Manager Favoritism Blocks New Ideas
Manager Favoritism Blocks New Ideas
New research co-authored by Professor Olav Sorenson finds that managers are biased against ideas that are proposed by employees outside of their own work groups, hurting innovation and performance.
Mid-level managers favor ideas that emerge from their own company units, particularly when they belong to small or high-status groups, according to research from the Yale School of Management and the University of Vienna.
"Managers systematically undervalue ideas that are proposed by employees who work outside of their own units," says Professor Olav Sorenson of the Yale School of Management. "This bias can lead to a failure to adopt promising new ideas, hurting company innovation and performance."
Sorenson and co-author Markus Reitzig analyzed data from a large, multinational consumer goods company that solicited ideas from its employees as part of an initiative to spur innovation throughout the firm. The data included more than 10,000 ideas submitted for evaluation, the outcomes of those evaluations, and the identities of the evaluators and the submitters. The researchers estimated the degree to which the idea evaluations depended on the identities of the evaluators and the submitters.
Sorenson and Reitzig found that managers accepted ideas from their own units at a rate nearly 16 percentage points higher than the baseline acceptance rate of 42%. The size and status of units affected the degree of bias. Bias against ideas from other units was greatest when the ideas were submitted by individuals from smaller units and from lower-status units. Evaluators from larger units exhibited less bias in favor of their own groups. Ideas submitted by individuals from high-status groups experienced less bias when evaluated by managers from other units.
According to the researchers, their findings suggest that managers psychologically identify more strongly with their units, rather than with their organizations as a whole. As a result, they favor ideas proposed by their fellow group members. "We think of this tendency to favor ideas from the group with which managers most closely identify as intra-organizational provincialism," says Sorenson.
The study demonstrates the importance of appropriately assigning managers to evaluation roles. Sorenson and Reitzig say that the solution is not to assign idea evaluation to managers who work outside of the unit that is proposing an idea. Although that would eliminate in-group bias, it would also relegate decisions to those with little relevant expertise, introducing more error into the process. Instead, they suggest embracing the bias. Idea evaluators should always be from the same unit as the person submitting the idea. "The process will be biased, but the bias will operate similarly across ideas," says Sorenson.
Olav Sorenson is the Frederick Frank '54 and Mary C. Tanner Professor of Management at the Yale School of Management. Markus Reitzig is professor of strategic management and subject area chair at the University of Vienna.
"Biases in the Selection Stage of Bottom-Up Strategy Formulation" is published in the July 2013 issue of the Strategic Management Journal.
(本文转载自 ,如有侵权请电话联系13810995524)
* 文章为作者独立观点,不代表MBAChina立场。采编部邮箱:news@mbachina.com,欢迎交流与合作。
备考交流
最新动态
- 奖学金官宣停发!这届考研人太难了!! 2024-04-19
- 重磅论坛报名 | 人工智能与可持续发展国际论坛预告 2024-04-19
- 教育部推进基础学科系列“101计划”,明确这些重点任务 2024-04-19
活动日历
- 01月
- 02月
- 03月
- 04月
- 05月
- 06月
- 07月
- 08月
- 09月
- 10月
- 11月
- 12月
- 04/02 暨南大学MBA名师公开课丨解析AI数字人跳舞视频——制作实操及变现路径
- 04/06 活动报名|投资风险与回报的掌控,港科大MBA大师课助你了解交易的智慧
- 04/06 这所双一流有调剂!云南大学EMBA/MTA调剂政策官方解读来了!
- 04/06 报名 | How your Firm will Shape the Future?“小火车”教授公开课暨复旦大学-BI(挪威)国际合作MBA项目说明会
- 04/08 今晚7点!哈尔滨工业大学商学院调剂说明会直播预约开启
- 04/10 4月10日招生开放日 | 第一批面试前最后一场,交大建筑本科学姐与你分享职业转型经历
- 04/11 【活动报名】4月11日@清华大学|2024科创产业投资峰会:硬科技、智能造、创未来
- 04/11 活动报名 | 中欧思创会洛阳站,聚焦智能制造
- 04/12 活动报名 | 香港中文大学(深圳)金融EMBA校园开放日暨24级课程说明会
- 04/12 长江MBA公开课:AI驱动下的企业变革|活动报名
热门资讯
MBA院校号
-
最新动态:
【科研|善水讲坛】吉财善水讲坛开讲啦!(第三讲)