I’m Glad I Know That Now! – Details, episodes & analysis

 Euwema, M., & Giebels, E. (2024). Conflict management and mediation. Edward Elgar. https://doi.org/10.4337/9781035331536

Peterson, R. S., & Brown, G. (2022). Disaster in the Boardroom: Six Dysfunctions Everyone Should Understand. Palgrave MacMillan. 
Peterson, R. S., & Mannix, E. A. (Eds.) (2003). Leading and Managing People in the Dynamic Organization.  Erlbaum. 

Dr. Nicholas Hays is a faculty member at the Broad College of Business at Michigan State University. This episode focused on his research on the psychology of hierarchy. He discussed how different hierarchies influence individuals' experiences and group processes. 

Articles referenced in the episode:

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Hays, N. A., & Bendersky, C. (2015). Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility. Journal of Personality and Social Psychology, 108(6), 867-882. https://doi.org/10.1037/pspi0000017

Hays, N. A., Li, H., Yang, X., Oh, J. K., Yu, A., Chen, Y.-R., Hollenbeck, J. R., & Jamieson, B. B. (2021). A tale of two hierarchies: Interactive effects of power differentiation and status differentiation on team performance. Organization Science, 33(6), 2085-2105. https://doi.org/10.1287/orsc.2021.1540

Dr. Nicholas Hays is a faculty member at the Broad College of Business at Michigan State University. This episode focused on his research on the psychology of hierarchy. He discussed how different hierarchies influence individuals' experiences and group processes. 

Articles referenced in the episode:

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Hays, N. A., & Bendersky, C. (2015). Not all inequality is created equal: Effects of status versus power hierarchies on competition for upward mobility. Journal of Personality and Social Psychology, 108(6), 867-882. https://doi.org/10.1037/pspi0000017

Hays, N. A., Li, H., Yang, X., Oh, J. K., Yu, A., Chen, Y.-R., Hollenbeck, J. R., & Jamieson, B. B. (2021). A tale of two hierarchies: Interactive effects of power differentiation and status differentiation on team performance. Organization Science, 33(6), 2085-2105. https://doi.org/10.1287/orsc.2021.1540

Corinne Bendersky is a Professor and Area Chair of Management and Organizations at UCLA Anderson School of Management. She is an expert in workplace conflict, status, justice, and diversity and inclusion in teams and organizations.

In recent projects, Dr. Bendersky has developed interventions to reduce the gender bias experienced by women who work in extremely male-dominated professions, such as the U.S. fire service. Her interventions have also been used to reduce the endorsement of sexist supervisors.

Articles referenced in the episode:

• Danbold, F., & Bendersky, C. (2020). Balancing professional prototypes increases the valuation of women in male-dominated professions. Organization Science, 31(1), 119–140. https://doi.org/10.1287/orsc.2019.1288
• Danbold, F., & Bendersky, C. (2023). Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors. Journal of Applied Psychology, 108(4), 676–685. https://doi.org/10.1037/apl0001038

Corinne Bendersky is a Professor and Area Chair of Management and Organizations at UCLA Anderson School of Management. She is an expert in workplace conflict, status, justice, and diversity and inclusion in teams and organizations.

In recent projects, Dr. Bendersky has developed interventions to reduce the gender bias experienced by women who work in extremely male-dominated professions, such as the U.S. fire service. Her interventions have also been used to reduce the endorsement of sexist supervisors.

Articles referenced in the episode:

• Danbold, F., & Bendersky, C. (2020). Balancing professional prototypes increases the valuation of women in male-dominated professions. Organization Science, 31(1), 119–140. https://doi.org/10.1287/orsc.2019.1288
• Danbold, F., & Bendersky, C. (2023). Perceived misalignment of professional prototypes reduces subordinates’ endorsement of sexist supervisors. Journal of Applied Psychology, 108(4), 676–685. https://doi.org/10.1037/apl0001038

Have you ever wondered if you’re being fair and consistent when you evaluate your own actions versus the actions of others from an ethical standpoint? It turns out that we’re often not, but this inconsistency isn’t necessarily because we’re trying to be self-serving. Instead, there are fundamental differences in our access to information related to ourselves versus others, such as the reasons underlying a certain behavior, or calculations of the behavior’s potential costs and benefits. These informational differences can create cognitive distortions in how we address four core questions – regarding the unethicality, liability, insolvency, and incompensability of behavior – and can help explain why we sometimes seem like ethical hypocrites. In this episode, Dr. Peter Kim from the Marshall School of Business at the University of Southern California teaches us how to recognize, understand, and respond most effectively to these four questions and how they influence our behaviors, our sense of morality, and our judgments of ourselves and others. Dr. Kim provides research-based insights and helpful practical tips for how we can recognize and use these important principles of ethical accounting in our daily lives. 

