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8/24/22, 6:55 PM Culture, Diversity, and Out-groups in Leadership Transcript

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TRANSCRIPT

Capella University

Culture, Diversity, and Out- groups in Leadership

Purpose:

To identify your attitudes toward out-group members.

To explore how you, as a leader, respond to members of the out-group.

Instructions:

Place yourself in the role of a leader when responding to the questionnaire.

For each of the statements, select the number that indicates the degree to

which you agree or disagree.

Consider a 1 to be "strongly disagree" and a 5 to be "strongly agree."

Strongly Disagree

Disagree Neutral Agree Strongly Agree

1. If some group members do not �t in

with the rest of the group, I usually try to include them.

2. I become irritated when some group

members act stubborn towards the majority of the group.

3. Building a sense of group unity with

people who think differently from me is essential to what I do.

8/24/22, 6:55 PM Culture, Diversity, and Out-groups in Leadership Transcript

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Strongly Disagree

Disagree Neutral Agree Strongly Agree

4. I am bothered when some individu-

als in the group bring up unusual ideas that hinder or block the progress

of the rest of the group.

5. If some group members cannot

agree with the majority of the group, I give them special attention.

6. Sometimes I ignore individuals who

show little interest in group meetings.

7. When making a group decision, I

always try to include members who have different points of view.

8. Trying to reach a consensus (com-

plete agreement ) with out-group members (i.e. members who feel left

out of the group) is often a waste of time.

9. I place a high priority on encourag-

ing everyone in the group to listen to the minority point of view.

10. When differences exist between

group members, I usually call for a vote to keep the group moving

forward.

11. Listening to individuals with ex-

treme ideas is valuable to my leadership.

12. When a group member feels left

out, it is usually his or her own fault.

13. I give special attention to out-

group members.

8/24/22, 6:55 PM Culture, Diversity, and Out-groups in Leadership Transcript

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Scoring Guide Add up your total score for each section, then see which range you match with

below.

If your score is 57-70, you are in the very high range

A high score indicates on the questionnaire that you try to help out-group

members feel included and become part of the whole group. You are likely to listen

to people with different points of view and to know that hearing a minority

position is often valuable in effective group work.

If your score is 50-56, you are in the high range

A high score indicates on the questionnaire that you try to help out-group

members feel included and become part of the whole group. You are likely to listen

to people with different points of view and to know that hearing a minority

position is often valuable in effective group work.

If your score is 45-49, you are in the average range

An average score on the questionnaire indicates that you are moderately

interested in including out-group members in the group. Although interested in

including them, you do not make out-group members' concerns a priority in your

leadership. You may think of out-group members as having brought their out-

group behavior on themselves. If they seek you out, you probably will work with

them when you can.

If your score is 38-44, you are in the low range

A low score on the questionnaire indicates you most likely have little interest in

helping out-group members become a part of the larger group. You may become

irritated and bothered when out-group members' behaviors hinder the majority of

progress of the larger group. Because you see helping the out-group members as

an ineffective use of your time, you are likely to ignore them and make decisions to

move forward without their input.

If your score is 14-37, you are in the very low range

Strongly Disagree

Disagree Neutral Agree Strongly Agree

14. I �nd certain group members frus-

trating when they bring up issues that con�ict with what the rest of the

group wants to do.

8/24/22, 6:55 PM Culture, Diversity, and Out-groups in Leadership Transcript

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y y y g

A low score on the questionnaire indicates you most likely have little interest in

helping out-group members become a part of the larger group. You may become

irritated and bothered when out-group members' behaviors hinder the majority of

progress of the larger group. Because you see helping the out-group members as

an ineffective use of your time, you are likely to ignore them and make decisions to

move forward without their input.

References The "What Teachers Need to Know about Teaching and Learning Survey" was

developed from the �rst chapter of your text in which Davis and Buskist (2006)

describe 21 basic things they believe all teachers should know about teaching and

learning, about classroom activities and beyond, and about becoming an effective

teacher. What were the results of your survey? Where are your strengths? In

which areas do you need to acquire additional knowledge or experiences?

From: Buskist, W. & Davis, S. F. (Eds.) (2006). Handbook of the teaching of

psychology. Malden, MA: Blackwell Publishing.

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