Home > Research > Publications & Outputs > Dissent in teams and organizations

Research

Links

Text available via DOI:

View graph of relations

Dissent in teams and organizations: Lessons for team innovation and empowerment

Research output: Contribution in Book/Report/Proceedings - With ISBN/ISSN › Chapter

Published

Standard

Dissent in teams and organizations: Lessons for team innovation and empowerment. / West, Michael A.
Bridging Social Psychology: Benefits of Transdisciplinary Approaches. Lawrence Erlbaum Associates, 2006. p. 353-358.

Research output: Contribution in Book/Report/Proceedings - With ISBN/ISSN › Chapter

Harvard

West, MA 2006, Dissent in teams and organizations: Lessons for team innovation and empowerment. in Bridging Social Psychology: Benefits of Transdisciplinary Approaches. Lawrence Erlbaum Associates, pp. 353-358. https://doi.org/10.4324/9781410616982

APA

West, M. A. (2006). Dissent in teams and organizations: Lessons for team innovation and empowerment. In Bridging Social Psychology: Benefits of Transdisciplinary Approaches (pp. 353-358). Lawrence Erlbaum Associates. https://doi.org/10.4324/9781410616982

Vancouver

West MA. Dissent in teams and organizations: Lessons for team innovation and empowerment. In Bridging Social Psychology: Benefits of Transdisciplinary Approaches. Lawrence Erlbaum Associates. 2006. p. 353-358 doi: 10.4324/9781410616982

Author

West, Michael A. / Dissent in teams and organizations : Lessons for team innovation and empowerment. Bridging Social Psychology: Benefits of Transdisciplinary Approaches. Lawrence Erlbaum Associates, 2006. pp. 353-358

Bibtex

@inbook{530bcdffded247c99180c0d0446f6d61,
title = "Dissent in teams and organizations: Lessons for team innovation and empowerment",
abstract = "When tested in the complex and fiery settings of work organizations, theoretical predictions of social psychology may well prove too fragile to survive the heat. Alternatively, they may suggest to practitioners and organizational psychologists simplistic solutions to organizational problems, which undermine rather than support efforts to enable organizational effectiveness. In this chapter I apply research findings about minority influence to two domains of organizational psychology: how to develop innovative teams, and how teams can bring about organizational change. First I summarize the findings from the minority influence literature and consider the implications for our understanding of innovation in work teams, and then I suggest how an understanding of minority influence can help the relatively powerless in organizations to bring about change.",
author = "West, {Michael A.}",
year = "2006",
month = jan,
day = "19",
doi = "10.4324/9781410616982",
language = "English",
isbn = "1410616983",
pages = "353--358",
booktitle = "Bridging Social Psychology",
publisher = "Lawrence Erlbaum Associates",

}

RIS

TY - CHAP

T1 - Dissent in teams and organizations

T2 - Lessons for team innovation and empowerment

AU - West, Michael A.

PY - 2006/1/19

Y1 - 2006/1/19

N2 - When tested in the complex and fiery settings of work organizations, theoretical predictions of social psychology may well prove too fragile to survive the heat. Alternatively, they may suggest to practitioners and organizational psychologists simplistic solutions to organizational problems, which undermine rather than support efforts to enable organizational effectiveness. In this chapter I apply research findings about minority influence to two domains of organizational psychology: how to develop innovative teams, and how teams can bring about organizational change. First I summarize the findings from the minority influence literature and consider the implications for our understanding of innovation in work teams, and then I suggest how an understanding of minority influence can help the relatively powerless in organizations to bring about change.

AB - When tested in the complex and fiery settings of work organizations, theoretical predictions of social psychology may well prove too fragile to survive the heat. Alternatively, they may suggest to practitioners and organizational psychologists simplistic solutions to organizational problems, which undermine rather than support efforts to enable organizational effectiveness. In this chapter I apply research findings about minority influence to two domains of organizational psychology: how to develop innovative teams, and how teams can bring about organizational change. First I summarize the findings from the minority influence literature and consider the implications for our understanding of innovation in work teams, and then I suggest how an understanding of minority influence can help the relatively powerless in organizations to bring about change.

U2 - 10.4324/9781410616982

DO - 10.4324/9781410616982

M3 - Chapter

AN - SCOPUS:84904829472

SN - 1410616983

SN - 9781410616982

SP - 353

EP - 358

BT - Bridging Social Psychology

PB - Lawrence Erlbaum Associates

ER -