Business Finance - Management Week Three Assignment 3

Yaw D.

Week 3 IAT Results Gender-Career

Week 3 IAT Results AGE

Ivy C

Gender Career -IAT RESULTS

Gender - Career. In this IAT, you will be asked to categorize typical male names and typical female names as well as words associated with career and family.

AGE-IAT Results

Age ('Young - Old' IAT). In this IAT, you will be asked to categorize older and younger faces as well as positive and negative words.

Assignment 3: Team Project Process Paper

This assignment will be submitted to Turnitin™.
Instructions
This assignment is a team process assignment which will be submitted as a 3-page paper plus a reference list. The purpose of the paper is to discuss the topics of group process and implicit bias. Follow the instructions for your own team/group meetings (see meeting minutes word doc). Then, write your own paper synthesizing your group’s process, information learned from the Harvard Website Assessments, content from the Johnson text chapters 7 and 10, and other related course content. Make sure you cite often! The assignment requires your assigned team to meet two times, (Zoom or other virtual method) approximately 60 minutes each meeting. The purpose of the first meeting is to decide, as a team, which two IAT Assessments to take from the Harvard website. Include an initial discussion of implicit bias in work settings and why your team selected the assessments. Also, decide on roles in the team and a few logistics. In addition to the two team meetings, you will have email and/or other social media connections with each other as needed. The second meeting should be approximately 60 minutes and include a report out to each other on the Harvard Assessment findings. Decide on three significant points the team agrees is key for the relationship of bias and the role of team leadership (see meeting minutes word doc).These should include some points from the Johnson text and your team’s leadership perspective. These three points will show up in each individual’s paper submitted for the project. Also, the second team meeting each person will give the other team members one SBI on the contributions to the team project. You will use this content for the other SBI Feedback Paper due also in week 3. BOOKS: (I WILL MESSAGE THE USERNAME AND PASSWORD) 1. Joining Together, 12th Edition By: Johnson, David H.;Johnson, Frank P. ISBN: 978-0-13-405573-2 https://bookshelf.vitalsource.com/reader/books/9780134323305/epubcfi/6/2[%3Bvnd.vst.idref%3Dcover]!/4/2%4054:1 Rubric Name: Assignment 3

Group 3 Second Meeting Minutes

Attendance

Gabriel T

Ivy C -

Yaw D -

Team Roles

Gabriel – Coordinator

Ivory – Initiator/Discussion Lead

Yaw – Host (Based on using MS Teams)

Implicit bias in work settings

Implicit bias in work settings refers to unconscious attitudes, assumptions, or stereotypes that influence how individuals perceive, evaluate, communicate with, and make decisions about others. These biases can affect workplace behavior even when individuals consciously believe in fairness, equality, and professionalism.

From the perspective of LED 602, implicit bias is particularly relevant to group dynamics, leadership, power, trust, communication, and organizational culture. It can influence whose opinions are respected, who receives opportunities, how responsibilities are assigned, and whose contributions are recognized.

Connection to course concepts

1. Group norms and underlying assumptions

2. Leadership and power

3. Trust and group communication

How implicit bias connects to LED 602 readings

The course materials do not establish that every unconscious group assumption is an implicit bias. However, they provide useful explanations of how unexamined assumptions influence workplace behavior.

· Group formation: Employees enter groups with expectations shaped by prior experiences, reputations, and relationships (National University, 2026a, p. 6).

· Unconscious group dynamics: Groups sometimes behave according to assumptions that members have not consciously examined (National University, 2026b, pp. 2–3).

· Group influence: Informal authority affects whose opinions are accepted and which behaviors become group norms (National University, 2026a, p. 7).

How leaders can reduce implicit bias

· Leaders can reduce the influence of implicit bias by applying consistent performance standards, seeking input from employees with different perspectives, evaluating technical evidence objectively, and questioning assumptions before making decisions.

· In your cybersecurity environment, this means evaluating an ISSE's recommendations based on technical accuracy, cybersecurity risk, and mission requirements rather than employment classification, personality, seniority, or personal familiarity.

· Ultimately, implicit bias can undermine trust, fairness, communication, and team effectiveness when unconscious assumptions influence workplace decisions. Recognizing these influences helps leaders create a more inclusive, accountable, and collaborative organizational environment.

Why your team selected the assessments (Age and Gender-Career IAT Test)

Both address a common assumption about how people are treated in the workplace. It’s always about age and gender. People are influenced and treated in the workplace based on their age and gender, particularly in terms of teamwork, leadership, opportunities, and advancement.

So, remember when I was like, you know, we sometimes make assumptions about someone's abilities and age, especially for younger employees, and we base employment decisions on that. You know, we assume that younger employees are less experienced, while older employees seem less adaptable to change. You know, they may be more experienced, but they stick to their ways.

For gender, I wanted to focus on it and sell you guys on doing gender because traditional roles tend to influence people's perception of what leadership actually looks like. That's one of the reasons I chose that, and I felt it was a good topic for us to pivot our paper to.

And then, for both assessments, I thought it was good for us to gain a better understanding of how our unconscious biases around gender and age could affect team dynamics, and that we may not even be aware of them.

As leaders, we must recognize our unconscious biases. Reviewing my results surprised me and highlighted how easily these biases can go unnoticed, even in leadership roles. I had not previously considered how my personal experiences, culture, and upbringing might shape them.

Decide on three significant points the team agrees is key for the relationship of bias and the role of team leadership. These should include some points from the Johnson text and your team’s leadership perspective.

Three Significant Points: The Relationship Between Implicit Bias and Team Leadership

1. Effective Team Leaders Must Recognize and Address Implicit Bias to Promote Fairness and Inclusion

Recognizing our own implicit biases is essential to becoming more effective team leaders. Age and gender should not determine how we assess a person’s abilities or leadership potential.

2. Implicit Bias Can Influence Power Dynamics, Communication, and Trust Within Teams

A leader’s implicit biases can shape established ways of working, influencing power dynamics, communication, and trust within a team.

These biases can also become embedded in company culture when a leader or owner expects everyone to follow longstanding practices simply because that is how things have always been done.

3. Team Leaders Must Establish Accountability and Objective Decision-Making Practices to Minimize Implicit Bias

Team leaders are responsible for creating an organizational culture in which employees are evaluated fairly, regardless of age or gender. Structured decision-making processes should encourage constructive feedback and hold leaders accountable, helping ensure equal treatment and reduce the influence of unconscious assumptions and bias.

Biases can be so deeply ingrained that we remain unaware of them. Effective group decision-making depends on cooperation and shared responsibility. Clear rules and a structured process give everyone a common framework to follow, making decisions more objective and strengthening the sense of fairness.

These three points will show up in each individual’s paper submitted for the project.