Individualism-Collectivism and Group Creativity

Current research in organizational behavior suggests that organizations should adopt collectivistic values because they promote cooperation and productivity, while individualistic values should be avoided because they incite destructive conflict and opportunism. In this paper, we highlight one possible benefit of individualistic values that has not previously been considered. Because individualistic values can encourage uniqueness, such values might be useful when creativity is a desired outcome. Although we hypothesize that individualistic groups should be more creative than collectivistic groups, we also consider an important competing hypothesis: Given that collectivistic groups are more responsive to norms, they might be more creative than individualistic groups when given explicit instructions to be creative. The results did not support this competing hypothesis and instead show that individualistic groups instructed to be creative are more creative than collectivistic groups given the same instructions. These results suggest that individualistic values may be beneficial, especially when creativity is a salient goal

Chimpanzees (Pan troglodytes) produce the same types of ‘laugh faces’ when they emit laughter and when they are silent

The ability to flexibly produce facial expressions and vocalizations has a strong impact on the way humans communicate, as it promotes more explicit and versatile forms of communication. Whereas facial expressions and vocalizations are unarguably closely linked in primates, the extent to which these expressions can be produced independently in nonhuman primates is unknown. The present work, thus, examined if chimpanzees produce the same types of facial expressions with and without accompanying vocalizations, as do humans. Forty-six chimpanzees (Pan troglodytes) were video-recorded during spontaneous play with conspecifics at the Chimfunshi Wildlife Orphanage. ChimpFACS was applied, a standardized coding system to measure chimpanzee facial movements, based on FACS developed for humans. Data showed that the chimpanzees produced the same 14 configurations of open-mouth faces when laugh sounds were present and when they were absent. Chimpanzees, thus, produce these facial expressions flexibly without being morphologically constrained by the accompanying vocalizations. Furthermore, the data indicated that the facial expression plus vocalization and the facial expression alone were used differently in social play, i.e., when in physical contact with the playmates and when matching the playmates' open-mouth faces. These findings provide empirical evidence that chimpanzees produce distinctive facial expressions independently from a vocalization, and that their multimodal use affects communicative meaning, important traits for a more explicit and versatile way of communication. As it is still uncertain how human laugh faces evolved, the ChimpFACS data were also used to empirically examine the evolutionary relation between open-mouth faces with laugh sounds of chimpanzees and laugh faces of humans. The ChimpFACS results revealed that laugh faces of humans must have gradually emerged from laughing open-mouth faces of ancestral apes. This work examines the main evolutionary changes of laugh faces since the last common ancestor of chimpanzees and humans

Distributive Justice Beliefs and Group Idea Generation: Does a Belief in Equity Facilitate Productivity?

The equity rule is favored by groups that emphasize productivity, but there is limited support for the notion that equity actually facilitates productivity in groups (Deutsch, 1985). We propose that the relationship between equity and productivity may depend on whether individual group members have an independent or interdependent self-construal. This prediction was tested in an experiment in which groups endorsed either an equity rule or an equality rule for distributing resources and then generated ideas as a group. The results showed that equity facilitated productivity (e.g., the number of ideas generated) but only in groups whose members had been primed with an independent self-construal. The results of both self-report and video-tape data support competition as the mechanism that explains this productivity gain. This work contributes to research on both distributive justice and small group performance by specifying more clearly the conditions under which a belief in equity will stimulate productivity

Embodied Metaphors and Creative “Acts”

Creativity is a highly sought after skill. To inspire people’s creativity, prescriptive advice in the form of metaphors abound: We are encouraged to think outside the box, to consider the problem on one hand, then on the other hand, and to put two and two together to achieve creative breakthroughs. These metaphors suggest a connection between concrete bodily experiences and creative cognition. Inspired by recent advances on body-mind linkages under the emerging vernacular of embodied cognition, we explored for the first time whether enacting metaphors for creativity enhances creative problem-solving. In five studies, findings revealed that both physically and psychologically embodying creative metaphors promote fluency, flexibility, and/or originality in problem-solving. Going beyond prior research that focused primarily on the kind of embodiment that primes preexisting knowledge, we provide the first evidence that embodiment can also activate cognitive processes conducive for generating previously unknown ideas and connections

Comparing Optimal Relocation Operations With Simulated Relocation Policies in One-Way Carsharing Systems

