical, cultural, linguistic, social, religious, political, ideological and/or psychological differences towards a more complex unity based on an understanding that difference enriches human ...
Organizational culture encompasses the shared norms, values, behaviors observed in schools, universities, not-for-profit groups, government agencies, and businesses reflecting their core values and strategic direction. [1] [2] Alternative terms include business culture, corporate culture and company culture. The term corporate culture emerged ...
Hofstede's cultural dimensions theory is a framework for cross-cultural psychology, developed by Geert Hofstede.It shows the effects of a society's culture on the values of its members, and how these values relate to behavior, using a structure derived from factor analysis.
It is distinct from team training, which is designed by a combination of business managers, learning and development/OD (Internal or external) and an HR Business Partner (if the role exists) to improve the efficiency, rather than interpersonal relations. These teams have built small ocean-going rafts as part of a team building exercise.
At the core of Filipino psychology is the value of kapwa, which Enriquez defines as a shared identity or the sharing of one's self with others. [7]The concept of pakikisama is often highlighted within youth groups, Filipino workplaces, and as a nation itself in order to avoid being branded as a mayabang, or as a boastful individual within the group. [2]