Dr. Peter Kim bio: 

Dr. Peter Kim is a Professor of Management and Organization at the Marshall School of Business at the University of Southern California. Dr. Kim’s research focuses on the dynamics of social misperception and its implications for negotiations, work groups, and dispute resolution. His research has been published in numerous scholarly journals, received ten national and international awards, and been featured by the New York Times, Washington Post, and National Public Radio. He serves as a Senior Editor for Organization Science journal, as an Associate Editor for the Journal of Trust Research, and on the editorial boards of the Academy of Management Review and Negotiation and Conflict Management Research. He is a past Associate Editor for the Academy of Management Review and past Chair of the Academy of Management’s Conflict Management Division. He has also just completed his first mass-market book that will be published by MacMillan on August 15, 2023 called, “How Trust Works: The Science of How Relationships are Built, Broken, and Repaired.” It is already available for pre-order from most bookstores.

Articles referenced in the episode:

• Kim, P. H., Wiltermuth, S. S., & Newman, D. T. (2021). A theory of ethical accounting and its implications for hypocrisy in organizations. Academy of Management Review, 46(1), 172-191. https://doi.org/10.5465/amr.2018.0161 
• Kim, P. H., Ployhart, R. E., & Gibson, C. B. (2018). Editors’ comments: Is organizational behavior overtheorized?. Academy of Management Review, 43(4), 541-545. https://doi.org/10.5465/amr.2018.0233 

Have you ever wondered if you’re being fair and consistent when you evaluate your own actions versus the actions of others from an ethical standpoint? It turns out that we’re often not, but this inconsistency isn’t necessarily because we’re trying to be self-serving. Instead, there are fundamental differences in our access to information related to ourselves versus others, such as the reasons underlying a certain behavior, or calculations of the behavior’s potential costs and benefits. These informational differences can create cognitive distortions in how we address four core questions – regarding the unethicality, liability, insolvency, and incompensability of behavior – and can help explain why we sometimes seem like ethical hypocrites. In this episode, Dr. Peter Kim from the Marshall School of Business at the University of Southern California teaches us how to recognize, understand, and respond most effectively to these four questions and how they influence our behaviors, our sense of morality, and our judgments of ourselves and others. Dr. Kim provides research-based insights and helpful practical tips for how we can recognize and use these important principles of ethical accounting in our daily lives. 

Dr. Peter Kim bio: 

Dr. Peter Kim is a Professor of Management and Organization at the Marshall School of Business at the University of Southern California. Dr. Kim’s research focuses on the dynamics of social misperception and its implications for negotiations, work groups, and dispute resolution. His research has been published in numerous scholarly journals, received ten national and international awards, and been featured by the New York Times, Washington Post, and National Public Radio. He serves as a Senior Editor for Organization Science journal, as an Associate Editor for the Journal of Trust Research, and on the editorial boards of the Academy of Management Review and Negotiation and Conflict Management Research. He is a past Associate Editor for the Academy of Management Review and past Chair of the Academy of Management’s Conflict Management Division. He has also just completed his first mass-market book that will be published by MacMillan on August 15, 2023 called, “How Trust Works: The Science of How Relationships are Built, Broken, and Repaired.” It is already available for pre-order from most bookstores.

