Team innovation and team effectiveness: The importance of minority dissent and reflexivity

  title={Team innovation and team effectiveness: The importance of minority dissent and reflexivity},
  author={Carsten K. W. De Dreu},
  journal={European Journal of Work and Organizational Psychology},
  pages={285 - 298}
  • C. Dreu
  • Published 1 September 2002
  • Sociology
  • European Journal of Work and Organizational Psychology
Past research suggests that minority dissent in teams may foster team innovations. It is hypothesized, however, that minority dissent would predict team innovations only when teams have high levels of reflexivity - the tendency to overtly reflect upon the group's objectives, strategies, and processes and adapt them to current or anticipated circumstances. This hypothesis was tested in a field study involving a heterogeneous sample of 32 organizational teams performing complex, ill-defined tasks… Expand
Do Shared Goals Really Enhance Team Innovation? A Review
This study aims to uncover the missing link between shared goals and team innovation. Previous literature reflects positive direct effects of shared goals on team innovative performance. ThisExpand
How reflexivity enhances organizational innovativeness: the mediation role of team support for innovation and individual commitment
Reflexivity is a learning process that, through questioning and critically monitoring objectives and methods in use, promotes a change of habits and routines and, in so doing, fosters organizationalExpand
The Divergent Effects of Transformational Leadership on Individual and Team Innovation
Transformational leadership has consistently been argued to enhance team innovation, yet related research has generated ambiguous findings. We suggest that our understanding of leader impact onExpand
Recent developments in reflexivity research: A review
Team reflexivity, or the extent to which teams reflect upon and modify their functioning, has attracted much recent research attention. In the current paper, we identify several predictors as well asExpand
How and when team regulatory focus influences team innovation and member creativity
Purpose This study aims at testing how team regulatory focus may relate to individual creativity and team innovation and addressing the fit/misfit issue of team regulatory focus and team bureaucracy.Expand
Diversity in goal orientation, team reflexivity, and team performance
Although recent research highlights the role of team member goal orientation in team functioning, research has neglected the effects of diversity in goal orientation. In a laboratory study withExpand
Team Reflexivity and Innovation
Team reflexivity, the extent to which teams collectively reflect upon and adapt their working methods and functioning, has been shown to be an important predictor of team outcomes, notablyExpand
Playing to Win: The Surprising Power of Play in Innovation
Organizational teams are the primary mechanism by which ideas are birthed and recombined into innovations for maintaining or achieving competitive advantage. We know that resources of people, timeExpand
Thinking inside the box: How conformity promotes creativity and innovation
Intuition, along with empirical research, suggests that the generation of creative ideas benefits from divergent thinking among team members. However, the generation of creative ideas represents onlyExpand
Turning the Team Around: The Importance of Team Reflexivity Following Poor Performance
A small but growing body of literature adds to our understanding of performance spirals in teams. Initial performance is often highly predictive of later performance, which has the unfortunateExpand


Minority dissent and team innovation: the importance of participation in decision making.
It is concluded that minority dissent stimulates creativity and divergent thought, which, through participation, manifest as innovation. Expand
Innovation in top management teams
A longitudinal study of the functioning of top management teams in 27 hospitals examined relationships between group and organizational factors and team innovation. A model of group inputs,Expand
Managing relationship conflict and the effectiveness of organizational teams
Past research has revealed that team effectiveness and satisfaction suffer when teams experience relationship conflict - conflict related to interpersonal issues, political norms and values, andExpand
A naturalistic minority influence experiment: Effects on divergent thinking, conflict and originality in work‐groups
This study examines the Nemeth (1986) model of minority influence in a field study of natural work-groups. Confederares (who were also permanenr members of the ongoing, interacting groups) served asExpand
Group Dynamics in Top Management Teams: Groupthink, Vigilance, and Alternative Models of Organizational Failure and Success.
The results illustrate the usefulness of the GDQ for developing and empirically testing theory in organizational behavior from historical cases and strongly supported the notion that a group' decision making process is systematically related to the outcomes experienced by the team. Expand
Cognitive Flexibility, Communication Strategy, and Integrative Complexity in Groups: Public versus Private Reactions to Majority and Minority Status
Archival studies of political decision-making groups show that the public statements of policy makers in the majority are higher in integrative complexity than those of minority-faction or unanimousExpand
Measuring climate for work group innovation: development and validation of the team climate inventory
Summary This paper reports the development and psychometric validation of a multi-dimensional measure of facet-specific climate for innovation within groups at work: the Team Climate Inventory (TCI).Expand
Modelling courage: The role of dissent in fostering independence.
While dissent has been construed in terms of social support and informational influence, this paper hypothesizes that exposure to dissenting minority views, even when they are wrong, stimulatesExpand
Self-definition, defensive processing, and influence: the normative impact of majority and minority groups.
The authors suggest that these attitude shifts reflect normative pressures to align with valued majorities and to differentiate from derogated minorities. Expand
Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design,Expand