One-way carsharing systems allow travelers to pick up a car at one station and return it to a different station, thereby causing vehicle imbalances across the stations. In this paper, a way to mitigate that imbalance is discussed, which is relocating vehicles between stations. For this purpose, two methods are presented, i.e., a new mathematical model to optimize the relocation operations that maximize the profitability of a carsharing service and a simulation model to study different real-time relocation policies. Both methods were applied to networks of stations in Lisbon, Portugal. Results show that relocating vehicles, using any of the methods developed, can produce significant increases in profit. For instance, in the case where the carsharing system provides maximum coverage of the city area, the imbalances in the network resulted in an operating loss of C1160/day when no relocation operations were performed. When relocation policies were applied, however, the simulation results indicate that profits of C854/day could be achieved, even with increased costs due to relocations. Using the mathematical model, the results are even better, with a reached profit of C3865.7/day. This improvement was achieved through reductions in the number of vehicles needed to satisfy the demand and the number of parking spaces needed at stations. These results demonstrate the importance of relocation operations for profitably providing a network of stations in one-way carsharing systems that covers the entire city, thus reaching a higher number of users

Recognizing Creative Leadership: Can Creative Idea Expression Negatively Relate to Perceptions of Leadership Potential?

Drawing on and extending prototype theories of creativity and leadership, we theorize that the expression of creative ideas may diminish judgments of leadership potential unless the charismatic leadership prototype is activated in the minds of social perceivers. Study 1 shows that creative idea expression is negatively related to perceptions of leadership potential in a sample of employees working in jobs that required creative problem solving. Study 2 shows that participants randomly instructed to express creative solutions during an interaction are viewed as having lower leadership potential. A third scenario study replicated this finding showing that participants attributed less leadership potential to targets expressing creative ideas, except when the “charismatic” leader prototype was activated. In sum, we show that the negative association between expressing creative ideas and leadership potential is robust and underscores an important but previously unidentified bias against selecting effective leaders

The Bias Against Creativity: Why People Desire but Reject Creative Ideas

People often reject creative ideas, even when espousing creativity as a desired goal. To explain this paradox, we propose that people can hold a bias against creativity that is not necessarily overt and that is activated when people experience a motivation to reduce uncertainty. In two experiments, we manipulated uncertainty using different methods, including an uncertainty-reduction prime. The results of both experiments demonstrated the existence of a negative bias against creativity (relative to practicality) when participants experienced uncertainty. Furthermore, this bias against creativity interfered with participants’ ability to recognize a creative idea. These results reveal a concealed barrier that creative actors may face as they attempt to gain acceptance for their novel ideas

Stretching the Moral Gray Zone: Positive Affect, Moral Disengagement and Dishonesty

We propose that positive affect promotes dishonest behavior by providing the cognitive flexibility necessary to reframe and to rationalize dishonest acts. This hypothesis was tested in two studies. The results of Study 1 showed that individuals experiencing positive affect morally disengage to a greater extent than individuals experiencing neutral affect. Study 2 built upon this finding by demonstrating that the ability to morally disengage can lead individuals who experience positive affect to behave dishonestly. Specifically, the results of Study 2 show that people experiencing positive affect are more likely to steal than individuals who experience neutral affect, particularly when self-awareness is low. Furthermore, moral disengagement fully mediated this effect. Taken together, the results suggest that positive affect paves the way for the commission of dishonest acts by altering how individuals evaluate the moral implications of their own behavior

Politically correct norms encourage creativity among mixed-sex work groups

They reduce uncertainty, write Jack A. Goncalo, Jennifer Chatman, Michelle M. Duguid and Jessica A. Kenned

Creativity from Constraint? How Political Correctness Influences Creativity in Mixed-Sex Work Groups

Most group creativity research is premised on the assumption that creativity is unleashed by removing normative constraints. As work organizations become increasingly diverse in terms of gender, however, this assumption needs to be reconsidered since mixed-sex interactions carry a high risk of offense. Departing from the assumption that normative constraints necessarily stifle creativity, we develop a theoretical perspective in which creativity in mixed-sex groups is enhanced by imposing a norm to be politically correct (PC)—a norm that sets clear expectations for how men and women should interact with one another. We present evidence from two group experiments showing that the PC norm promotes rather than suppresses members’ free expression of ideas by reducing the uncertainty they experience in mixed-sex work groups. These results highlight a paradoxical consequence of the PC norm: A term that has been used to undermine expectations to censor offensive language as a threat to free speech actually provides a normative foundation upon which demographically heterogeneous work groups can freely exchange creative ideas. We discuss the implications of our findings for managing creativity in diverse groups and under conditions of uncertainty, and the counterintuitive role that normative constraints play in that process