Articles referenced in the episode:

• Kim, P. H., Wiltermuth, S. S., & Newman, D. T. (2021). A theory of ethical accounting and its implications for hypocrisy in organizations. Academy of Management Review, 46(1), 172-191. https://doi.org/10.5465/amr.2018.0161 
• Kim, P. H., Ployhart, R. E., & Gibson, C. B. (2018). Editors’ comments: Is organizational behavior overtheorized?. Academy of Management Review, 43(4), 541-545. https://doi.org/10.5465/amr.2018.0233 

Wendi L. Adair (Ph.D., Northwestern University) is Professor of Industrial-Organizational Psychology and Director of the Culture at Work Lab at University of Waterloo, Ontario. Wendi is co-Principal Investigator of Indigenous Workways, a collaborative project among faculty and Indigenous Student Centres in Ontario to develop a sustainable solution to underemployment among Ontario’s Indigenous workforce by empowering Indigenous youth with career mentors and opportunities, and Ontario employers with relational, respectful, reciprocal, and relevant workplace communication and climate practices. Her other current research examines the impact of culture on communication, for example what is said and what is not said, and interdependent work outcomes, such as communication effectiveness, conflict resolution, trust, and team performance. Her work appears in outlets including Journal of Applied Psychology, Negotiation and Conflict Management Research, Journal of Cross-cultural Psychology, and Academy of Management Discoveries. Wendi has served as Associate Editor of Negotiation and Conflict Management Research and President of the International Association for Conflict Management.
Podcast Notes: More information about Indigenous Workways is available at the project website: https://indigenousworkways.org/indigenousworkways.org

Indigenous Workways is supported by funding from the Ontario Research Fund – Research Excellence and the Social Science and Humanities Research Council as well as educational, private, and non-profit sponsors. This podcast discusses research from Master’s theses by Chloe Addie and Jaydum Hunt at the University of Waterloo, Ontario, Canada. The work has been presented at the Annual Meetings of the Canadian Psychological Association, the International Association for Conflict Management, and the Council for the Advancement of Native Development Officers. We extend sincere thanks and appreciation for our Indigenous team members who provided guidance and support to assure this research was done in a good way and who assisted us with interpreting the data. Migwech.

Jean Becker

Jean Becker is Inuk and a member of the Nunatsiavut Territory of Labrador. A grandmother, Jean has lived in Ontario for forty years and has been involved in grassroots urban Indigenous community building throughout that time in Wellington and Waterloo regions. Jean is currently a member of the Mayor’s Diversity, Equity and Inclusion Taskforce in Kitchener and a member of the Wellbeing Waterloo Region First Nations, Metis and Inuit Advisory and Advocacy Circle. She is the Associate Vice President, Indigenous Initiatives at the University of Waterloo. Actively involved in Indigenous ceremonies and advocacy work for Indigenous people outside of the academy locally and nationally, Jean is passionate about her work to implement decolonization in the academy.

Lori Campbell

Lori Campbell is a 2-Spirit nēhiyaw āpihtākosisān iskwew from Treaty 6 territory in kīwētinohk kisiskāciwan. Lori is an intergenerational survivor of the Indian Residential School system and a child from the Sixties Scoop generation. She is proud to say that over the last 25 years she has managed to locate and contact not only her birth mom, but all 6 of her living siblings – scattered across three provinces in what is currently known as Canada. Her life experiences have contributed not only to her understanding of Indigenous issues, but also to her passion for education. Lori holds two undergraduate degrees (Indigenous Studies and Psychology), a master’s degree in Adult Education and is currently working toward a PhD in Social Justice Education through the University of Toronto. At the time of data collection, Lori helds the position of Director, Shatitsirótha’ Waterloo Indigenous Student Centre and looked after the Indigenous Studies academic programming at St. Paul's University College. Today Lori is Associate Vice President, Indigenous Engagement, at University of Regina.

Melissa Ireland

Melissa Ireland is a member of Curve Lake First Nation. At the time of data collection, Melissa was the Director of Indigenous Initiatives at Wilfrid Laurier University. Melissa currently oversees Indigenous student services and program at Laurier’s Waterloo and Brantford campuses. Melissa is also a proud Laurier and University of Waterloo alumna in the field of social work. After working many years integrating Indigenous ways of seeing, being, doing and knowing within university systems, Melissa moved to Qualia Counselling where she is engaged in Indigenous Relations and Outreach. 

Kimberly Mitchell

Kimberly Mitchell is from Corner Brook, Newfoundland and is a member of the Qalipu Mi’kmaq First Nation.  Kimberly holds degrees in Mechanical Engineering from Memorial University of Newfoundland & Labrador and the University of Waterloo.  Indigenous culture and experience has been an interest for Kim since she was very young.  Kim has a particular interest in ensuring employment equity for all Indigenous people.  Kim currently resides in Southwestern Ontario.  

Wendi L. Adair (Ph.D., Northwestern University) is Professor of Industrial-Organizational Psychology and Director of the Culture at Work Lab at University of Waterloo, Ontario. Wendi is co-Principal Investigator of Indigenous Workways, a collaborative project among faculty and Indigenous Student Centres in Ontario to develop a sustainable solution to underemployment among Ontario’s Indigenous workforce by empowering Indigenous youth with career mentors and opportunities, and Ontario employers with relational, respectful, reciprocal, and relevant workplace communication and climate practices. Her other current research examines the impact of culture on communication, for example what is said and what is not said, and interdependent work outcomes, such as communication effectiveness, conflict resolution, trust, and team performance. Her work appears in outlets including Journal of Applied Psychology, Negotiation and Conflict Management Research, Journal of Cross-cultural Psychology, and Academy of Management Discoveries. Wendi has served as Associate Editor of Negotiation and Conflict Management Research and President of the International Association for Conflict Management.

Podcast Notes: More information about Indigenous Workways is available at the project website: https://indigenousworkways.org/indigenousworkways.org

Indigenous Workways is supported by funding from the Ontario Research Fund – Research Excellence and the Social Science and Humanities Research Council as well as educational, private, and non-profit sponsors. This podcast discusses research from Master’s theses by Chloe Addie and Jaydum Hunt at the University of Waterloo, Ontario, Canada. The work has been presented at the Annual Meetings of the Canadian Psychological Association, the International Association for Conflict Management, and the Council for the Advancement of Native Development Officers. We extend sincere thanks and appreciation for our Indigenous team members who provided guidance and support to assure this research was done in a good way and who assisted us with interpreting the data. Migwech.

Jean Becker

Jean Becker is Inuk and a member of the Nunatsiavut Territory of Labrador. A grandmother, Jean has lived in Ontario for forty years and has been involved in grassroots urban Indigenous community building throughout that time in Wellington and Waterloo regions. Jean is currently a member of the Mayor’s Diversity, Equity and Inclusion Taskforce in Kitchener and a member of the Wellbeing Waterloo Region First Nations, Metis and Inuit Advisory and Advocacy Circle. She is the Associate Vice President, Indigenous Initiatives at the University of Waterloo. Actively involved in Indigenous ceremonies and advocacy work for Indigenous people outside of the academy locally and nationally, Jean is passionate about her work to implement decolonization in the academy.

Lori Campbell

Lori Campbell is a 2-Spirit nēhiyaw āpihtākosisān iskwew from Treaty 6 territory in kīwētinohk kisiskāciwan. Lori is an intergenerational survivor of the Indian Residential School system and a child from the Sixties Scoop generation. She is proud to say that over the last 25 years she has managed to locate and contact not only her birth mom, but all 6 of her living siblings – scattered across three provinces in what is currently known as Canada. Her life experiences have contributed not only to her understanding of Indigenous issues, but also to her passion for education. Lori holds two undergraduate degrees (Indigenous Studies and Psychology), a master’s degree in Adult Education and is currently working toward a PhD in Social Justice Education through the University of Toronto. At the time of data collection, Lori helds the position of Director, Shatitsirótha’ Waterloo Indigenous Student Centre and looked after the Indigenous Studies academic programming at St. Paul's University College. Today Lori is Associate Vice President, Indigenous Engagement, at University of Regina.

Melissa Ireland

Melissa Ireland is a member of Curve Lake First Nation. At the time of data collection, Melissa was the Director of Indigenous Initiatives at Wilfrid Laurier University. Melissa currently oversees Indigenous student services and program at Laurier’s Waterloo and Brantford campuses. Melissa is also a proud Laurier and University of Waterloo alumna in the field of social work. After working many years integrating Indigenous ways of seeing, being, doing and knowing within university systems, Melissa moved to Qualia Counselling where she is engaged in Indigenous Relations and Outreach. 

Kimberly Mitchell

Kimberly Mitchell is from Corner Brook, Newfoundland and is a member of the Qalipu Mi’kmaq First Nation.  Kimberly holds degrees in Mechanical Engineering from Memorial University of Newfoundland & Labrador and the University of Waterloo.  Indigenous culture and experience has been an interest for Kim since she was very young.  Kim has a particular interest in ensuring employment equity for all Indigenous people.  Kim currently resides in Southwestern Ontario.